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80+ Helpful Self-Appraisal Comments for Your Performance Review

Shabana Shabana Shaik
March 1, 2024

Preparing for your review can be a valuable chance to reflect on your work and set goals. We’ve gathered more than 80 helpful self-appraisal comments to assist you in this process.

Whether you want to highlight your accomplishments, recognize areas for improvement, or plan for the future, this list is designed to help you express yourself clearly and confidently during your review.

What is self-appraisal?

Self-appraisal is when you take a close look at your own work, skills, and behaviour. It’s like giving yourself a report card. You think about what you’ve done well, where you could improve, and what goals you want to achieve in the future. It’s a chance to reflect on your performance and set new targets for yourself.

What is the purpose of self-appraisal?

The purpose of self-appraisal is to help you understand how well you’re doing at your job and how you can do better. It’s like taking a step back to look at your work and behaviour from a distance. By doing this, you can identify what you’re good at and where you need to improve.

Self-appraisal also helps you set goals for yourself and figure out what you want to achieve in the future. It’s a way to take control of your growth and development in your job.

1. Understanding Your Performance

By self-appraisal, you should be able to view your performance critically. Ask yourself how you felt when you completed certain tasks successfully and where you had some difficulties. Through analysis of your performance, you can picture more vividly your strengths and weaknesses.

2. Identifying Areas for Improvement

For your own benefit, self-evaluation allows you to find out your areas of improvement and where you can advance. Taking note of your lack of expertise or where you could be better would give you the motivation to do something about it. This could be in the form of attending other classes, polishing some skills and amending how you approach doing certain tasks.

3. Setting Goals

Self-appraisal helps you set goals for yourself. Once you understand your strengths and weaknesses, you can establish objectives to work towards. These goals might relate to improving specific skills, taking on new responsibilities, or achieving certain outcomes in your role.

4. Personal Development

Self-appraisal is a crucial tool for personal development. It enables you to take ownership of your growth and progress in your career. By actively engaging in self-reflection and assessment, you can continuously strive to become better at what you do.

5. Communication

Self-appraisal also plays a role in communication between you and your manager or employer. When you have a clear understanding of your performance and goals, you can effectively communicate this information during performance reviews or discussions with your supervisor. This helps ensure that you and your employer are aligned in terms of expectations and objectives.

How Self-Appraisal work?

Self-appraisal is like taking a good look at yourself at work. You think about what you’ve done well and what you could do better. First, you look back on your work and think about what you’ve accomplished and what was tough. Then, you think about your skills and behaviour to see where you’re strong and where you need to improve.

After that, you set goals for yourself, like learning new things or getting better at certain tasks. Finally, you talk about all of this with your boss during your performance review. Self-appraisal helps you get better at your job by giving you a chance to examine and set goals for yourself.

Now let’s dive in and see how to write a helpful self-appraisal for yourself.

How to write a self-appraisal

Writing a self-appraisal is like writing a report about yourself at work. It’s a chance to talk about what you’ve done well and what you could improve. Here’s how you can do it.

Think About Your Work: Start by thinking about what you’ve accomplished in your job. What tasks have you completed? What goals have you achieved?
Identify Strengths and Weaknesses: Next, think about your skills and behaviour at work. What are you good at? Where could you do better? Be honest with yourself.
Set Goals: Based on what you’ve thought about, set some goals for yourself. What do you want to achieve in the future? How can you improve in areas where you’re not as strong?
Write It Down: Finally, write down your thoughts in a clear and organized way. Use simple language and be specific about examples of your work.

By following these steps, you can write a self-appraisal that helps you understand your performance and set goals for yourself.

Important things to keep in mind during the self-appraisal process

These are the few points you need to keep in mind during the self-appraisal.

Be Honest: It’s essential to be truthful about your strengths and weaknesses. Don’t exaggerate or downplay your achievements
Give Examples: When you talk about what you’ve done, give specific examples from your job. This makes it easier for your manager to see exactly what you’ve achieved.
Focus on Improvement: While it’s good to highlight your successes, also talk about areas where you can improve. This shows that you’re committed to growing in your role.
Be Positive: Even when discussing challenges, maintain a positive tone. Focus on what you’ve learned from setbacks and how you plan to overcome them.
Establish Achievable Goals: When you’re planning for the future, ensure your goals are realistic and related to your job. Break them into smaller tasks to make them easier to handle.
Request Feedback: Feel free to seek input from coworkers or your supervisor. Their viewpoints can offer valuable insights into your work performance.

Example of Self Appraisal

Let’s have a look at a self-appraisal for example,

I worked as a cashier this year.

I greeted customers with a smile and made sure their purchases were rung up correctly.

I have also helped train two new employees, showing them how to use the cash register and handle customer inquiries.

One thing I want to improve on is handling busy times more efficiently.

Sometimes, I felt a bit overwhelmed when many customers were waiting in line.

Next year, I plan to practice staying calm under pressure and speed up my checkout process.

80+ Outcome-Oriented self-appraisal comments

Self-appraisal comments on communication.

1. I ensure that my expectations are communicated clearly to all stakeholders.

2. I stay in touch with department heads and actively participate in team meetings.

3. I offer constructive feedback and tackle challenges through effective communication.

4. I present my ideas professionally and skilfully.

5. I share relevant information with my team members to ensure everyone is well-informed.

6. I proactively communicate any changes to stakeholders as soon as they occur.

7. I publicly appreciate the excellent work done by my team members.

Self-Appraisal comments on job performance

8. I genuinely enjoy my job and strive to perform at my best each day.

9. I often take the initiative to address issues beyond my assigned tasks that impact the team.

10. I prioritize fostering a collaborative work environment.

11. I have surpassed my performance goal (specify goal) by (mention percentage).

12. I approach my work without bias or favouritism.

13. I continuously seek ways to enhance my performance.

14. I am consistently available to answer questions and support my colleagues.

Self-Evaluation Comments on Growth and Development

15. I actively establish goals to foster both professional and personal growth.

16. I am committed to enhancing my skills and expertise through continuous learning.

17. I embrace opportunities to learn from peers and colleagues, becoming a self-driven learner.

18. I seek connections and insights from experienced professionals in my field to broaden my knowledge.

19. I maintain a clear vision for my career path and proactively pursue it.

20. I demonstrate agility by quickly adapting to changes in my work environment.

21. I have a genuine enthusiasm for learning, recently acquiring (specify details).

Self-Appraisal Comments on Attention to Detail

22. I diligently review my work multiple times to ensure accuracy before submission.

23. I maintain a comprehensive task list to prevent overlooking any important details.

24. The majority of my submitted work is of high quality, with minimal errors.

25. I am deeply committed to delivering projects with meticulous attention to detail and excellence.

26. My track record demonstrates consistently high-quality work, with over 90% of projects meeting stringent quality standards.

27. However, when managing multiple tasks, I occasionally miss important details.

28. Under time constraints, I may unintentionally overlook minor errors.

29. Occasionally, I may neglect to proofread my work thoroughly.

30. I recognize the need to enhance my prioritization skills to avoid errors and improve efficiency.

31. I am dedicated to developing my organizational skills to manage tasks effectively and maintain attention to detail.

Self-Evaluation Comments on Job Knowledge

32. I possess a clear understanding of my role and responsibilities.

33. I recognize the significance of my contributions to the organization’s success.

34. In the previous quarter, I successfully achieved 80% of my objectives.

35. I stay updated on the latest developments in my field to maintain proficiency.

36. I prioritize regular training and upskilling to remain current and competent.

37. However, due to the diverse nature of my responsibilities, I may occasionally struggle to grasp specific requirements.

38. Sometimes, I find it challenging to explain my role or expertise to others.

39. I am eager to make a meaningful impact within the organization.

40. My goal for the next quarter is to surpass job expectations by achieving at least 70% of my objectives.

41. In areas where I lack proficiency, I plan to enrol in relevant courses to bridge the knowledge gap.

Self-Appraisal Comments on Customer Success

42. I adeptly address customer inquiries and concerns.

43. I prioritize understanding customers’ needs through active listening before offering solutions.

44. I consistently exceed expectations to provide customers with the information or assistance they require.

45. (Specify percentage) % of customers have rated my service with the highest satisfaction score.

