Ah, the dreaded annual appraisals. Does anyone enjoy hearing about their strengths and weaknesses? Thinking about what they would like their journey in the next year to look like?
Appraisals can sometimes feel like a box-ticking exercise, used by executives to ensure everything is progressing as it should within teams. When used correctly, appraisals should instead be a great way for managers to uncover strengths and weaknesses in their teams. Don’t think of it as a way to scrutinize every action taken in the past; it should be a way for you to uncover a path to take forward in the future.
A great way to do this is through self-appraisals. Employee self-evaluation is an essential component of career development and performance reviews. Though they may require a little more buy-in from workers, they can reveal a great deal about a person’s journey and what they wish to achieve through personal and professional growth at their company. These insights help you build a more fulfilling workforce while also boosting productivity across teams.
- What are self-appraisals?
- Benefits of self-evaluation
- What are some of the drawbacks of self-evaluation?
- 100 Self-evaluation comment examples
- Shape the career you envision
What are self-appraisals?
Self-appraisal is a crucial process that allows employees to evaluate their own performance, identify areas for improvement, and set goals for professional development. It is an essential tool for career growth, as it enables individuals to take ownership of their work, reflect on their strengths and weaknesses, and develop a plan to enhance their skills and knowledge.
Self-appraisal comments and self-evaluation examples can help employees prepare for performance reviews, providing valuable insights into their job performance and areas for improvement. By focusing on self-appraisal, employees can improve their communication, problem-solving, and time management skills, ultimately leading to a positive work environment and increased job satisfaction.
How do self-appraisals work?
During an appraisal, an evaluator takes a look at the behavior, actions, and results of individual workers. This can cover a wide range of examples (which we will explore later), to be compiled into an analysis so you can determine how your employees feel and what they think is working or not. A self-appraisal could be a pulse check to understand the general mood and sentiments of staff, or it could be after a major project to reflect on how business and operations were conducted during that project.
The “self” part comes in as it is the employees themselves who act as evaluators. They look at their own behavior, actions, and results to provide judgment on their performance as required. This can reveal some insights that a supervisor might miss, especially if it is a leadership member who is part of a completely different department altogether.
Benefits of self-evaluation
When performance review season rolls around, there are many paths you can take. Incorporating self-evaluations provides one crucially important factor that all the other options do not have: the perspective and feedback of employees. Your employees are in the trenches of daily operations and have firsthand experience and insight into what hinders productivity, what helps, and how the company values fit into it all.
Self-assessment plays a crucial role in providing valuable insights and feedback, helping employees evaluate their skills, competencies, and areas for improvement.
Let’s take a deeper look at the benefits of self-assessments:
Taking responsibility
Self-appraisal comments focus on how an employee feels about their own performance. It requires each person to take responsibility for their work and present it to the people who care about the results and what it took to get there. This is a rare opportunity for employees to be candid about their specific contributions to a team’s success and a chance to share context about shortcomings with higher-ups.
Nurturing relationships
We only get to know one another better at work when we talk to each other. There are a thousand and one ways to hold a conversation, about a million different potential topics. Promoting self-appraisals gives everyone the chance to voice their opinions. In louder offices, some employees may not usually get a chance to speak up, but their appraisal allows them to be heard.
Opening two-way conversations
For the employee and manager to get the most out of a self-appraisal, it should be a two-way conversation that adapts to the communication style of both parties. It’s not a time for employees to list all their grievances, nor should managers hijack the conversation. Make self-appraisals an exchange between the employee and director.
Developing careers
Professional development is most effective when the employee is the one who can dictate how their career progresses. Though managers can help formalize a development path, ultimately it should be the employees who know their strengths and weaknesses. This allows workers to set their own future and decide where they want to develop their talents in the future.
What are some of the drawbacks of self-evaluation?
There will be some drawbacks in asking an employee to undertake their own performance review. While this is a good exercise that you should hope your workers dive into, be on the lookout for some of the following behaviors.
The self-evaluation process plays a crucial role in identifying potential pitfalls and challenges, helping individuals reflect on their performance, identify strengths and weaknesses, and set goals for improvement.
Misleading communication
Some employees can panic when having to talk about themselves. Rather than be honest about their contributions or achievements, they instead decide to talk about what they think their manager wants to hear. This can result in a misleading appraisal that will not actually help them make improvements or identify areas where they could use support.
