As an HR professional, one of your main responsibilities is to help employees write effective self-evaluation performance reviews, one of the core types of performance reviews. This can be an overwhelming task, but with the right guidance, it can be a smooth and positive experience for everyone involved.
For many people, the thought of writing a self-evaluation is enough to send them into a panic. After all, how are you supposed to be objective about your own performance management? And what if you're not happy with the rating you receive?
Don't worry; this guide is here to help by discussing tips for assisting employees in writing their self-evaluation reviews and common mistakes to avoid. We'll also provide a few resources that you can use to help guide your employees through the process.
A self-evaluation performance review is an annual review, typically conducted annually or biannually, for which employees are required to complete to provide feedback on their job performance over the course of the year. The purpose is to help employees reflect on their accomplishments and identify areas for improvement. Along with feedback from their managers, self-evaluations are used to determine an employee's final performance rating.
There is no one-size-fits-all approach to performing a self-evaluation performance review; focusing on key topics can help ensure responses are meaningful and actionable.
A structured template to provide your employees should include these prompts:
In addition to general questions, consider tailoring prompts to specific job roles or departments. For example, if a warehouse updates its inventory system, asking how the change impacts an employee’s workflow could provide specific performance insight.
There is no set length for a self-evaluation, but it's generally recommended to provide a minimum of several sentences for each accomplishment and focus area. Anything longer than a paragraph or two may indicate indecision or over-explanation. Each answer should strive to be concise, quantitative, and self-reflective.
A self-evaluation also includes a summary of an employee's accomplishments over the course of the year and is often conducted in two parts. The first part is usually a series of standardized questions, providing a space for a quantified rating along with an open-ended description. The second part is an assessment of performance towards specifically outlined goals, usually developed at the beginning of the year.
Self-evaluations are important for several reasons. First, they give employees the opportunity to contribute their perspectives on their job performance. Managers often rely heavily on input from team members when assessing their job performance, so it's important for employees to provide their own perspective, to contribute to the overall picture.
Additionally, self-evaluations help employees identify areas for improvement and set goals for the upcoming year. By taking the time to reflect on their accomplishments and identify areas for growth, employees can enter the new year feeling motivated and prepared to meet their goals.
According to a study by Springer Nature, employees who complete self-evaluations are more likely to be satisfied with their jobs and more engaged in their work. The study also found that employees who do not complete one are more likely to leave their jobs.
Self-evaluations allow employees to reflect on their progress and accomplishments and give managers insight into how their team members perform. However, they can also be intimidating, especially for those who have never written one before or those coming from a more informal environment. That's why it's important for HR professionals to provide guidance on what goes into one and how to make it as useful as possible.
When writing a self-evaluation, your employees can begin by reflecting on or compiling their accomplishments from the past year. This can be anything from big projects they spearheaded or major goals they achieved to smaller day-to-day tasks contributing to your team's success.
This reflection provides the opportunity to be quantitative and provide a depth of thought into their accomplishments, challenges, and failures. They should use this reflection to find patterns or areas for improvement and develop learning opportunities that can help strengthen future efforts. For example, they may have discovered that they procrastinate when working on long-term projects, find certain things challenging, or find other things more engaging than they initially believed to be. This information can be brought forward in their following year's goals and used as a way to learn and grow from their previous experience.
There are a few things your employees can do to make sure their self-evaluation is as impactful as possible:
Undoubtedly, managers play an essential part in helping employees write effective self-evaluations, as managers provide:
One common mistake when writing a self-evaluation is downplaying accomplishments. It can be tempting to downplay your successes in an effort not to seem boastful or arrogant, but it's important not to sell yourself short! As an HR professional, encourage your employees to be proud of their accomplishments and ensure they are front and center in their assessment.
If, after completing a self-evaluation, an employee feels like they were given an unfair rating, there are a few things they can do:
Whether you or your employees need additional clarity on how self-performance reviews work, what to include, or how to interpret results, understanding the full process is key for a successful review. Here are some common questions that may arise regarding self-evaluation performance reviews:
Strong self-evaluations often include these sections:
There is no strict word count, but generally, a few sentences per area of accomplishment is enough. Overly long responses may signal overthinking or unfocused input. Responses should be concise, specific, and reflective.
Generally, avoid using vague language, excessive modesty, ignoring growth areas, skipping goals, ignoring alignment with wider team objectives, and focusing only on past work without a future plan. It’s best to use examples, be balanced, and stay aligned with company goals.
Writing effective self-evaluations is key to empowering employees, supporting growth, and improving performance conversations between employees and managers. By providing structure, clear prompts, and ongoing support, you can help your team reflect honestly and support them throughout the self-evaluation process.
Contact us today for additional guidance on employee self-reviews.