46. I am committed to enhancing the overall customer experience through continuous improvement efforts.

47. I make it a priority to empathize with customers’ perspectives and tailor solutions to meet their specific needs.

Self-Evaluation Comments on Innovation and Creativity

48. I actively seek opportunities to enhance our work processes.

49. I demonstrate adaptability by swiftly adjusting to new situations.

50. I tackle challenges with a problem-solving mindset.

51. I enjoy collaborating with colleagues to generate ideas.

52. My focus remains on finding solutions rather than dwelling on problems.

53. I strive to consider the perspectives of others and find solutions beneficial to the entire team.

54. I actively seek out learning opportunities and value insights from those around me.

Self-Appraisal Comments on Performance Improvement

55. I realize the significance of increasing transparency within my team moving forward.

56. Though skilled in customer support, I acknowledge the necessity to enhance follow-up procedures.

57. I tend to avoid difficult conversations, often favouring a positive demeanour.

58. Enhancements are needed in my communication within larger groups or across departments.

59. While inclined towards traditional methods, I remain receptive to new perspectives.

60. Recognizing the importance of active participation, I aspire to contribute more ideas during team discussions.

61. I admit instances of inadequate communication regarding leave and aim to improve in this area.

Self-Evaluation Comments on Ownership and Initiative

62. I find satisfaction in undertaking tasks and projects that extend beyond my designated Key Result Areas (KRAs).

63. I have assumed responsibility for approximately 40% of the new projects delegated to our team.

64. I am often the first to express interest in exploring new opportunities within the team.

65. Approximately 15-20% of my time is dedicated to overseeing projects from initiation to completion.

66. Notably, last quarter, upon assuming responsibility for our largest client, I successfully increased sales by 10%.

67. I tend to prefer contributing to projects rather than assuming full responsibility for their management.

68. Looking ahead, I aspire to take ownership of at least one new project in the upcoming quarter.

69. I plan to seek guidance from my manager to address any apprehensions I may have about assuming additional responsibilities and meeting expectations.

Self-Audit Comments on Teamwork

70. I am committed to leaving my home earlier to ensure punctuality at the office, considering various factors.

71. Empowering my team members to excel is a primary focus of mine.

72. I prioritize soliciting input from all team members in every project.

73. Actively participating and contributing ideas during team discussions and brainstorming sessions is a regular practice for me.

74. I actively encourage other team members to share their perspectives and viewpoints.

75. Maintaining a positive rapport with the majority of my team members is essential to me.

76. I am currently working on familiarizing myself with all team members to foster better collaboration.

77. Improving my confidence to express ideas comfortably within the team is a personal goal of mine.

78. I am actively addressing my tendency to overlook ideas shared by others and strive to be more attentive.

79. My focus remains on optimizing the effectiveness of delegated tasks by ensuring appropriate assignment and follow-up.

80. I am committed to attending most team meetings and actively engaging in discussions to contribute to team success.

Self-Evaluation Comments on Attendance

81. Any planned time off is communicated to my team well in advance, maintaining transparency and minimizing disruptions.

82. I refrain from unnecessary breaks during working hours, maintaining focus and productivity.

83. I am committed to maintaining steady employment and addressing any gaps in my work history proactively.

84. Moving forward, I aim to plan vacation days ahead of time to facilitate better scheduling and coordination.

Sample Template for Self-Appraisal

In the past year (or a specified period), I have achieved several significant goals, including [mention specific achievements and results]. These accomplishments have positively impacted my work by [provide details on how they have influenced your job performance and productivity , or contributions to the team/organization]. However, I also recognize that there are areas where I can enhance my performance. Areas where I aim to enhance include [mention areas of improvement]. To address these areas, I plan to [briefly outline solutions or strategies you have in mind to improve in these areas].

In conclusion, self-appraisal comments for performance reviews help individuals talk about what they’ve done well, where they can improve, and what goals they have. These comments are important for having productive discussions with supervisors during evaluations. They give employees a chance to take charge of their own growth and make their work environment better.

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Everything you need to know about employee monitoring

A self-appraisal comment is a statement where you evaluate your own performance, highlighting achievements, areas of improvement, and goals.

Self-appraisal comments help employees reflect on their work, provide insight into their contributions, and open avenues for constructive discussion during performance reviews.

You can use this resource as a reference to formulate your own self-appraisal comments. Tailor the examples provided to align with your experiences, achievements, and areas for improvement.

Yes, the resource includes a variety of self-appraisal comments across different job roles and skill sets, making it adaptable for individuals in various professions.

Absolutely! Feel free to customize and modify the self-evaluation comments to accurately reflect your specific achievements, challenges, and goals.

By engaging in thoughtful self-reflection and articulating your accomplishments and areas for growth, you can take proactive steps to enhance your skills, performance, and career path.

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Employee Productivity Mnonitoring Software

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30 Effective Self-Evaluation Examples for Performance Reviews

Performance

1. Be specific (and provide examples)

2. include facts and figures, 3. continuously strive for growth, 4. track your accomplishments, team collaboration, creativity and innovation, achievements, maximize your performance review process.

Love them or hate them, performance reviews and self-appraisal comments are a fact of life for most employees. While the process can at times feel daunting, the feedback received from performance reviews can help mold your skills and provide motivation and understanding of how you contribute to an organization’s overall goals and outcomes.

When we think of what performance reviews and self-appraisal comments entail, we often overlook one of the most critical components to the process: the self evaluation. Self-appraisal comments are a prime opportunity for you to demonstrate what an asset you are to your company and set goals to continue your career growth.

We’ll walk through our best practices for preparing and writing your self-appraisal comments and evaluation, complete with self-evaluation for performance review examples to help you draw inspiration and best present your skills when it’s time for your next review.

4 Tips to Ace Your Self-Evaluation

Writing self-appraisal comments can feel awkward, as you are unsure how to estimate your progress and performance without selling yourself short or your self-appraisal comments coming off boastful. The following tips and self-evaluation for performance review examples will help you achieve that balance.

Being specific adds clarity and situational relevance to your self-appraisal comments. Sharing greater detail about how you’ve reached your goals in your self-evaluation for performance review examples allows your manager to gain an understanding of your strategic approach, which accurately represents all of the hard work you’ve put into your achievements.

Here, we’ll share two self-evaluation for performance review examples and show you how you can improve your self-appraisal comments to be more specific.

Due to my interest and savvy with social media, I generated more MQLs through paid marketing channels.

While you may be savvy with social media, this is one of the self-evaluation for performance review examples that fail to convey the many skills and strategies you utilized to meet your goal. Such self-appraisal comments also lack a clear, measurable example of your accomplishments. Instead, you could share more details in your self-appraisal comments, such as:

I leveraged keyword research, site traffic analysis, and tracked social media trends to develop targeted and timely content that generated 50 new MQLs through our paid marketing channels, and successfully hit my OKR.

Much like a SMART goal for performance reviews , such self-evaluation for performance review examples provide specific, measurable self-appraisal comments that illustrate your thought process and strategic approach to achieving your goals.

Prime examples of self-evaluation for performance review examples are ones that provide plenty of supporting evidence to back up your claims and make your self-appraisal comments credible.

Metrics serve as a helpful reference point to include in your self-appraisal comments and self-evaluation for performance review examples for managers to clearly understand how your performance impacts results.

Here, we’ll share two self-evaluation for performance review examples and show you how you can improve your self-appraisal comments to include metrics.

I managed our social media accounts and drafted the copy for all posts.

In self-evaluation for performance review examples like this, simply stating that you executed a task in your job scope lacks impact. Instead, share specific self-evaluation for performance review examples and numbers such as:

I grew the company LinkedIn following from 250 to 400 followers in three months and increased post engagement by 8% through continued interaction, targeted posts, and repurposed content.

Such self-evaluation for performance review examples provide tangible results that clearly lay out how your work benefits the business as well as your measurable progress and achievements. This gives your self-appraisal comments credibility.

Performance reviews and self-appraisal comments are a time to reflect on your strengths and accomplishments as well as your areas for improvement . It can feel uncomfortable to discuss your performance shortcomings in your self-appraisal comments, as you may be nervous to point out areas of your work that need improvement.

However, there are ways to reframe these misses in your self-appraisal comments as opportunities for growth instead of failures. Use positive, solution-oriented language that looks to the future when evaluating areas of improvement.

Some phrases you can use in your self-appraisal comments are:

An area I’d like to focus on is …
This is what I’ve discovered thus far…
This is how I’d like to proceed in the future…
What I’ve learned from this is…

Additionally, your self-appraisal comments are an opportunity for you to ask for support. If your growth in a certain area requires the company’s support or resources, they’re the perfect opportunity to make that request, as you’ll see in our self-evaluation for performance review examples.

