This post was originally published on this site
Imagine if every team member had a roadmap for their growth—one that highlighted their accomplishments and guided them toward future success. That’s the power of self-evaluation.
Research shows that self-evaluation makes people feel competent, capable, and in control of their work. It turns introspection into action, allowing professionals to reflect on their contributions, set meaningful goals, and align their personal development with the organization’s vision.
HR managers can provide clear, relatable self-evaluation examples to help their teams feel confident in assessing their performance—paving the way for a more effective feedback process that drives continuous improvement.
Let’s explore some self-evaluation examples that inspire accountability, leadership, and professional development.
What is a self-evaluation?
Self-evaluations involve team members assessing their work performance. People can highlight their achievements, identify their strengths and weaknesses, set future performance targets, and determine their career path.
HR leaders assign self-evaluations as part of the performance review process. Effective self-evaluations focus on:
Performance: Accomplishments and achievements vs. goals Growth: Areas for improvement Goals: Future performance targets Start/stop/continue actions: Behaviors to start, stop, and continue doing Job-related skills: Technical skills, physical skills, and other requirements for the role Soft skills: Ability to interact with colleagues, solve problems, and manage
