It’s time for your annual employee performance review, and your supervisor has sent out self-evaluations for everyone to complete. You’ve taken a deep breath and pushed back down that sudden burst of anxiety, but you still know this means you’ll have to look back over the past year and prove your worth to the company. Oh, and don’t forget to be humble. We got your back. Here are some annual performance review employee self evaluation examples.
If this is all too much, don’t worry, you’ve got this. And we’re here to help. We’re going to walk you through each step with some annual performance review employee self evaluation examples to make it easy. That way, you can go home today without stopping by the grocers to pick up a tub of comfort ice cream and a bottle of emotional support wine. Download the ebook, “The Skeptics Guide to Performance Management“ and get started on improving your performance management process.
Do Some Prep-Work
Taking the time to do some behind-the-scenes work can make conducting your self-evaluation much easier. If you know that the annual performance review season is coming up, getting yourself set up with the right documents, notes on where you’ve succeeded and struggled, and any customer or manager acclamations will prepare you in advance.
Even if your supervisor sprung the performance review on you at the last minute, there are still a few steps you can take to prepare a positive self-evaluation.
1. Understand how management will use it
Knowing the purpose behind a self-evaluation will help you to frame it appropriately. Self-evaluations are usually given ahead of a performance review, but your boss might be using them to evaluate who’s ready for a raise/promotion or possibly even gauging your perspective of a poor quarter.
2. Think about where you succeeded
It important to be humble on your self-evaluation, but don’t sell yourself too short. Think of a few accomplishments you’ve achieved in the last year. Come up with a list of some successes. At first, be as over the top as possible. Once you have a detailed list of wins, you can then edit it down to shape.
3. Be prepared to talk about your setbacks
Look, no one is perfect, and if you go into your performance review raving about yourself, your employer will have some sorry news for you. Humility is important in any position, so knowing and understanding where you could have performed better is a great place to start with your self-evaluation.
Getting It Done
Once you have prepared everything you need to fill out your self-evaluation, it’s time to sit down and write. Follow these annual performance review employee self evaluation examples, and you’ll end up with a self-appraisal that’s positive without going too far, and that highlights your benefit to the organization.
1. Time to be humble
Remember that list of wins you prepared? It’s time to really whittle that thing down. You need to pick the two or three times you felt truly successful in the past year and give exact details of how your victory benefited the company. Show your work that was truly the best.
2. Keep your company’s objectives in mind
In your last annual performance review, what were your boss’s expectations and goals for you? Remember to link back to those goals and show how your efforts helped to company reach its ultimate objective. Give exampled when possible.
3. Don’t be too self-effacing
Humility is important, but don’t get too down on yourself. The key to an effective self-evaluation is how you frame yourself. Even if you botched a project, you don’t have to go into the performance review ready for the ax. Bring attention to where you struggled but also admit that you want to improve. The point of a performance evaluation is to find ways to grow.
Avoid overly negative words like failure, as these will frame you as the failure, not just your past progress. Be specific about what happened. If you missed a deadline, say so. If there was a miscommunication that resulted in the wrong outcome, say so. Be honest without being self-sabotaging.
4. Take responsibility
What is it we’re writing? A self-evaluation. Even if there were problems with your team, this isn’t the time to lay blame. Take responsibility for your failures, and if there were legitimate problems with a co-worker, bring those to the attention of your supervisor at another time.
5. Focus on the future
Again, the purpose of a performance review is to find new ways to develop and grow in your career. Frame your setbacks as starting points for future development. To grow, you have to be willing to ask for help. Maybe you think your performance deserves recognition. This is the time to prove why you deserve that raise. If you have the data to back it up, your boss might just agree.
A Few Last Tips
Before we leave you to complete your self-evaluation, we wanted to give a few last pointers. Remember all those documents we told you to prepare beforehand? Don’t forget to use them. If you have positive feedback from other managers or from customers, it can really bolster your performance review.
Also, although we said it was a good idea to make lists, don’t just copy those lists into your self-evaluation. Fill out the details, so your employer understands what you’re talking about.
Beyond that, just remember to edit your work or even have a friend read over it. Getting a second opinion is an excellent way to spot mistakes you wouldn’t normally see.
Now that you’ve followed out annual performance review employee self evaluation examples, it’s time to write your self-evaluation. Remember that this is your one for the year, and once it’s done, you don’t have to worry about it again for a few months. Be organized, structure your thoughts and documents, and remember to be honest, humble, and most importantly, yourself. Follow these guidelines, and you should walk away with a pretty stellar annual performance review self-evaluation. If you’re looking for other ways to boost your organizations human resources department, we welcome you to contact us. We can provide you with more information regarding performance reviews and general performance management.