Misdirection
Some employees can panic when having to talk about themselves. Rather than be honest about their contributions or achievements, they instead decide to talk about what they think their manager wants to hear. This can result in a misleading appraisal that will not actually help them make improvements or identify areas where they could use support. Ensuring accuracy and honesty in self-appraisals is crucial, and this is where employee performance reviews play a significant role in providing specific and personalized feedback.
Exaggeration
During self-appraisals, some may fall victim to either under- or over-exaggeration of their part to play in projects. While this can lead to misleading results, it is important to highlight it in its own right, as the employee may be unaware that they are doing so. They need to have a clear idea of exactly what they bring to the table if they are to present a fair picture of their achievements and areas in which to grow. Accurate self-assessment is crucial for evaluating employee performance, ensuring that contributions and achievements are properly recognized, and areas for improvement are identified.
Ego
When someone has a self-inflated view of their own contributions and position in a company, this is reflected in their self-appraisals. If someone has an ego, they may demonstrate some of the behaviors listed above, and it may be difficult to get them to understand that they are not delivering the stellar performance they think they are. Addressing these self-inflated views is crucial, as they can negatively impact team dynamics and highlight a lack of interpersonal skills.
The impact of self-appraisal on business
Performance management and self-appraisal
Performance management and self-appraisal are closely linked, as self-appraisal is an essential component of the performance management process. Self-appraisal enables employees to take ownership of their performance, set goals, and develop a plan to achieve them. It also provides a framework for employees to receive feedback, coaching, and development opportunities, ultimately leading to improved job performance and career growth.
By incorporating self-appraisal into the performance management process, organizations can foster a culture of continuous learning, personal growth, and professional development. This can lead to improved employee engagement, increased job satisfaction, and reduced turnover rates. Effective performance management and self-appraisal can also help organizations to identify and develop future leaders, improve team dynamics, and drive business success.
Leadership skills and self-appraisal
Leadership skills are essential for effective self-appraisal, as they enable individuals to take ownership of their performance, inspire and motivate others, and drive team success. Self-appraisal can help leaders develop a deeper understanding of their strengths and weaknesses, identify areas for improvement, and develop strategies to enhance their leadership skills.
By prioritizing self-appraisal, leaders can model a culture of continuous learning, personal growth, and professional development, resulting in improved team performance and business success. Effective leaders can also use self-appraisal to develop a positive attitude, strong communication skills, and a proactive approach to addressing challenges and opportunities. By seeking feedback from team members and stakeholders, leaders can gain valuable insights into their leadership style and develop strategies to improve their effectiveness.
100 Self-evaluation comment examples
Personal strengths
- I’m a quick learner and can implement new skills fast, which helps me add value to projects from the start.
- I set clear, measurable goals for myself and follow them through with structure and intention.
- I enjoy challenging tasks and use them to sharpen my problem-solving skills.
- I take pride in my work and find motivation in seeing tangible progress and results.
- I provide thoughtful, constructive feedback to my team and encourage open dialogue.
- I stay calm and reliable under pressure, keeping projects on track even when things get messy.
- I adapt quickly to change and find creative ways to keep momentum going.
- I’m proactive in identifying opportunities for improvement and taking the initiative to act on them.
- I’m detail-oriented but know when to zoom out and focus on the big picture.
- I like to think I bring a mix of focus, humour, and high standards; productivity with personality and a professional manner in one perfect package.
Personal weaknesses
- My task management occasionally slips when multiple deadlines converge — I’m refining my systems to stay ahead.
- I sometimes overthink how to phrase my opinions, which can delay my input in discussions.
- Balancing priorities across projects can be a challenge, especially when everything feels important.
- I can hesitate to share ideas with senior leadership, even when I know they add value.
- Presenting to a group still makes me nervous, though I’m improving with practice and preparation.
- I tend to be overly self-critical, which can slow down my decision-making.
- I occasionally take on too much in an effort to help others — delegation is a skill I’m still mastering.
- I sometimes spend too long perfecting work that’s already “good enough” to deliver.
- I can be overly focused on process when a bit of flexibility would do the trick.
- I’m learning to be more comfortable asking for help instead of assuming I need to fix everything myself.
Collaboration
- Giving and receiving peer feedback has helped me grow and shown me where I can best support the team.
