Need help writing your own self-assessment for a performance evaluation? This article can guide you through the process

NEED HELP WRITING YOUR OWN SELF-ASSESSMENT FOR A PERFORMANCE EVALUATION? THIS ARTICLE CAN GUIDE YOU THROUGH THE PROCESS.

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  Both employees and managers can use self-assessments to track their recent performance and plan their future growth.
  
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  Honesty and constructive criticism are as important as professionalism and ambition in a good self-assessment.
  
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  You can build your self-assessment from several starter phrases about communication, performance, reliability, leadership, innovation, teamwork and problem-solving.
  
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  This article is for employees and managers looking to use self-improvement to assess performance and plot out future growth.
  

A performance evaluation is an important tool for keeping communication flowing between teams. Periodic evaluation is a chance for managers and employees to review the recent past and discuss future expectations. An evaluation also serves as an opportunity to set goals as individuals and as a team, and an important part of this process is the employee self-assessment. These tips will help you create a useful self-assessment for your next performance evaluation.
Importance of self-assessments
Self-assessments can be equally useful for employees and managers. The evaluations are normally short, take less than 15 minutes to complete and have long-term benefits for all the involved parties.
For employees
Self-assessments are the portion of a performance review that offers employees an opportunity to self-reflect and consider what their strengths and weaknesses are. They are important not only for professional growth but personally as well. By critiquing their own work and behavior, employees can gain insight that helps them improve.
For managers
Employees’ self-assessments tell managers how their employees see themselves in the context of the team and the organization at large. They highlight any disagreements or misunderstandings between managers and employees. Self-assessments also offer an opportunity for gathering employee feedback about what motivates an employee (beyond money) to do their best work. From there, managers can encourage professional development for employees.
“Modern employees are intrinsically motivated to work autonomously and by opportunities to learn and grow. So, from a management perspective, self-assessments — which contribute to autonomy and development — are incredibly valuable,” said David Hassell, founder and CEO of 15Five. “Work product from intrinsically motivated employees tends to be more impactful and sustainable than work derived from extrinsic motivators, such as bonuses or fear tactics.”
ate; humans are constantly learning and changing (this is why adaptable, resilient teams are so important and common). Whether you’ve had a great year or fallen short of your own expectations, it’s important to remain committed to improving and educating yourself. During a self-assessment, taking a moment to list your goals and objectives for the coming year demonstrates that you are not content to settle.

“The first step is to adopt a growth mindset and understand that adult human potential is not fixed,” Hassell said. “We are always in a state of becoming, and our potential increases or decreases based on many factors, including the environments where we live and work. Adopting that framework prevents people from becoming too transfixed on their perceived failures and from becoming too attached to their triumphs.”
Managers will also see a willingness to improve and take on new things as a sort of coachability. If an employee has struggled, making room for growth could improve their performance. On the other hand, an employee thriving in their position requires growth opportunities to prevent boredom or stagnation.
Tip
Take a moment to list your goals and objectives for the coming year during a self-assessment to demonstrate that you are not content to settle.