Why a self evaluation should be part of every performance review

Filling out a self evaluation can feel like just another HR formality. But done right, it’s a powerful chance to reflect, advocate for yourself, and shape the direction of your career. Whether you’re aiming for a raise or just want to be seen for the work you’ve done, your self evaluation is your story — told your way. Here’s how to get the most out of it. 

What is a self evaluation?

A self evaluation is a personal reflection on your performance and growth over a specific period — usually tied to a performance review. More than just a recap, it’s a chance to reflect and show your value as an employee. 

Self evaluations can be documents, meetings, or a blend of the two. You might shape the topics yourself or be given a form with a series of questions about your accomplishments. 

Here are some common discussion areas:

• The quality of work
• Whether you have achieved your previous objectives
• Goals for the next quarter or year
• Areas for improvement
• Next steps

You will likely send copies of your self evaluation to your manager and HR before the evaluation meeting. The manager will then create an additional document post-meeting to summarize the discussion. This should also be shared with and signed by you, then sent to HR for safekeeping.

What’s the point of a self evaluation?

The goal is to encourage employees to consider their thoughts, feelings, hopes, and frustrations. This benefits both the employee and the manager. 

Research shows that we feel far more engaged when we have a voice, so this is a golden opportunity for employees to feel heard. It also creates space for them to reflect on their performance and find opportunities to shape the trajectory of their careers. 

For managers, it’s a direct view into the thoughts and feelings of the employee (and by association, team). They can hear about what motivates them, what frustrates them, and everything in-between.

A self evaluation also lays the groundwork for a more two-sided conversation. If the manager’s observations don’t match the employees, then both have more information available to bridge the gap. It also means that employees will be more prepared to respond if they don’t agree with something.

What should you include in a self evaluation?

The more you include, the more productive the exercise. Here are some discussion points to get you started. It’s a good idea to include all of these, but feel free to focus more on some than others. 

• What have I achieved?
• What are my skills and competencies?
• Is my time management good?
• What are my areas for improvement?
• What are my goals and objectives?
• What is my work ethic?
• How well do I collaborate with others?
• How good am I at delegating?
• How well do I communicate?
• How well do I solve problems?
• How innovative am I?
• How productive am I?
• How do I feel about my role and work environment? 

How to write a self evaluation for your next performance review

Writing a self evaluation can be a bit tricky, but it’s a good chance to show off what you’ve done and how you’ve grown. Here’s a simple way to put yours together.

1. Know the purpose

First, work out how the review will be used. Is it general feedback? Are you angling for a pay rise? Do you need to report on this quarter, or since you started the role? Knowing the purpose and how far back to go helps keep things focused. 

2. Compare your job description

When we start a new job, we sign a contract that includes our job title and responsibilities. It’s often popped into a drawer, never to be looked at again.

The longer we stay in a role, the more our responsibilities change. If left unchecked, these could snowball. Most of the time, this isn’t a problem — but in some cases, we sleepwalk into frustration, especially if we’re doing far more than we signed up for, we’re not being compensated fairly, or we’re unable to complete core tasks due to too many other obligations.

Similarly, someone whose responsibilities have diminished over time will naturally feel bored. Write your job description without looking at the original one. If the new job description includes more responsibilities than the original one, you can discuss bonuses, pay increases, or delegation options. If it includes fewer, then you can talk about setting some new goals.

3. Start with a positive tone

Kick off your self evaluation with a positive comment about your work. This sets an upbeat tone. You could mention your great communication skills, your innovation, or the fact you’ve settled in really well. Even if you have some challenges to mention, keep them constructive. For example, you might say, “I’ve really improved my leadership skills, but I know there’s still room to grow.” 

4. Use specific examples

Instead of saying, “I’m a team player”, tell about a time your teamwork made a difference. For example, “I helped our last product launch go smoothly by making sure the different departments communicated well and met deadlines.”

The STAR method is a great way to help you explain your approach to a challenge, how you overcame it, and the outcome. This keeps your examples concise and impactful.

• Situation: What was the context?
• Task: What were you responsible for?
• Action: What did you do?
• Result: What was the outcome?

5. Show your achievements with numbers

To really take your legitimacy up a notch, back things up with data. Whenever you can, add numbers. For example, “I cut costs by 10% by streamlining processes”, or “I trained five new team members, helping them get settled in.” You can always reach out to managers or clients for the stats if you don’t have them to hand. 