Read next: Tips on Tackling Tough Conversations at Work

You do a lot in the day-to-day routine of your role, and by the time self-appraisal comments come around, it can be difficult to recall accomplishments and tasks you’ve achieved for self-appraisal comments.

A strategic way to refresh your memory and always have a pool of specific self-evaluation for performance review examples is to maintain a running list of your accomplishments throughout your time at your company.

This can be as simple as keeping a Word doc, notes app, or a dedicated notebook that you regularly update with points for future self-appraisal comments. We recommend closing out your week by listing out your accomplishments to keep this list up to date so that you’re ready with plenty of self-evaluation for performance review examples.

30 Specific Self-Evaluation Performance Review Examples

Self-evaluation for performance review examples and questions vary from company to company and even sometimes from department to department, however these core themes often show up in all self-assessments.

Being able to assess and articulate your strengths and weaknesses will help you write comprehensive self-appraisal comments that reflect your value.

In each category, we’ll share some starting points and questions you should ask yourself, as well as provide several self-evaluation for performance review examples.

Can I effectively and efficiently run a team while giving clear guidance? What are my strengths and weaknesses in this area?

Here are some self-evaluation for performance review examples illustrating both strengths and areas for improvement as they relate to leadership.

I communicate clearly and effectively with my team so they have the tools and clarity they need to achieve their best outcomes. One way I achieve this is by setting aside 15 minutes before each meeting to review the key objectives and action items I’d like to focus on for that call.
I assign and schedule tasks depending on whether they require synchronous or asynchronous communication to save time and improve the workflow. Hence, I have successfully led a remote team with employees from varying time zones through a project with a 20% higher-than-average efficiency rate.
I provide systems and structure for my teams to reference so they understand what is expected of them and who they can collaborate with on any given task. An example of how I’ve done this is by implementing a team board in Asana to map out and track our key objectives and tasks.
I create an open and honest work environment , and make my team feel safe to come to me with any concerns or questions they might have. I set a recurring “office hours” block on my calendar and communicated to my team that I am available to them to answer any questions or provide support should they need it.

Areas for Improvement

I am working on incorporating more positive feedback and celebrating my team’s achievements in our weekly meetings.
An area I’d like to focus on is improving my delegation skills across my team.
I often work late and send messages outside of working hours. What I’m learning from this is it puts pressure on my team and sets an expectation that we should work outside business hours. I’d like to begin scheduling my communications to be sent out during working hours to respect my team’s work-life balance.
Although I oversee day-to-day processes with ease, I want to better see and communicate the bigger picture. That’s why I want to improve my strategic planning skills to serve the company’s long-term goals.

How do I approach collaborating within my team as well as across other departments in the organization?

Here’s some self-evaluation for performance review examples that feature potential strengths and weaknesses in team collaboration.

I thrive in a collaborative environment because my colleagues’ ideas and drive motivate me and inspire creativity. I regularly ask for input and feedback from my colleagues with the help of surveys and incorporate their direction into my projects and work.
I am constantly finding new ways to share ideas across teams, and I recently implemented a Miro board to gather team input on projects.
Last quarter I put a call out to our engineering team for guest posts for our company blog. I recognize that other departments’ expertise and input are valuable to our brand and our collaboration can boost our marketing efforts.
My social skills help me mediate between conflicting parties efficiently. When two of my teammates quarreled over their visions for our newest product design, I suggested we take a break before revisiting the topic. Then, I used our company’s brand image as a common ground to build off of.
I struggle to initiate collaborations with new team members because I am concerned that they will feel overwhelmed. I am learning to check in with these new employees and gauge their interest and bandwidth rather than assume they’re unable to collaborate.
I am learning that my enthusiasm at times can cause me to take up the majority of speaking time during team meetings, hindering team members from sharing their ideas. In the future, I’d like to come up with 2-3 ideas and allow others to speak before me.
I tend to offer to be the final editor on projects before they are submitted, and have found it is a way for me to maintain control over a project. I am learning it’s important to allow others the opportunity to take the lead.
I have a tendency to step in too often when I work on team projects, which doesn’t give everyone the floor to speak. What I’d like to focus on is resisting that impulse so that others feel empowered to take initiative.

Am I able to think outside the box to develop new ways of doing things? What new methods or practices did I adopt or create? How did they contribute to my role?

Some self-evaluation for performance review examples that illustrate both strengths and weaknesses on creativity and innovation include:

I consistently demonstrated a willingness to experiment with new ideas and take calculated risks in my work. By trying out new approaches and processes, I was able to identify opportunities for improvement and develop innovative solutions to increase efficiency and productivity. One example is when I proposed and implemented a new system for tracking project progress that enabled our team to quickly identify bottlenecks and make adjustments to our workflow.
I actively sought out opportunities to bring creativity and innovation to my work this year. For example, I suggested and implemented a new approach to data visualization that made our reports more engaging and accessible to our target audience.
I took an innovative approach to my work this year by experimenting with new technologies and tools. For example, I explored the use of softwares to automate routine tasks and improve the accuracy of customer outreach.
I’m constantly thinking of innovative marketing strategies. For this campaign, I set up an influencer marketing partnership, which resulted in a surge in customer engagement and a 120% increase in sales halfway through the month.
I’d like to pursue more learning opportunities such as free courses and webinars to expand my knowledge on creating TikTok content for our social media presence.
An area I’d like to focus on is developing my creative thinking skills in order to come up with more innovative solutions to complex problems rather than rely on existing ideas. To improve in this area, I plan to spend more time brainstorming and experimenting with new ideas to solve problems.
I’ve found I struggle to effectively communicate my creative ideas and proposals to others. In the future I plan to practice presenting my ideas to different audiences and seek out opportunities to participate in collaborative brainstorming sessions to develop my communication and collaboration skills around creativity.
While I consistently generate innovative ideas, I wish to further improve on effectively translating my ideas into actionable and measurable strategies.

Did I successfully achieve the goals my manager and I set for my role? How do I contribute to the overall success of the organization? What are my top achievements since my last performance review?

Here are six self-evaluation for performance review examples highlighting strengths and weaknesses related to achievements.

I successfully launched an onboarding process for new hires in Q1. To do this I researched best practices, and developed materials such as onboarding checklists and standardized our company welcome letter to create consistency and help ensure all bases were covered.
I have demonstrated strong initiative and ownership in my work, leading the successful completion of multiple projects on time and within budget. I’ve done so by setting SMART goals for myself at the beginning of each quarter to ensure I remain on track and focused.
I proactively identified and resolved technical issues that arose during our product launch, that helped mitigate potential risks and ensure a seamless launch. I did so by conducting regular audits and working closely with the UX team to remain up to date on user feedback.
Although I’ve continued to provide quality support to our clients over the past quarter, I believe that learning is a lifelong journey. I want to enroll in a customer support training course to improve my tenacity.
I’ve succeeded in hitting my monthly goals that relate to routine tasks; however, I believe there’s work to be done when it comes to new processes and new software systems. I would like to be involved in projects with hands-on training to better keep up with dynamic market demands.
While I consistently meet short-term project deadlines, I’m not getting the same sense of achievement from the company’s long-term projects. I’d like to improve my time management skills so that I can make more progress on these projects.

Performance reviews and writing self-appraisal comments don’t have to be a dreaded task. With the right framework, guidance, and self-evaluation for performance review examples, the exercise can become a powerful tool in self-reflection and professional development.

Allow these self-evaluation for performance review examples to guide you to a concise and complete evaluation during your next performance review.

For more resources to improve your self-appraisal comments, download our free performance review questions template .

To learn how Omni can automate and digitize your performance review process, schedule a demo with our team.

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The List of 50 Effective Self Appraisal Comments

You are your harshest critic, but can you really appraise yourself the right way? Here's how you thoroughly aid yourself with these self-appraisal comments.

Why Is Self-Appraisal Important?
How to Write Self-Appraisal Comments?

Benefits of self appraisal for the team and manager

50 Self-Appraisal Comments and Phrases

Frequently Asked Question (FAQ)

Self-appraisal comments or self-evaluation mostly form the first step in a performance review program. While this offers an excellent opportunity for an employee to accurately evaluate their performance elaborate on their achievements and areas of improvement, most of us do not do complete justice to this step.

