In a corporate world, every action is a means to certain predetermined ends. These predetermined ends are the goals you had agreed upon to achieve, either in the short term or long term. If you want to attain these goals in a stipulated time, it is extremely important to constantly ask yourself if you are moving in the right direction towards them.
Self-evaluation directs us to prepare our next performance from the past and today’s experiences.
For that, you need clarity on the goals and know if your actions are helping you progress towards them. If there is no adequate progress towards the goals, then you have to change your plans and choose a different way to reach them. It is also vital to determine your strengths and weaknesses and the skills or tools required to reach your goals. This is where self-assessment comes in.
Why is Self Assessment Necessary?
Self-assessment, as the name suggests is the self-appraisal of an employee conducted to meet various objectives. It is a type of employee performance review conducted for the following purposes:
1. Self-Discovery of an Employee
The best person to analyze your actions most fairly is yourself. You know better than anyone else how you perform and where you are in terms of reaching your objectives, what you aspire to become, what you need at work, etc. Therefore, your self-review is the closest ever reflection of you as an employee and person as a whole.
2. Ownership of Tasks, Performance and Career
In this time of the pandemic, it becomes rather more important to analyze oneself, considering most of us are working remotely without any supervision. Self-assessment makes you ask yourself the questions that will help you realize how your autonomous work behavior impacts your work. In the long run, it will help you find the motivation and ability to work from a remote location autonomously.
3. Clarify the Goals and Realign an Employee
An employee is an inseparable part of an organization. His/her goals are linked to the goals of the organization. As a result, if the employee is not aligned with his/her goals, he/she will not be able to contribute to the organization effectively. Self-assessment helps him/her share his/her understanding of the goals and the progress he/she has made towards it. It helps the manager verify if he/she has clarity on the goals so that if there is a gap in the understanding, the employee can be realigned at the beginning itself.
4. Developing the Relationship with the Team
While an employee has his/her own goals to achieve, there is a lot more to achieve as a team. The employee needs to see himself/herself as an integral part of the team. Only then he/she can understand how his/her contribution helps the team achieve the goals. Self-assessment also brings out the conflicts and problems within the team. This will help to resolve the problems and make the team more effective and productive.
What does Self-Evaluation Achieve?
Self-evaluation can be conducted for various purposes. A few of them are listed below:
Assessing the Organization’s Skill Inventory
Companies have to stay agile. When there is an unforeseen need, the organization must be prepared to immediately identify the right person from the workforce and hand over the responsibilities. Finding the right person at such short notice requires a database of skills that can be quickly searched. So, in order to document the skills present in the organization, it is vital to do a skills and competencies audit. When employees can list out their skills in a self-evaluation, it becomes easy for you to maintain a repository of skills.
Periodic Performance Assessment
Evaluating an employee’s performance in terms of the goals he/she has achieved helps to establish the correlation between an employee’s achievements and how an organization collectively moves towards its goals. By analyzing how he/she has performed in the review period, the manager can decide how he/she can best harness the contribution of the employee to further the goals of the organization. In this process, self-assessment can also be compared against the feedback of peers and the manager to eliminate biases.
Training Impact Assessment
The purpose of training is for employees to develop new skills or to update existing skills. Organizations spend resources in training the employees, and it is important to verify if the training has led to employees gaining new capabilities. Further, training can be ongoing over a period of time, and assessment after every session is necessary to measure the effectiveness of the training. Self-evaluation review helps to verify the knowledge gained through the sessions.
Self-evaluation review helps to bring out the employees’ career aspirations in the organization, where they are currently positioned, and whether they are on track to reach the position they aim to reach. It also helps to assess/revise the payscale and incentives for the employee.
How do Employee Self Evaluation Templates Help?