You can also use emails (especially good feedback from clients) and screenshots taken from your project management software. And if you really want to wow, consider turning the data into a diagram. It looks great and makes the numbers easier for your boss to digest.

6. Link your achievements to company goals

Now it’s time to show your value. Make it clear how what you do supports the company’s goals. If you led a project, explain how it helped the organization move forward. This shows you care about more than just your individual success — you are a key part of the team. 

7. Acknowledge your weaknesses

For this section, focus on what you’re doing to improve. For example, “I’ve been working on managing multiple projects better, and I’ve started using project management tools to help me keep track of everything.” 

Talking about your weaknesses shows your manager that you’re self-aware, reflective, and keen to improve — three things that are more important than being good at everything. Be honest about where you can do better, and frame things positively by focusing on how you’ll address them.

8. Share your feelings about the role as it is (not how it looks on paper)

Consider what you like about the job, then go into its various components and highlight any areas you’d like to change, as well as why and, if possible, how. Don’t worry too much if you don’t have a ‘how’ yet — your manager should be able to help you define this.

You’ve already thought about adding goals or responsibilities you’ve taken on since your last evaluation. You’ll now want to discuss how these impact your job performance and satisfaction, as well as use them as a springboard for benefits. Your manager should help you create a plan for addressing any issues and implementing the changes you defined.

9. Set goals for the future

Now it’s time to look forward. Outline specific goals for the next review period. Make sure these goals align with your growth and the company’s objectives. For instance, “over the next six months, I want to improve my presentation skills by attending a workshop and looking for chances to present in team meetings.”

Try setting some SMART goals to organize your thoughts and help create a pathway from where you are to where you want to be.

• Specific – target a specific area for improvement.
• Measurable – quantify or at least suggest an indicator of progress.
• Assignable – specify who will do it.
• Realistic – state what results can realistically be achieved, given available resources.
• Time-related – specify when the result(s) can be achieved.

10. Ask questions and stay positive 

Your manager might have a different perspective on your performance, good or bad, so quiz them to get an honest reflection of your work. 

Stay positive. Keep a good attitude. Your manager isn’t there to point out every little thing you mess up; they want to help you do your best at work. A decent manager will let you know what you can work on and, even better, how to get there. If you haven’t done it yet, they might suggest sitting down together to figure out your SMART goals.

Similarly, when it’s your turn to talk, resist the urge to complain — even if you’ve faced countless obstacles and your job drastically differs from what’s laid out in the job description.

Quick tips to help you get the most out of your self evaluation

As with everything, the more you put in, the more you get out. Obviously, you won’t have unlimited time, but the more detailed you can make your self evaluation, the better. Below are some techniques to help you create a full and detailed report.

• Start early: Give yourself time to reflect and gather data, rather than scrabbling around at the last minute. 
• Collect evidence: Keep a work journal or use tools to track key wins and challenges. When it’s time to write your self evaluation, you’ll have real examples ready to roll.
• Review your job description: Look back at your role description, KPIs, and any goals or OKRs set. This helps you speak directly to how you’ve smashed them.
• Ask others for feedback: Informally get a colleague or manager’s POV. They can give you new perspectives or remind you of strengths you may have overlooked.
• Be honest and balanced: It’s tempting to either undersell or oversell yourself. Own your wins, but be honest about your challenges. This builds trust and shows emotional intelligence.
• Connect the dots: Link everything you do to wider organizational goals. This shows strategic thinking and teamwork. 
• Reiterate your impact: Don’t rely on managers to remember all of your achievements. Your boss wants to know how great you are, and specifically, how you’ve contributed to results. If you have emails from managers or clients that sing your praises, show them too. This is not the time to be modest! 
• Look for opportunities: Use the meeting to propose development goals or training. This shows initiative and that you’re invested in your career path.
• Stay positive and professional: When talking about problems or things that bother you, try to frame it in a productive way. Showing maturity and drive will make you look good and could shape your next career steps. 
• Proofread before you hit ‘send’: Make sure your self evaluation is clear, typo-free, and polished. A well-written review reflects professionalism and attention to detail.

Make the tools work for you

Tools like Cacoo and Backlog aren’t just for day-to-day teamwork — they can be your best allies when it’s time to write your self evaluation. 

Diagrams, timelines, and task records make it easy to track what you’ve done and show how you’ve contributed. Instead of trying to remember everything from scratch, you’ll have a built-in record of your impact. Using these tools well throughout the year means less stress when review season comes — and a stronger case for your progress.

This post was originally published on January 22, 2020, and updated most recently on April 16, 2025.