As a result, we misrepresent our work by either overestimating or underestimating our efforts. To do complete justice to oneself, an employee needs to use the art of writing with the science of data.

If done correctly, this exercise can provide meaningful data that can help reward the right attributes, plan training interventions, re-assess the need for realignment with organization objectives at regular intervals, and help employees in their daily and long-term performance projects.

Here you will find 50 self-appraisal comments and phrases that will help you write a performance review for yourself.

While self-appraisals are meant to be our best friend and help us in getting a crisp, clear understanding of our work and learning, it somehow does not come on our priority at all.

This could be because of:

Lack of time.
Sheer laziness.
Feeling that your work is anyways known to your manager.
Unable to recall the information while doing self-appraisal.
Not seeing the importance of doing it elaborately.

Influence of others and pre-set notions such as whatever we write, managers will anyways give the score they want or let me write only good things about me as the manager will anyways criticize or as I am aspiring for promotion or good hike let me only write thoughts that show me in good light can also hinder the objectivity of this exercise.

This blog will take you through the importance of self-appraisal, how to write self-appraisal comments, and 50 examples for performance reviews to clear any doubts.

Why is self-appraisal important?

For an organization to continue succeeding, it is important that all its employees precisely know what they are doing. At all times, there must be an alignment of individual efforts towards the organization's objective.

There must be a sense of accountability, a will to introspect and learn, and a sense of accomplishment at each level. Hence, an employee must assess themselves correctly with supporting data points.

As an individual, it is every employee’s responsibility to do justice to the work they have made and their contributions by presenting it in the best possible manner they can.

We also hear that the managers didn’t provide the right or constructive feedback . They didn’t gauge an employee’s performance correctly or were not fair in their scoring – well, it may be impractical to expect the managers to remember all your accomplishments and then score you.

The foundation for a great review process starts with writing a performance review for yourself.

How to write self-appraisal comments?

Here are the steps following that can teach you how to write your self-evaluation and help write a performance review for yourself.

1. Track your work regularly

Get in a regular habit of making your notes. You surely would not remember it all when you get down to writing your self-appraisal.

Keep track of your improvements from the last feedback, your contributions, the training you did, and the challenges you faced.

In an ideal scenario, it would be good to start maintaining a performance document at the beginning of an assessment period and record your performance under the following categories month on month.

Contributions and achievements
Areas of improvements
Extra initiatives
Feedback received and action taken
Training and certifications and so on

2. Prepare a draft

Do not be in a hurry to click on the ‘Submit’ button in your self-appraisal form. Working in the draft mode will allow you to read, review, amend your inputs and refer to data points.

Remember, presentation matters! Be sure to check on grammar, sentence formation, and overall presentation of your thoughts.

3. Take time to complete it

Usually, the tendency is to start working on self-evaluation when HR sends reminders. The priority then is to complete the exercise and, in an attempt, to meet the timelines – the quality of content is compromised to a great extent.

The 1st two points can come in handy if you are crunched on time. If you do not follow this practice, it surely will be good to start early to have ample time to refer to historical data and prepare your write-up.

4. No achievement is a small achievement

We often don't understand how to do self-appraisal assessments. While working on self-appraisals, there is always a dilemma – how much self-praise is a lot?

Would it look better if I were more critical of myself? Will it be considered arrogance if I write about every achievement of mine – big or small?

Well, the whole intent of self-appraisal is to provide an avenue for an employee to express and share their inputs. Utilize it to the best.

You can probably consider the style of writing – see what works best – paragraphs or bullet points. Would you want to make a list of small ones and describe the big achievements?

Find ways to make your data crisp yet cover all the details you want to present.

5. Be realistic

Do not under or overestimate yourself. Be realistic about scoring your work. Remember to do this exercise to benefit your learning and intellectual growth first.

There is no fun in over-rating yourself and then having an unpleasant discussion during review stages and getting demotivated about your final rating.

Self-appraisals, also known as self-assessments or self-evaluations, can offer several benefits for both team members and their managers. Here are the advantages of self-appraisals:

Benefits of self appraisal for the team members

Increased self-awareness : Self-appraisals encourage employees to reflect on their own performance, strengths, weaknesses, and areas for improvement. This self-awareness is a crucial component of personal growth and development.
Ownership of performance : When employees are actively involved in assessing their own performance, they tend to take greater ownership of their work. This sense of responsibility can lead to improved job satisfaction and commitment to achieving goals.
Goal alignment : Self-appraisals help team members align their own goals and objectives with those of the organization. This ensures that individual efforts contribute to the overall success of the team and the company.
Open communication : Self-appraisals often include opportunities for employees to provide feedback to their managers . This fosters open communication, as team members can express their concerns, suggestions, and ideas for improvement.
Professional development : Self-appraisals can identify areas where employees wish to improve or acquire new skills. This information can be used to create personalized development plans , leading to professional growth.
Recognition of achievements : Employees can use self-appraisals to highlight their achievements, contributions, and milestones. This recognition can boost their self-esteem and job satisfaction.

Benefits of self appraisal for managers

360-degree evaluation : Self-appraisals provide managers with valuable insights into how employees perceive their own performance. This information complements the manager's perspective and can lead to a more comprehensive evaluation.
Efficient performance reviews : Self-appraisals can streamline the performance review process. Managers can review employees' self-assessments in advance, allowing for more focused and productive discussions during review meetings.
Identification of skill gaps : Managers can use self-appraisals to identify skill gaps and training needs within the team. This information can guide decisions about training and development initiatives.
Goal setting and alignment : Self-appraisals help managers understand employees' career aspirations and goals. This enables managers to align team members with roles and responsibilities that match their interests and ambitions.
Enhanced engagement : Involving employees in self-appraisals can lead to greater engagement and commitment to their own performance improvement. Employees who actively participate in their evaluations are more likely to be motivated to achieve their goals.
Feedback loop : Self-appraisals create a feedback loop that promotes regular communication between managers and team members. This ongoing dialogue can lead to better performance and a deeper understanding of individual strengths and weaknesses.

In summary, self-appraisals benefit both team members and managers by fostering self-awareness, open communication, goal alignment, and professional development. When conducted effectively, self-appraisals contribute to a positive work environment and can lead to improved individual and team performance.

50 Self-appraisal comments and phrases

With data in place and time set aside to write self-appraisal, it is time management to get creative in writing the review. You may have the best of work to write about.

Still, if you cannot articulate your thoughts and express them in a crisp, engaging, and data-based manner, you may see a repetition of content and an excessively lengthy yet less impactful self-review.

Here we will take some commonly known functional and additional skills and suggest fifty self-appraisal comments and phrases for your reference, which can be used in conjunction with your project details to describe your work.

Note that these phrases will be meaningful when used along with crisp data points/supporting instances.

Let us now look at a couple of self-appraisal comments examples that can help in self-evaluation for performance review.

Customer support

1. I have handled X tickets and resolved Y% of tickets in Z amount of time.

2. Service SLAs maintained for Y% of time.

3. I have received appreciation from the client for handling the critical case [mention the details].

4. While my interaction with A client is seamless, I need to strengthen my working relationship with B client.

5. Based on my rapport and team delivery, I pitched in for a new assignment, and we received [provide the details on the new assignment].

6. I was selected as the KT point of contact by the client for the X project.

Business communication

7. I am always polite and respectful during my written and verbal communications.

8. I set my expectations with other stakeholders.

9. I document the meaningful discussions for later reference.

10. I have handled escalation emails with ease and composure.

11. I participate in team collaboration and idea-sharing forums and contribute ideas. [if you have any ideas that helped in process improvements, you can add them here].

12. I share feedback constructively that helps in acceptance, assimilation, and action.

Team handling and collaboration

13. I deal with my team respectfully and acknowledge everyone’s presence.

14. I invite fresh ideas of process improvements from the team.

15. I encourage open dialogue in the team.

16. In absence of my Team leader, I take the team huddle every day.

17. I planned a team outing and team bonding exercise that involved [can share the details here].

18. I collaborated with other departments on the recent RFI and sales pitch.

19. I work with the support teams in driving their initiatives in my team.

20. I am the engagement POC for my team and plan for team celebrations and budget utilization.

21. My team participated in inter-corporate sports/cultural events.

Learning and development

22. I attended X training on the following subjects [mention the issues].

23. I have incorporated the following learning in my daily task, which has helped [enter the details on how it has helped your work].