- I actively seek opportunities to take ownership of projects and see them through to completion.
- I took ownership of 40% of new projects last quarter and aim to increase that while mentoring others.
- I make myself approachable and dependable so colleagues feel comfortable seeking input or support.
- I create space for open conversations, even when they’re difficult, to keep communication honest and constructive.
- I celebrate others’ successes and give credit where it’s due — morale grows when everyone’s recognised.
- I adapt well to different working styles and personalities, keeping collaboration smooth and positive.
- I prioritise transparency so everyone feels informed and aligned on goals.
- I’m not afraid to ask questions or challenge ideas respectfully to make our work stronger.
- I believe collaboration works best when we mix accountability with a sense of humour — it keeps us human.
Communication
- I schedule regular check-ins to ensure everyone stays aligned and blockers are addressed early.
- I listen carefully and ask clarifying questions to ensure full understanding before acting.
- I respond promptly and professionally to messages, respecting others’ time and momentum.
- I’m aware I default to email. I’m working on using more direct channels and communication methods when it suits the situation.
- I handle disagreements thoughtfully, focusing on resolution over reaction.
- I tailor my communication to suit the audience, balancing clarity with tone.
- I’m improving at speaking up in group settings, sharing ideas with confidence and clarity.
- I keep communication positive and respectful, even in stressful moments.
- I document processes clearly to make collaboration easier for everyone involved.
- I try to make my communication warm and approachable; professional doesn’t have to mean robotic.
Productivity
- I consistently meet deadlines while maintaining a high standard of quality.
- I stay focused under pressure and look for ways to streamline my workflow while offering innovative solutions for the future benefit of the team.
- I’m flexible and open to change, adapting quickly when priorities shift.
- I share progress updates proactively so everyone stays in sync.
- I’m motivated by achieving tangible results and use that energy to drive continuous improvement.
- I explore tools and techniques to boost efficiency and reduce stress during busy periods.
- I take time to review what’s working and what isn’t, refining my approach for better outcomes.
- I manage my time effectively, balancing deep focus with responsiveness.
- I’m learning to balance productivity with self-care. Sustainability over burnout is the way forward.
- I deliver consistently strong results while keeping a sense of humour intact. Productivity is easier when you enjoy the process.
Leadership and initiative
- I take ownership of tasks without waiting to be asked and follow through until completion.
- I actively look for gaps or inefficiencies in our processes and propose ways to close them.
- When challenges arise, I stay calm, find solutions, and help others do the same.
- I lead by example; through consistency, clear communication, and accountability.
- I’m comfortable making decisions and taking responsibility for the outcomes, good or bad.
- I support my teammates by offering guidance or sharing past experiences when it’s helpful.
- I’m learning how to balance taking initiative with giving others space to lead.
- I keep a clear focus on results while maintaining empathy for the people behind the work.
- I’m proactive in spotting potential problems early and stepping in before they escalate.
- I’m motivated by the idea that good leadership is less about control and more about trust, encouragement, and example.
Work ethic and values
- I approach my work with honesty, diligence, and a genuine desire to do it well.
- I maintain a strong sense of responsibility for deadlines and deliverables.
- I believe in integrity — doing the right thing, even when it’s the harder option.
- I consistently aim for quality and thoroughness rather than cutting corners for speed.
- I’m dependable, which allows my team and clients to trust in my reliability.
- I take pride in doing meaningful work that contributes to the wider purpose of our team.
- I hold myself to high standards but remain adaptable when plans need to shift.
- I stay positive and composed under pressure, setting a tone of calm and focus.
- I treat everyone with respect and professionalism, no matter their role or level.
- I believe small acts of consistency, showing up, caring, following through, make the biggest impact over time.
Growth mindset
- I see every project as a chance to learn, regardless of the outcome.
- I actively seek feedback and use it as a tool for improvement rather than criticism.
- When something doesn’t go as planned, I focus on what can be learned rather than what went wrong.
- I regularly step outside my comfort zone to build confidence in new skills.
- I enjoy learning from others’ expertise and applying that knowledge to my work.
- I make time to reflect on progress so that my growth feels intentional, not accidental.
- I welcome constructive challenge because it sharpens my thinking and broadens perspective.
- I recognise that mastery takes time; I’m patient with the process while staying ambitious.
- I’ve become more comfortable with uncertainty and view it as part of creative development.