Templates are effective self-evaluation tools. Every performance review has certain objectives. In order to reach these objectives, you have to ask the right questions. What you want to ask the employee depends on what you want to know from him/her. Employee self-evaluation templates are like foundations for a review. When you have tried and tested templates, you have a strong foundation. When you have a proven template, you can easily identify/modify the questions you can ask your employees and build on the review according to your specific needs.
Before creating/customizing an employee self-evaluation template, determine the purpose of the review. Customize the template so as to bring out the desired outcomes. Depending on the purpose of the review, you can determine whether you want the outcomes to be numerically measured or narrative in nature.
Add Relevant Questions:
Add questions relevant to your purpose. Do not add questions that do not bring out the expected outcomes of your review.
Customize the Template for every Role:
One template does not fit every role. For instance, the goals, aspirations, achievements, and strengths of a sales executive are completely different from that of a technician. Every position requires different skills and competencies to fulfill their responsibilities. To bring out the best review from each role, the template needs to be customized differently and the questions need to be different. Customize the template in such a way that it brings out the best assessment for those specific roles.
Define the Goals and Job Description:
Clearly mention the objective of the review, state the job description and goals set for the particular position. If the review requires the use of a rating scale, describe clearly the ratings on the scale.
Measure with the right Rating Method:
Depending on the expected outcomes for the review, you can choose your rating methods. Quantitative measurement helps to easily compare the performance against peers. Qualitative measurement helps to reflect on things in detail. Add quantitative ratings where results are numerically measurable and qualitative ratings wherever the employee needs to reflect on the subject in detail.
Mention the review period:
Reviews can be conducted at various intervals. From weekly reviews that help to keep track of ongoing tasks all the way to annual reviews that are conducted to analyze and evaluate thoroughly the performance of the employee over a period of one year, there can be different review periods. It is vital to mention the period for which performance is assessed. Failing to mention it can result in the employee mentioning details that are not relevant for the period.
What can you ask in an Employee Self-Evaluation Review?
You can ask various questions in a performance review, depending on the outcomes you expect from the review. Some of the questions you can ask an employee in a performance self-evaluation review are as follows.
- What are your achievements so far in this review period?
- Do you think you can achieve more?
- What are your short-term and long-term goals?
- What goals have you completed between the last review and this one?
- What are your challenges in achieving goals?
- Do you need to improve/learn new skills to achieve the goals?
- Where do you see yourself in this organization in the future?
- What are your aspirations?
- What aspects of your job do you like and dislike?
- Have you taken up additional responsibilities? Describe them
- What new skills have you acquired in this review period?
- What areas of your work do you need to improve?
- How do you plan to improve?
- Are you able to contribute to your team freely?
- Are your ideas accepted in the team?
- Is your manager supportive of you in completing your tasks and achieving your goals?
- Do you have any problems with the team and its members?
- What are the things you want to change in the team and the organization?
What does a Properly Filled Self-Evaluation form Achieve?
When you fill an evaluation template, it has to help you, the manager reviewing your template and your organization as well.
Impact on the Employee:
You can reflect on yourself at any time. But without a template, your self-appraisal is merely a bunch of disorganized thoughts. It would be hard for you to convey your achievements and aspirations in the right flow. A template helps you bring out the best picture of yourself so that you can self-reflect and identify your strengths and weaknesses and areas of improvement in a well thought out manner.
Impact on the Manager:
A properly filled up employee self-evaluation form would help the manager systematically measure performance and thoroughly understand your achievements, strengths, weaknesses, requirements and challenges. It makes performance measurable and provides actionable insights. For instance, he/he can organize a training program for you to address a skill requirement or provide you with better tools to achieve your goals.
Impact on the Organization:
For the organization, a self-evaluation template rich in details helps in maintaining a database of skills, resolving conflicts amongst team members, collective achievement of goals and the smooth functioning of the organization as a whole in the long run. It also gives a bird’s eye view of how individuals contribute to the collective successes of the organization.
Prepare for a Self-Evaluation Review in 4 Easy Steps
Self-evaluation needs planning and careful presentation rather than a spontaneous expression of understanding.
