When the time comes for performance reviews, most people loathe filling out self-assessments. Too positive and they risk seeming overly confident, too critical and they risk directing the reviewer’s focus to their weaknesses.

Striking the right balance is not easy but we’ve put together our top 5 things to know about self-assessments, to help you understand why you should spend time on it, and what to focus on.

1. Why is self-assessment important?

Most performance reviews require people to fill out self-assessments because this makes them more active participants in their evaluation. It forces them to think objectively about their performance over the past year and consider key accomplishments, areas for improvement and professional development goals.

Filling out a self-assessment is a helpful activity that gives people the opportunity to prepare before speaking to their manager and form their own opinion about how they have performed. This may raise some interesting points that their manager had not considered, or, on the other hand, they may find themselves in close alignment. It also serves to raise any obstacles that might be blocking people’s performance and what their goals are.

For managers, a self-assessment becomes even more interesting when it comes to leadership skills, to see whether their opinion matches with the feedback they are getting from direct reports.

2. How to make use of a self-assessment

This is an opportunity for people to ask yourselves important questions such as whether you are on the right track to meet your manager’s expectations, or whether you need more clarity in their role. By considering those questions, you can start to think about what you might need to improve and where you need help - for example with a specific skill set - so you can bring it up with your manager.

It’s also the time to think about career paths and goals. What do you want and how do you plan to get there? This allows you to come to the table with a pre-determined idea of where you would like to progress and ask for your manager’s support.

3. Naming strengths without sounding overly confident

Naturally, a self-assessment is a great opportunity for you to show the value you bring to the team and to the company. It’s a time when you can advocate for your accomplishments, and may even bring up conversations around promotion or compensation.

There’s nothing wrong with highlighting the things that went well. In fact, it’s also a way for managers to get a better understanding of people’s strengths and the skills they enjoy using most. Highlighting which projects went well, and why you enjoyed working on them is a great starting point. Including specific examples and any feedback received will help to contextualize and also amplify your strengths.

4. Finding areas for improvement

We are constantly learning and evolving as professionals, which means that in any performance review, areas for improvement will be identified. Rather than being disappointed about perceived “shortcomings”, you should view this as an opportunity for development. There is no need for this part of the exercise to turn into self-criticism or for you to paint a dire portrait of your performance, downplaying key achievements.

Improving on certain skills and learning new ones is an important part of career development, therefore it's good to show a desire to improve and learn. This is a perfect opportunity you to either identify a specific course to attend, upcoming pieces of training that could be relevant, or the need for more coaching from your manager.

5. Thinking ahead

Self-assessments may be difficult to complete, but ultimately it’s all about planning for the future and setting yourself up for success. Beyond being in the moment: looking at the past few months and the upcoming year, you should think ahead about their careers. Where do you want to be in 5, 10, or even 15 years? How can you make the most of the self-assessment to reach this goal? You can turn it into a way to plan successfully for the year ahead, as well as for ongoing professional growth.

Did this answer your question?