24. I encourage my team to indulge in self-learning and attend training constantly.

25. In X duration, L&D penetration in my team is at Y%.

26. I introduced the concept of cross-training and upskilling within the team, thereby enhancing the team’s learning and ensuring business continuity.

27. As part of IDP (individual development plan), I am participating in a leadership job shadowing and mentoring program.

Process improvements and innovations

28. I worked on X projects and made a saving of Y person-hours.

29. I constantly strive to add more quality by automating manual processes.

30. I constantly contribute fresh ideas within the organization beyond my scope of work too.

31. I am undergoing Quality concept training [providing details and certification level].

Additional initiatives and responsibilities

32. I took X number of initiatives beyond my regular task in Y duration.

33. For the “A” initiative, I also received appreciation from the Business head.

34. I could not devote time to X initiative taken due to [add details].

35. Due to a lack of resources and understanding, I could not complete the Y initiative.

36. I participated in the DD/MM/YY CSR drive and helped [detail the contribution].

37. I am part of a corporate cultural group.

38. I volunteered to [provide details].

Improvement areas

39. I need to improve my time management and problem-solving skills.

40. I can work on enhancing my people management skills.

41. I can get more proactive in gauging my team sentiments.

42. I delegate tasks within the team but eventually, I get down to doing it on my own. I need to hence work on upskilling and supporting my team.

43. I can further improve my interviewing skills.

44. I identify the need for advanced excel and presentation skills training.

45. I need to work on balancing between work and personal time.

Discipline and compliance

46. I am punctual, always log in on time, and complete my work timings.

47. I ensure I follow IT and data security safety guidelines.

48. I do not indulge in password and access card sharing.

49. I contribute to the safety of the organization by reporting matters.

50. I participate in compliance projects run by various departments.

Self-evaluation is a must. Unless you know your actions, how can you expect to improve yourself? Self-appraisal comments can be an overwhelming experience as we usually do not know how to do self-appraisal assessments.

You can opt to take the help of some self-help books, contact your training department for assistance, and then try this technique of looking and evaluating yourself as a third person.

But the key for this technique to work will be that you stay honest in capturing the accomplishments and improvements correctly.

Taking periodic feedback from your stakeholders will also help you gather the correct data and aid in a constructive self-appraisal.

Writing self-appraisals might bore you at some time, but it's the need of the hour because it's you who know about your strengths and weaknesses better than the others.

Self-appraisal is not just about evaluating your actions but is more about looking at things from a different point of view.

Remember, if you articulate and present the data in a correct, precise, and accurate manner, you will be able to do justice to your work and carve a learning and upskilling path for future growth.

How do you write a comment for a self-performance appraisal?

Be honest and objective.
Highlight key achievements.
Discuss challenges and how you overcame them.
Mention any areas where you're keen to improve or develop.
Reflect on feedback from peers, managers, or clients.
Align your comments with job responsibilities and goals.

What do you write in a self-appraisal comments?

Start by reviewing your job description and your objectives for the review period.
Discuss key projects, their outcomes, and your role in achieving those outcomes.
Discuss any new skills you’ve acquired or areas where you’ve expanded your expertise.
If you faced any setbacks, discuss what you learned from them and how you'll approach similar situations in the future.
Mention any training or development you'd like to undertake in the next review period.

How to write self-appraisal comments sample?

Achievements : "Over the past year, I successfully led the team in the XYZ project, which was completed 15% under budget and 2 weeks ahead of schedule. This success was a direct result of collaborative team efforts and proactive problem-solving."
Challenges : "I faced challenges in integrating the new software into our workflow. However, by seeking additional training and collaborating with IT, we streamlined the process and improved productivity by 10%."
Skills & growth : "I have honed my skills in data analytics and successfully applied these in forecasting our Q4 sales. I also initiated a bi-weekly knowledge-sharing session within the team, which has been beneficial for all."
Areas for improvement : "One area I'd like to focus on in the coming year is improving my public speaking and presentation skills. While I've grown more comfortable in internal meetings, I recognize the value of being able to present our work effectively to larger audiences."
Feedback & collaboration : "Feedback from peers indicates that they appreciate my collaborative approach. I'd like to continue fostering this team spirit and also seek feedback more proactively to ensure continuous alignment with team objectives."
Future goals : "In the next year, I aim to take on more leadership roles within the team and actively mentor newer team members. I also plan to complete the advanced certification in ABC, which I believe will be beneficial for our upcoming projects."

What is self appraisal?

Self appraisal is a process wherein employees evaluate and assess their own work performance, achievements, challenges, and areas of improvement over a specified period. It's an introspective look into one's strengths, weaknesses, achievements, and areas for development.

This can be a formal process as part of an organization's performance review system, or it can be an informal personal exercise for self-growth.

How to write a self appraisal?

Begin with achievements : Start by listing down the key milestones and accomplishments you've achieved during the appraisal period. Be specific, and where possible, quantify your achievements (e.g., "Increased sales by 15%")
Assess strengths : Identify the key strengths and competencies you've displayed. This could include technical expertise, soft skills, or any specific qualities that have helped you excel in your role.
Recognize areas for improvement : Honestly evaluate areas where you believe you can do better or skills you need to develop. Be constructive and think about the next steps or trainings that can help you grow in these areas.
Set goals : Based on your self-assessment, outline clear and achievable goals for the next period. These could be related to your job responsibilities, skill development, or personal growth.
Gather feedback : If possible, incorporate feedback you've received from peers, supervisors, or clients during the period. This adds a comprehensive view of your performance.
Be honest and constructive : Avoid downplaying or inflating your achievements. Being honest gives a more accurate representation of your performance, helping in further development.

How to write self appraisal comments?

When commenting on your own performance:

Be Specific: Instead of writing "I did well in project management," you could say, "I effectively managed the XYZ project, ensuring it was completed two weeks ahead of the deadline."

Stay Balanced: While it's great to highlight successes, also acknowledge areas where you faced challenges and how you overcame them or plan to address them in the future.

Use Positive Language: Even when addressing challenges, frame them in a positive light, e.g., "While I faced challenges in team communication, I've enrolled in a communication workshop to enhance this skill."

Link to Business Goals: Whenever possible, tie your comments back to broader business or team objectives. This shows alignment and understanding of company goals.

Why is Self Appraisal Important?

Self Awareness: It encourages employees to reflect on their strengths and areas of development, promoting self-awareness.
Professional Growth: By understanding one's areas of improvement, it becomes easier to seek relevant training or mentorship.
Goal Setting: Self appraisals provide a foundation to set measurable and achievable goals for personal and professional development.
Feedback Loop: It opens up a channel of communication between employees and managers. Through self appraisal, managers gain insights into an employee's self-perception, which can be a basis for constructive feedback.
Recognition: Acknowledging one's own achievements boosts morale and reinforces positive behaviors and outcomes.
Accountability: By evaluating their performance, employees take ownership of their work, outcomes, and areas of growth.

Unlock the Biggest Secret of Engagement to Retain your Top Performers.

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Taruna Lohmror is an HR practitioner and expert from Bengaluru, Karnataka. She has expertise in Talent acquisition, development, management, retention, L&D, and HR Business partnering.

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50 Self-Appraisal Comments For Your Next Performance Review

Performance reviews can be jittering for anyone, particularly when it comes to self-appraisal or self-evaluation. It is often difficult to analyze what to say and what to omit while writing a self-evaluation.

This article will help you see how self-appraisal is essential to performance management and learn 50 phrases that you can use during your performance appraisal.

Self-appraisal is also known as self-assessment, and it is a popular tool used by managers to assess their employees’ performance. It is the opportunity for employees to shine and evaluate their own performance during the time of promotions or feedback. These performance appraisal processes act as a bridge between the expectations set and the performance.

These assessments create a medium for open communication, improved interpersonal skills , and opportunities and developments in the workplace. It provides employees the chance to discuss personal issues and their progress. Also, it helps an employee to showcase their skills with team members and show their managers their potential—a type of self-criticism an employee needs to maintain healthy work progress.

Now that you have known about self-appraisal comments let’s delve a little deeper into it.

Want to deliver a holistic and impactful appraisal to your employees?

Benefits of self appraisal.

Self-appraisal is a significant part of your performance review , because it reflects your self-awareness and professional development. As an employee, it is important to be self-aware because you become conscious about your strengths and weaknesses and how others perceive you. Higher the sense of awareness, higher the chances of having better self-confidence, stronger relationships, and enhanced decision-making and problem-solving skills .

