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At times, companies will request that their employees create their own performance evaluations. These self-assessments offer employers a view of how employees perceive their own work and progress. Don’t fear this task; it’s a valuable opportunity to highlight your strengths and achievements. It’s crucial to present your contributions and successes in the best light possible.
Steps to Follow
Examples of Performance Reviews
Example Performance Review for a Manager
Performance Review Sample for a Driver
Sample Performance Review for a ReporterGetting Ready for the Review
Understand the format your company prefers. Performance review formats can differ across organizations. Some may require you to complete an online review, while others provide specific categories to cover.
- Follow the company's preferred format, if provided. Be sure to adhere to any templates given to ensure you don't miss any important details or appear careless. Sometimes, you may simply be asked to fill out a form. In other cases, you’ll need to submit a fully detailed review.
- If possible, determine what your company expects well in advance of the review deadline. This way, you can track relevant achievements throughout the year and ensure that your performance aligns with the expected categories.
Take your time with the review. It’s important to highlight your strongest work, so ensure the review is free of typos and grammar mistakes. It’s a good idea to create multiple drafts and work on it well ahead of time.
- Keep in mind that this review will become part of your permanent employment record, so approach it with seriousness. If there are ever issues with your job and you need to contest them, these performance reviews could play a crucial role.
- Use professional language in your review, and aim for brevity. To be concise, focus on a few key achievements from the year and elaborate on them. The review doesn’t need to be lengthy—keep it to a couple of pages. Avoid overwhelming your manager with unnecessary details. Focus on the highlights, providing specific evidence where possible. But remember, no one wants to read a 30-page review.
Stay organized throughout the year and prior to writing your review. Before you begin drafting, gather important documents that will ease the process. It’s wise to collect these over the course of the year.
- If your company’s review format allows, include samples of your work. Choose these examples carefully; they should showcase your best achievements. Also, gather any goals set during your last review.
- Collect any performance feedback you’ve received throughout the year, such as mid-year reviews from your manager (if applicable). Personal notes or journals from the year can also assist in making your review more detailed and specific.
Clarify your company’s expectations. It’s beneficial to get these in writing. What exactly does your company expect from you? If you’re unsure, don’t hesitate to ask. Linking your performance to the company’s goals is crucial.
- You can start by reviewing your job description. However, remember that it might be outdated and may not include all of the expectations. But it can help you organize your thoughts.
- Break down each responsibility listed and assess how you’ve met it. You have the right to clear expectations from your employer. Without them, subjective or unfair critiques can easily creep into the review process.
Filling the Review with Relevant Content
Highlight your most significant achievements. Don’t be overly modest. This is your chance to point out the things you did that are truly worthy of recognition. Take pride in your accomplishments.
- Center the review around your most impactful contributions that benefited the company. Focus on accomplishments that aligned with the company’s mission and were mentioned in your last performance evaluation. There’s no need to list everything you’ve done during the year.
- Be diplomatic and professional while highlighting your achievements. Remain positive, and avoid criticizing colleagues. Keep the focus on the value of your work.
- Don’t overlook early achievements from the performance period. People often focus too much on recent successes.
- Remember, if you don’t advocate for yourself, no one else will. Overcome your own humility and take full ownership of the work you’ve done, the value you’ve added, and the positive impact you’ve had on the company.
Highlight concrete results from your performance. Anyone can write a review full of general statements. But back up your claims with evidence for greater impact.
- Support your performance review with facts, figures, and specific dates. For instance, if you manage social media for the company, include relevant metrics (such as new likes, engagement, etc.). Find ways to measure your impact and add credibility to your claims.
- Align your results with the company’s goals and overall mission. This shows your worth as an employee and demonstrates how you’ve contributed to the bigger picture.
Define and set your performance objectives. Your review should clearly detail the performance goals you plan to achieve in the upcoming year, alongside your developmental aspirations.
- Describe how you intend to reach these goals. Include an evaluation of the initial performance targets set at the start of the review period, and assess your success in meeting them.
- If you’ve taken on tasks outside your job description or demonstrated initiative to exceed expectations, be sure to highlight that as well.
Evaluate core competencies. Your company likely has a set of core competencies it expects you to meet. Make sure to outline these and elaborate on how you’ve fulfilled them.
- Focus on the specific competencies expected of you, and discuss how you’ve surpassed those expectations.