- I believe personal and professional growth are connected; improving one strengthens the other.
Work–life balance and well-being
- I’ve learned to recognise when I need to step back and recharge to maintain high-quality work.
- I’m building healthier boundaries to ensure productivity doesn’t come at the expense of well-being.
- I structure my workload strategically to balance deep focus with recovery time.
- I’m learning that saying “no” occasionally is key to saying “yes” to the right things.
- I check in with myself regularly to monitor energy, stress, and motivation levels.
- I’ve become more mindful of taking short breaks to stay creative and focused throughout the day.
- I prioritise sustainable working habits rather than relying on short bursts of overdrive.
- I recognise the value of rest as part of long-term success, not as an afterthought.
- I encourage a healthy balance within the team. We do our best work when we’re not burnt out.
- I’m striving for consistency in performance without sacrificing balance — productivity and peace can coexist.
Goals for next year
- I want to continue developing my leadership skills by mentoring others and managing projects with greater independence.
- I plan to streamline my workflow by refining systems that save time and reduce friction.
- I’d like to enhance my verbal communication and presentation confidence through practical experience.
- I aim to contribute more strategically by aligning my work with long-term business goals.
- I want to strengthen cross-functional collaboration by building closer connections across teams.
- I plan to deepen my technical or creative expertise in (specific skill area) to bring more value to projects.
- I’ll focus on balancing high performance with sustainable habits that protect creativity and well-being.
- I intend to be more visible in company initiatives, sharing knowledge and helping shape future projects.
- I want to champion innovation by testing new approaches that improve quality or efficiency.
- And finally, I plan to keep the enthusiasm alive. Good humour, good work, and good coffee: the ultimate trio for another successful year.
Best practices for self-appraisal
Best practices for self-appraisal include setting clear goals and objectives, seeking feedback from colleagues and customers, and developing a plan to enhance skills and knowledge. It is also essential to prioritize self-reflection, actively listen to feedback, and develop a growth mindset.
By using self-appraisal comments and self-evaluation examples, employees can prepare for performance reviews, identify areas for improvement, and develop a plan to achieve their goals. This can be difficult to manage for large-scale organizations! If this is you, try using an intranet platform like Axero—companies can share self-development resources, distribute surveys, track progress, and keep everything neatly organised and easily linked, all in one place. Who knows? You may enjoy using the platform so much that you go from dreading performance reviews to actually looking forward to them!
Effective self-appraisal can also involve seeking additional training and development opportunities, taking on new challenges, and demonstrating a proactive approach to addressing challenges and opportunities. By following these best practices, employees can improve their job performance, enhance their career prospects, and contribute to the success of their organization. Regular self-appraisal can also help employees to stay focused, motivated, and committed to their goals, leading to a positive work environment and increased job satisfaction.
Shape the career you envision
You think you’ve had a bad year. All your team members deliver targets way beyond your reach. Maybe you even privately think your boss hates you. A moment of self-reflection can help you see past the anxieties and potentially find areas where you have shone.
Even if all you can see is a poor job performance that needs improvement, this is still no bad thing! Having a sense of self-awareness is a great and underappreciated trait in the world of business. Continuous learning only works when we are willing to engage with our flaws as much as we do our strengths. Investing in personal development and nurturing career aspirations must be something that we all take the lead on.
A self-appraisal can feel odd. Either we are trying to think of positive feedback for ourselves, or we want to hide performance that maybe we aren’t proud of. However, by being honest and diving into our self-directed performance evaluations, we can discern where we need support and where we can offer our expertise in our workplace. This is one area of career development that you really can make work in your favor!
Intranet platform for self-appraisals
According to a 2024 podcast by McKinsey & Co., 77% of employees feel motivated by ongoing development conversations. In other words, the once-a-year performance review just doesn’t cut it. You need to keep communication channels flowing between managers and staff while encouraging independence through self-appraisals—ideally without the overload of a million different apps.
Here’s what Adam Ilowite, CEO of Axero, has to say about it:
An intranet platform enables managers to maintain continuous communication with their teams and supports meaningful self-appraisals that drive actual performance improvement. The result? A more engaged workforce, leading to significant cost savings.
Need a powerful platform that can handle the challenge of high-volume performance tracking? Look no further than Axero, and book a demo today.
info@axerosolutions.com
1-855-AXERO-55