Self-awareness helps you improve on an individual level and grow professionally which impacts the company’s growth as well. Research by Kerry Fong Institute shows that employees working in poor-performing organizations had 20 percent more blind spots than employees who work at financially equipped organizations.

50 Self Appraisal Comments to Use in Your Next Performance Review

First and foremost, when you are writing a self-appraisal for yourself, you must keep the following factors in mind.

What you must continue doing- Remember to mention your contributions towards the team, your accomplishments, time management, and work efficiency.

Recognize your blind spots- Understand what affects your peers or managers negatively with your specific doings.

What you must start doing- Now is the time to start doing new projects to come out of your comfort zone.

Once you've done this analysis, you are ready to write your self-evaluation comments.

Now, without further ado, let’s take a dig at 50 sample self-appraisal comments you can use on your next performance review.

Communication

With strong communication skills , I communicate my expectations to my team without being imposing.
I can communicate effectively on various levels in our company.
I can take and give constructive feedback and deal well in sensitive situations.
I convey my ideas and opinions effectively to different teams and individuals.
I share information transparently with peers for team success.
I can communicate with clients with a convincing speech.
If my peers have done an excellent job, I never fail to appreciate them, either personally or publicly.

Job Performance

I am proud of my job, and I value my responsibilities.
I never hesitate to participate in challenging tasks and go above and beyond.
I take my job responsibilities seriously and believe in working in a team-oriented work environment.
With sheer dedication, I have exceeded my (mention your goal) performance goal by (mention the numbers).
I have decreased (e.g. costs and customer churn) by (insert specific number here) percent.
I always challenged myself to become a better performer every day.
I gladly help my peers by collaborating and assisting them in difficult situations.

Reliability

I never fail on my commitments and continuously keep them informed about the challenges I incur.
I have completed (Add numbers) percent of my decided deadlines.
I refrain from procrastination and possess good time management skills .
I tend to plan and prioritize my meetings with clients and the team.
I am always on time and always start my day with enthusiasm and positivity.
I never hesitate to seek guidance from my leaders whenever necessary.
I follow proper email etiquette while replying to customers and peers.

Customer Orientation

I can very well handle irate and hostile customers by (explain your tactics).
I actively listen to customers to decipher their point of view.’
I never fail to update our customers about the recent ongoings and products.
I have achieved a total of (specify numbers) on my customer service survey.
I work continuously to enhance the customer experience (mention the examples)
I always try to think from the customer’s point of view to understand their psyche and perspective towards us.

Would you like to send meaningful appreciation messages to your teammates?

Innovation and creativity.

I keep looking forward to improving our work processes continually.
If you noticed, my idea of (mention the idea) has been a success, showing my creativity.
I have an eye-for-detail and always think out-of-the-box while looking for solutions.
I still collaborate with the team while brainstorming and come up with new ideas.
I faced multiple challenges like (mention the challenges), but I successfully tackled it by (mention the solution).
I try to think from everyone’s perspective and find solutions that benefit everyone.
I can adapt to new predicaments quickly and open to possibilities.

Growth and Development

My personal goal is my priority, and I set my personal development.
I keep myself updated with recent trends and apply them in my work regularly.
My commitment to my work adds to my personal growth, and I believe in training to improve my skills.
I continuously seek opportunities to connect with employees from various fields.
I take progressive steps towards achieving my goals and visualize my long-term plans.
I am a quick learner and can quickly adapt to changes.
I am curious and always tend to learn new things.

Opportunities for Improvement

Even though I am transparent, I have noticed my team doesn’t think I am, and I will work on it further.
I have a knack for customer service, yet I need to follow up more often, and I am continually working on it.
I always have positive thinking, yet some people find it difficult to hold a conversation with me, and I want to break this misconception.
I have good communication skills, but I need to work on my public speaking skills as it gets difficult to interact with large groups sometimes.
Sometimes, I tend to get stuck with only one task; I need to enhance my multi-tasking skills.
I have many ideas to share, but sometimes I feel shy to share everything.
I know my team’s needs, yet sometimes I fail to work according to the work calendar.
Even though I am a happy-go-lucky person, people still mistake me for being arrogant and rude. Even though I value my peers, I can sometimes come across as unapproachable.
Sometimes, I forget to probe and ask for suggestions and keep working solo; there, I need to improve and become more proactive.

Writing self-appraisal comments can sometimes become tedious and lengthy, but it holds immense importance in one’s personal growth and company growth. For your next performance review, remember to put some of these phrases into practice and let us know if it was helpful.

This article is written by Gautam Gayan . He works as a Content Marketer at Vantage Circle . Apart from being a passionate content creator for HR services and employee engagement, Gautam is a theatre enthusiast, an avid reader and an aspiring poet. For any related queries, contact [email protected]

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30+ Self-Evaluation Performance Review Examples (With Phrases)

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What are self-performance reviews? And what are self-performance review examples that I can use to write my own? When conducted properly, professional self-assessment can help you improve in your area and advance your career over time.

This allows you to demonstrate to your company, prospective employer, or anybody else you wish to impress that you are a valuable asset who is open to improvement.

Why is it necessary to do self-assessments?

A professional self-assessment is a written statement that encapsulates an employee's judgments about his or her own work, talents, and ambitions. This type of self-review is intended to assist you in evaluating your professional abilities and also acts as a chance to establish goals for future progress.

By reflecting on both your successes and failures, you offer yourself the chance to identify areas for improvement and qualities to emphasize. A self-performance review enables you to not just improve, but to flourish in your chosen career .

What should a self-assessment evaluation include?

Each self-assessment is distinct in terms of format and content. Depending on your audience and sector, you can choose to emphasize some characteristics or themes over others.

For your professional self-assessment, you should opt to emphasize qualities and attributes using language that your reader would find favorable.

The following is a list of keywords you might use to describe your own professional characteristics:

Achievements.
Professional communication.
Productivity.
Time-management.

How to write a self-evaluation of performance

When writing a self-performance evaluation, it's critical to keep your audience in mind and understand what they're looking for. Certain companies can be asking for evaluations based on work completed in the preceding year.

Others can desire a comprehensive analysis of your work experience.

Whatever is required of you, the following are some effective strategies for approaching your writing process:

Compile a list of your positive characteristics.
Consider your successes .
Consider your errors.
Close proximity to growth prospects.

Compile a list of your favorable characteristics.

To begin writing a self-performance assessment, you need first ascertain your professional status. An excellent method to tackle this is to make a list of your good characteristics, distinctive characteristics, and professional talents.

Make a list of your positive characteristics and how you demonstrate them in the job.

For example:

Work ethic: Complete assigned duties on schedule while additionally accepting extra assignments and aiding coworkers with assigned responsibilities.
Problem-solving: When difficulties arise, work persistently to complete things.
Efficiency: Create innovative approaches for managing workflows.

Consider your successes.

Each employee review should contain a section highlighting your achievements and favorable characteristics. To do this, use the personal and professional abilities you've documented to lead the presentation of your successes. When writing, make certain to include the following:

Include facts and figures: Begin your assessment with the items on your list of good traits and accomplishments. Using statistics and figures to demonstrate the value of your labor and achievement, detail your accomplishments. This is an excellent spot to highlight any degrees, qualifications, or prizes you have achieved that have aided in your career advancement.

Provide specifics: When you quantify your outcomes using concrete examples, the reader has a clear understanding of your history, accomplishments, and effect. Write in a style that highlights the nuances of your position, as well as the implications for you and your team as professionals.

Justify your findings: Just as crucial as highlighting your achievement is explaining how you achieved it. Include who else contributed to this achievement, how tasks were distributed, and any problem-solving that occurred when things did not go according to plan. If you had a significant role in a project's success, this is an appropriate area to highlight it, along with the impact on your team.

For example: "As a part of this team, I've demonstrated a strong work ethic, problem-solving abilities, and a willingness to develop new and improved methods for performing our responsibilities. I came in early and worked late during our company's Christmas rush to guarantee each transaction was handled promptly and to monitor our yearly effort of shipping 2,000 orders at this time of year.

Not only did our team accomplish our target, but we exceeded it thanks to my new, simplified charting system for more efficiently tracking incoming orders. We had already reached our goal by the third week of the holiday rush, and we're on track to treble our orders by the final week."