- Using the company’s own terminology will help tie your achievements directly to their criteria, reinforcing your alignment with company standards. Speak their language.
Be mindful when selecting ratings. Some performance reviews ask you to rate yourself. It’s essential to understand the meaning behind each rating.
- A rating of 5 generally signifies that you have demonstrated leadership and driven change within the company. A rating of 4 typically reflects exceeding the company’s expectations and setting a strong example.
- A rating of 3 indicates meeting the standard expectations. However, check with your company to clarify the specific meaning of each rating, as some may interpret a 3 as merely average. Ratings of 1 or 2 usually indicate a poor performance and could negatively impact your review.
Structure your review for maximum impact. Some companies provide a specific order for your review, but if they don’t, the way you organize your review is crucial.
- Start with a strong, positive opening that summarizes your achievements for the year.
- Follow this by listing your accomplishments and supporting them with evidence. For each accomplishment, ask yourself, “so what?” to ensure you highlight the relevance and value of your contributions. Avoid beginning the review with a negative.
- If there’s an area where you fell short or a goal you didn’t achieve, don’t place it at the end. The conclusion should remain positive because that’s often the last thing people remember. Address areas for improvement in the middle of the review.
Using the Right Tone in Your Review
Keep the focus on yourself. While it may seem obvious, many people fall into the trap of focusing on others during their self-assessment.
- Avoid defensive language. Maintain a positive tone, such as saying, "I respect others' time and make an effort to schedule meetings around the availability of my teammates, colleagues, and clients." This portrays you positively.
- Steer clear of criticizing others or comparing yourself to your peers. This review is about your growth and achievements, not others'.
- Don’t diminish your accomplishments by comparing them to others' performance. Highlight your own achievements without putting others down.
Address your weaknesses constructively. A review full of nothing but praise may lack authenticity. Acknowledging your weaknesses is important, but it should be done tactfully.
- Frame criticisms in a way that shows you’re working on improvement. For instance, "Due to my focus and perfectionism, I may sometimes come across as blunt with my colleagues. I’m actively working on improving my communication in these situations." This presents a positive spin on the critique.
- Identify areas for growth, but don’t make your review solely about your weaknesses. Balance it with your accomplishments and mention a few areas you're working to improve. Avoid excessive self-criticism, as it could make you appear unsure of yourself.
- Focus on progress by suggesting ways to improve. Rather than saying you failed, frame it as an area you're actively addressing and explain how you plan to do so.
Advocate for career growth opportunities. If you're looking for additional training or more involvement in meetings, a performance review is an appropriate time to mention these requests. However, avoid using this as a platform to discuss salary negotiations.
- You may also want to suggest innovative projects that could benefit the company.
- Understand how your performance review will be used. Will it be shared with others or used for bonus decisions? Clarifying this can help you align your review with your career goals.
Use full sentences to convey clarity. It’s essential to present your thoughts clearly and professionally. Avoid submitting a review that feels like an unrefined list of notes.
- Instead of vague phrases like “content revisions,” use complete sentences to provide more context. You can organize your points with bullet points, but each point should be fully explained.
- Remember that your review might be read by higher-ups, not just your direct supervisor. Make sure it provides clear and detailed explanations that everyone can understand, especially those who may not know all the specifics of your role.
Maintain a positive and truthful approach. Even when discussing areas for improvement, keep the tone forward-focused. Emphasize growth rather than past shortcomings.
- Avoid sounding negative, defensive, or arrogant. Maintain a positive, team-oriented attitude while showcasing your accomplishments with professionalism and dignity.
- If you have concerns about the company, this is not the time to air them. Instead, use this opportunity to highlight your value and why you are an asset to the team.
Be specific, don’t generalize. In your performance review, concrete details are crucial. Avoid vague or broad statements.
- Instead of saying, "I can always be depended upon to perform my job. My punctuality daily and at meetings and attendance is good," offer exact attendance numbers and provide clear examples that illustrate your reliability.
- Back your general claims with specific evidence (such as data or examples) to add credibility and substance to your review.
- Plan ahead—don’t leave your performance review until the last minute.
- Staying positive is key. Don’t underestimate the power of a constructive attitude.
- Review your previous year’s performance assessment to refresh your memory on the goals you set and track your progress.
Important Warnings
- Honesty is a must. Never fabricate information.
- Avoid speaking negatively about other colleagues in your review.