1: Take your time and prepare
Self-evaluation is a slow process. It takes time to contemplate the goals, achievements, new learnings and everything else you need to put in your review. So, take your time to prepare well so as to ensure that you do not miss anything important.
2: Revisit your previous Self-Evaluation review
Your previous self-evaluation review contains vital information regarding the goals you had previously set and how you had planned to achieve them. When you fill-up a self-evaluation review form, it helps you verify if you have followed your plan of action and timelines to achieve the goals. If you have not achieved your goals, it allows you to reflect on the challenges and identify the ways to overcome them. It will help you plan ahead better.
3: Refer the Documents and Mails
Referring to your calendar, meeting minutes, previous emails and other documents helps you recollect everything you have done in the review period. An important detail you had forgotten and found in these documents could be decisive in career advancement. So, going through them helps a lot in cross-checking and verifying if everything is covered.
4: Organize your thoughts
Presenting your review with the right flow helps you and your manager analyze your performance better. To create the right flow, it is important to organize your points properly before writing the review.
How to fill up an Employee Self-Evaluation Template?
Once you prepare for your self-review, you can start filling up your employee self-evaluation review form. When you fill it up, the guidelines provided below will help you bring out the best and present them in the most impactful way.
Stick to the truth and be Self-Critical
Self-review is not only for reflecting on achievements, but also analyzing failures. If you avoid mentioning failures, you won’t get an opportunity to improve. Moreover, a completely positive review will lead to setting expectations higher than what you can achieve.
Stick to the point
Keep it short and avoid describing your assessments in too many words.
Mention areas that Require Improvement
Identify the areas you need to improve on so that the organization can find ways to help you if needed. Mention your plan to address your weaknesses.
Highlight your Achievements
List down your achievements backed by numerical data. Tangible results always help your achievements get recognized easily. Mention how you approached the tasks and what helped you achieve the goals.
State how you fulfilled the responsibilities given in your Job Description
Link your achievements to the job description and your organization’s goals. This will make your manager understand that you have clarity on what you are expected to do.
Describe the impact of your Achievements
Mention how your achievements helped your team and your organization to achieve their respective goals.
Mention your future goals
State your goals for the short term/long term and make sure that they are connected to the goals of the organization. Mention how you would leverage your strengths to achieve them. Specify a clear timeline and plan of action to achieve the goals.
Show your ‘Growth Mindset’
Convey that you want to build on your achievements and aim to attain further growth in your role as well as career. Point out your willingness to learn and update.
Be professional with your criticism
If you have a conflict with your team members or if your relationship with them is strained, mention them in your review in a professional way. Remember that the purpose of the exercise is to resolve conflicts and improve the relationship; avoid unprofessional criticism and personal attacks that may further damage the relationship.
Performance Management and Profit.co
In Profit.co software, self-evaluations are simpler than ever. Managers and HR administrators can determine what they want to include on performance reviews with highly customizable options for both affinity based review– also called 360-degree reviews– as well as standard– or, conversation & feedback– reviews.
In both of these cases, employees have the opportunity to provide a detailed, comprehensive self-assessment.
A Superuser in the Profit.co software can designate certain competencies– or skills– that they want each department to be reviewed in. When an employee completes their self-assessment, they’ll rate themselves on a sliding scale– usually from “unsatisfactory” to “exceeds expectations”– that allows managers to tell how the employee perceives their performance. The manager also rates the employee on the sliding scale for each competency, and they can determine how expectations, perceptions, and performance are matching up. If ratings match, the competency is highlighted, indicating a reviewee and manager are on the same page.
To sum up, self-evaluation review templates are highly customizable forms that act as a basis for a sound self-assessment. With a properly planned review consisting of questions aimed at bringing the best reflection of an employee’s performance, you can achieve the desired outcomes of the review. You can use those outcomes to further the goals of the organization and the employee.