Examine what to improve

Examining your errors might assist you in identifying areas for improvement. When outlining your errors, shortcomings, or places for growth, refer to them as "opportunity for improvement." If you did not accomplish a goal, explain why, what you learned from the experience, and what you will do differently in the future to improve. As with your successes, here is an opportunity to emphasize how you want to improve or have already begun to improve.

For example: "I've received a wealth of useful knowledge on methods to enhance my job function and staff performance. As a result of my love for my profession, I frequently take on many duties at once and resist delegating to other peers. As a result, I've developed an awareness of my obligations as a team member in this area and have subsequently set limitations on the work I'm willing to accomplish outside of my assigned job tasks.

While I am eager to assist team members with pressing issues, I always prioritize my own work to avoid getting behind. If I am unable to assist a team member, I refer them to a resource that can assist them in resolving their issue. This type of prioritizing and delegating has aided me in my advancement."

Provide possibilities for growth

Following your discussion of prospects for growth, it's a good idea to note any opportunities you want to take advantage of. Whether it's an advanced degree, a promotion, or simply goals to be the greatest at your work, discussing these thoughts and objectives in your writing demonstrates to your readers that you take your career seriously and are enthusiastic about your professional future. Maintaining the focus on you and the positive ways you contribute to your work, discuss how you believe your role can or has aided your professional development.

For example: "As an enthusiastic self-starter, I plan to advance in this job and use my experience to get as much information about the hospitality industry as possible. I'm seriously contemplating pursuing a Master of Hospitality Management in order to boost my job performance and further develop the abilities I'm rapidly acquiring. As I learn and develop, I aim to one day operate a company in this industry and value the expertise obtained in this job."

Examples of self-performance evaluations

Additional sentences that you can encounter in an effective self-assessment performance reports include the following:

"While I have made tremendous strides in providing superior service to our clients over the last eight months, there are some areas where I think I can still enhance my daily work performance."
"I've already established five goals for myself for the new year. These include increasing my weekly sales by 10%, maintaining a four-star customer review score for 8 months, completing a sales training course through the company's continuing education department, mastering the new company communication interface when it launches, and enhancing my time management "aptitudes."
"I've effectively managed my team of eight nurses over the previous three months while we dealt with an abnormally significant surge of critical patients on the Cardiovascular unit. My team received the hospital's Downer Hospital and Care award last week as a result of our efforts."
"Since being employed as a third-grade teacher at Middleton Elementary, I have worked hard to make a positive effect in the lives of my pupils. I was able to improve my class's total exam scores by an average of 11% this semester. I am really pleased of my pupils, and I am confident that we will continue to grow together throughout the school year."

Self-appraisal phrases (examples)

Self-appraisal phrases are snippets that could be included in the performance review. For example, "I provided consistently high-quality work in a timely manner for all of our clients." Or, "I judged my own performance based on the performance of our other team members."

Professionalism and communication

I express my expectations to all stakeholders in a straightforward manner.
I keep in touch with department directors and participate actively in team meetings.
I give constructive comments and place a premium on communication as a means of resolving conflicts.
I communicate my thoughts effectively, persuasively, and professionally.
I provide pertinent information to my team members to ensure that everyone is on the same page.
I convey changes to stakeholders immediately upon their occurrence.
I openly express my gratitude for the amazing work my team members accomplish.

Performance on the job

I like my profession and place a premium on excellence every day.
I routinely work on issues that are not part of my job description but have an impact on the team.
I am very interested in encouraging collaboration.
I have outperformed my performance objective (said objective) by a significant margin (mention a number in percentage).
I work objectively.
Every day, I strive to improve my performance.
I am always willing to answer inquiries and assist my classmates.

Reliability in the workplace

At work, I don't take on more than I can handle. And I keep my commitments to others.
I've fulfilled all of my significant deadlines with flying colors.
I prioritize my work and begin with the most vital chores.
I keep an eye on the demands of my staff and customers and adjust my schedule accordingly.
I am timely and remain engaged during the workday.
Whenever required, I seek counsel in order to resolve issues.
I maintain timely contact with customers and peers.

Customer satisfaction (NPS scores or feedback)

I am adept at resolving consumer issues.
To gain a deeper understanding of our customers' problem concerns, I employ the 'listen first, propose later' strategy.
I go above and beyond to assist consumers in obtaining the information or answer they need.
(Insert a percentage) of consumers have given my customer satisfaction survey a maximum rating.
I am always working to enhance our clients' experiences.
I constantly make an effort to understand our clients' viewpoints and provide solutions that are appropriate for their circumstances.

Creativity and general drive

I am constantly looking for methods to enhance our work procedures.
I am adaptable to new conditions and environments.
I tackle each difficulty with a "solve this problem" mentality.
I adore collaborating with people on new ideas.
I am solution-oriented.
I put myself in the shoes of others and work to find a solution that is acceptable to everyone in the team.
I am constantly on the lookout for opportunities to interact with and learn from those around me.

Professional growth and development

I make goals that aid in my professional and personal development.
I maintain my development route by always updating my talents.
I am a self-taught learner who acquires new talents from others around me.
I seek for opportunities to interact with and learn from other outstanding individuals in my profession.
I have a clear professional vision and am committed to achieving it.
I am a quick learner, which enables me to adjust to change with ease.
I enjoy acquiring new knowledge. I recently discovered (mention details).

Appraisal examples about job performance

I've understood that coming future, I need to be more upfront with my team members.
I'm competent in customer assistance, however I could enhance my follow-up skills.
I avoid tough talks because I want to have a cheerful attitude at all times.
My communication with larger groups or on multi-department initiatives might be improved.
I adhere to old approaches and am not always receptive to novel ideas.
I am not always forward with suggestions during chats, which results in more passive team discussions.
I do prioritize the needs of my teammates. However, I occasionally take leave without notifying people in advance.
It's difficult to approach me during business hours.
I am not constantly in need of assistance. Occasionally, this results in a resurgence of difficulties.
While I complete assignments on schedule, I do not maintain my skills. I need to improve my knowledge.

Common FAQ's

Questions from employees on self evaluation.

What should I write in a performance review for myself?

Write a strong, well-articulated self-evaluation. It should include metrics, statistics, and other feedback from team members that support the employee self-evaluation as a whole. When writing your own self-assessment, be honest. Use the feedback you've gathered through one-on-one meetings and more.

What do you write in a self-assessment?

A thorough self-evaluation should identify specific activities and projects that showcase your greatest work. Employees should stress the influence those successes had on the whole organization when describing them to demonstrate their worth to the company.

About the author

Patrick Algrim is a Certified Professional Resume Writer (CPRW), NCDA Certified Career Counselor (CCC), and general career expert. Patrick has completed the NACE Coaching Certification Program (CCP). And has been published as a career expert on Forbes , Glassdoor , American Express , Reader's Digest , LiveCareer , Zety , Yahoo , Recruiter.com , SparkHire , SHRM.org , Process.st , FairyGodBoss , HRCI.org , St. Edwards University , NC State University , IBTimes.com , Thrive Global , TMCnet.com , Work It Daily , Workology , Career Guide , MyPerfectResume , College Career Life , The HR Digest , WorkWise , Career Cast , Elite Staffing , Women in HR , All About Careers , Upstart HR , The Street , Monster , The Ladders , Introvert Whisperer , and many more. Find him on LinkedIn .

Fact checked: Our small and dedicated team rigorously evaluates every article, guide, and reference to ensure the information is accurate and factual. Learn more .

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48+ Useful Self Appraisal Comments By Employee Examples

Self-appraisals are a crucial part of a comprehensive performance review system. They help to ascertain how employees feel about their performance, understand what motivates them , and gain insights into the challenges they’re facing.

This information enables managers to deliver targeted support and resources to employees based on their unique needs.

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However, figuring out what to say in a self-appraisal, especially if you don’t have a lot of experience writing one can be daunting. You have to give a balanced analysis of your work putting yourself down or sounding egotistical.

In this post, we’re going to share examples of self-appraisal comments that you can use as inspiration when writing a personal evaluation for your next round of performance reviews .

Strengths and achievements

Challenges and improvement areas, 1. provide specific examples, 2. support your statements with facts and figures, 3. frame your weaknesses as growth opportunities, 4. be confident, not arrogant, 5. avoid going on the defensive, communication self-appraisal comments.

If you’re asked to evaluate your communication skills, here are self-appraisal comments examples you can use to highlight what you do well and where there’s room for improvement.

