Four tips to write your performance self-evaluation

Performance reviews are coming up this month. Here are four tips on how to write an honest self-evaluation of your performance as part of the review process. 

⚠️ Pyn note to HR: If you have a self evaluation template, you should link to that in this communication. We’ve provided general guidance for self-evaluation here.

Complete your self review by [DATE]. @manager.name will review it before they complete their own review of your performance. This will help align you and your manager and set your goals for the next performance cycle. 

Why is this important?

One of the most important parts of the process is a self-review. Writing a self-review is a great way to track your accomplishments and review your goals. It’s also an opportunity for you to reflect on what you’ve accomplished, what you’re proud of, and how you want to improve.

1. Gather resources and plan time to start your evaluation

Plan to spend about an hour analyzing your work over the prior performance period. Gather and review the following resources as you complete your self-evaluation: 

• Past performance reviews: Check your goals and feedback from the past review and how you performed against them. 
• Manager feedback: If you and @manager.name have had regular 1-1s, what did they highlight? What did they praise? What did they give as constructive feedback? Focus on your wins and how you grew from constructive feedback. 
• Coworker or customer feedback: Ask for or review performance-related feedback from peers and coworkers or gather feedback customers have given you. Did you receive praise from coworkers on a big project? Did you help fill in or go above and beyond your team’s role on a project? 

Here are additional questions to consider as you write your review: 

• Which projects have you enjoyed working on the most and why?
• Which projects are you most proud of?
• What have you learned or what skills have you improved?
• What are some things you would have done differently looking back?
• Do you feel like you’re adding skills to your resume? If not, what would you like to add?
• What would you like to achieve over the next 12 months? 
• What opportunities do you see in regards to your performance?
• What resources would help you be successful?

2. Highlight 3-5 accomplishments using the SBI Model

The SBI model stands for:

• Situation. Where and When. Describe the specific situation in which the behavior occurred.
• Behavior. Describe the actual, observable behavior being discussed.
• Impact. Describe the results of the behavior (the emotion that arises, the impact on deadlines, quality, morale, team and business goals, etc). 

Use specific and detailed language like, "I responded to all customer inquiries assigned to me within 24 hours and assisted with other team members for us to reach our team goal 50% faster in January.” Instead of saying: "I responded to customer inquiries in a timely fashion"

3. Acknowledge 2-3 growth opportunities using developmental language

Using positive, developmental language helps show what you’ve done to grow and work through challenges.

Use language like, “Several missed deadlines helped me identify my time management challenges. I’ve started creating daily task lists to help me stay on track.” Instead of saying, “I failed to reach several deadlines.” 

4. Propose 1-2 professional development goals  

What do you want to improve upon by the next performance review? What do you want to accomplish? What impact will that have on the team, organization or your professional goals? How will you aim higher in your current role and improve in key areas?

Be your own advocate. If there are stretch assignments that interest you, skills you want to learn, or an area you want to grow in, please write it down. Your manager will be looking out for your suggestions.