Photo by Andrea Piacquadio

1. I try to ensure that the lines of communication between me and my team members and leaders are always open by providing constant updates about the progress of my tasks through the company’s internal communication channels.

2. I’ve been able to apply the learnings from the giving and receiving feedback training to my interactions with my team and it has greatly improved our dynamic.

I’m purposeful about delivering positive feedback and using constructive language and sensitivity to frame my criticisms.

3. I am able to build good relationships with my colleagues because they can always count on me to respond to their messages promptly and graciously even outside of regular work hours.

4. I’ve been told I don’t always do a good job of carrying everyone along on the status of the tasks I’m working on. But I’ve been working to address this by communicating whenever I move to the next step of a project task so everyone can easily track my progress.

5. I tend to abstain from having difficult conversations so as not to deal with the awkwardness of the situation.

I understand that having these conversations are often necessary for growth and to avoid resentment so I’m learning to embrace the discomfort and say what needs to be heard.

6. People tend to judge me as being confrontational or unduly critical even in neutral situations where that is not my intention. So I plan to be more conscious of my tone when communicating with others.

Also Read : Constructive Criticism Examples At The Workplace

Productivity and work ethic self-appraisal comments

These self-appraisal comments examples will help you show off your work ethic in a good light, draw attention to how much you’ve been able to accomplish or explain any issues that may have gotten in the way of your productivity.

Photo by CoWomen

7. I am able to prioritize tasks based on urgency and order and importance to ensure my deliverables are always completed on time, always.

8. While we were trying to complete the X project in time for launch, I stayed late and gave up my weekends for most of the month to help us get to the finish line.

I did this because I understand that sometimes sacrifices have to be made to enable us to reach our goals as a team and an organization.

9. I have taken deliberate steps to boost my productivity at work since the last performance evaluation.

I’ve been using the Timeblocking and Priority Matrix techniques to help me better structure my schedule so I can prioritize and execute tasks efficiently.

Also Read : Best Personal Strength Examples

10. There have been times in the past when I felt demotivated as a result of being criticized for missing deadlines without sufficient notice.

Even though I had legitimate reasons for falling behind on tasks, I realize that staying silent instead of informing everyone of a potential delay disrupts the workflow. Going forward, I will be more intentional about giving advance notice for anticipated delays.

11. I tend to struggle with accomplishing tasks on time which increases the number of tasks I have to tackle the following day. I am working to address this and minimize how much time I spend on each task by setting personal deadlines and assigning blocks of time to specific tasks.

12. While I always deliver my tasks on schedule, I sometimes struggle with coming in early to work. I recognize that there are rules and expectations that govern the office and the importance of respecting them.

I will strive to minimize unwarranted lateness by waking up and leaving for the office earlier.

Check Out : Start, Stop, Continue Examples

Time management self-appraisal comments

These self-appraisal examples can help demonstrate how adept or invested you are in managing your time responsibly so you are not constantly missing deadlines or falling behind on tasks.

13. In the past, I’ve had a hard time organizing, prioritizing, and managing tasks to ensure on-time completion but I’ve gotten a lot better at it.

In the last quarter, I only turned in one assignment late and only because the project was hit with an unexpected curveball.

Photo by Moose Photos

14. I have learned how to say no to tasks when I’m at capacity instead of accepting them and embarking on a mad rush to complete them all in an inadequate timeframe.

15. I am very organized so I’m able to stay on top of projects and juggle multiple tasks easily even with time constraints. I am frequently on the lookout for a better way of doing things that will help me prevent responsibilities and obligations from falling through the cracks.

Also Read : Top Weaknesses List & Examples

16. I struggle with managing time productively. If a task seems too tough or demanding, I tend to postpone doing it until the deadline has almost arrived.

This ultimately leaves me with barely enough time to do it perfectly and forces me to work under pressure so I’m working to address this.

17. I will take greater care in planning meetings and setting a clear agenda to ensure that they don’t end up taking more time than anticipated.

18. I will make an intentional effort to abide by designated break schedules as I tend to lose track of time and over-extend breaks, which eats into the time I have to complete my planned tasks for the day.

Growth and development self-appraisal comments

Here are some examples of comments you can write down if you’re asked to review your growth and development during a performance appraisal.

19. I am passionate about upgrading my skills and fixing any knowledge gaps I might have. Over the past three months, I have successfully completed two marketing courses and earned a Facebook Advertising certification, which I believe will allow me to perform even better at my job.

Photo by fauxels

20. I take the time to research emerging trends in the X industry that I could leverage for the benefit of the company.

I also search out available learning and development options that could help me be more impactful in my current role or prepare me to take on more advanced roles in the future.

21. I’m good at creating and finding opportunities to network with other interesting professionals in my field and learn from their wealth of knowledge and experiences.

Also Read : Professional Development Goal Examples

22. Last month, I came to the realization that I had not been making an effort to upskill lately. Since my desire is not to stagnate in my knowledge or role, I will do a better job at carving out time for learning.

23. In this quarter, I will focus on creating a defined development plan with realistic milestones for my short-term and long-term career goals.

24. Even though I want to level up my skills, figuring out the right courses to take is challenging for me. I plan to resolve this by seeking counsel and mentorship from someone who has done my job and is currently doing the job I aspire to.

I believe they will be in the best position to offer learning recommendations for my skill set.

Teamwork and collaboration self-appraisal comments

The following self-appraisal examples can be used to indicate your commitment to being a team player and how well you collaborate with your coworkers to achieve the organization’s goals.

Photo by Jopwell

25. I actively strive to connect with my colleagues including those in other departments. I’m always quick to offer encouragement and praise to highlight when the positive impact my peers make and to offer my support when needed.

26. Last quarter, I played an active role in fostering team rapport by organizing work events and after-work hangouts to help us bond and get to know each other better without the pressures of deadlines and projects getting in the way.

27. I believe that I do my best work in collaborative environments so I try to contribute to building that by sharing my knowledge and expertise freely with my colleagues.

I don’t hesitate to go to them for guidance or feedback, nor do I shy away from incorporating their suggestions into my work.

28. I am learning that just because my ideas are good doesn’t automatically mean they’re the best solutions for the situation.

I work with brilliant people so it’s only natural that they’ll come up with better ideas sometimes and this doesn’t invalidate me or my work in any way. I plan to make more of an effort to solicit and listen to the opinions of my team members.

29. I am introverted and socially awkward by nature so I struggle with forming connections with coworkers, which sometimes gets interpreted as being standoffish and rude. I am learning to step out of my comfort zone and be more open with the people I work with.

Also Read : Best Testimonial Examples For Employees

30. I can be a bit of a perfectionist, so I will often assume the lead role on projects even without being asked so I can control the outcomes more closely.

That’s not always fair to other team members so in the future, I’d like to allow others to lead projects and trust in their ability to make the right calls.

Problem-solving self-appraisal comments

Whether you have a natural talent for coming up with creative solutions to workplace problems or you’re struggling with this skill, here are some examples of self evaluation comments you can use to highlight your strengths and weaknesses .

31. I don’t let challenges keep me down. When roadblocks come my way, I see them as opportunities to think outside the box and solve the problem at hand in a way that minimizes the risks involved for everyone.

When we suffered a security breach that threatened to compromise our customers’ data, I was able to identify the source of the threat, squash it, and implement protocols to keep the situation from arising in the future.

32. Before starting any new project or task I like to engage my organizational and planning skills to map out how I expect things to go.

This allows me to envisage and prepare for potential challenges I might encounter along the way. Then I devise strategies for tackling the problem so I don’t spend too much time feeling stuck if and when they occur.

Photo by RF._.studio

33. I am able to solve problems efficiently because I approach them by first seeking to understand the problem as comprehensively as possible.

I reach out to my team members and other experts for their opinions, then I break down the issue into smaller parts so I can analyze each contributory factor individually.

Explore : Smart Work Goals For Employees

34. Rather than try to solve a problem on my own first, I often skip ahead and go to other people for solutions.

I am realizing that this isn’t allowing me to explore my problem-solving potential so in the future I plan to take greater ownership over fixing the issues I encounter.

35. I am often anxious when I’m faced with making key decisions on the spot. I would like to work on building my confidence so I can be more effective in these situations.

36. There have been times when I struggled to find timely and constructive solutions to issues. To address this, I have reached out to my manager and some coworkers who shine in this area to learn the methods they use to address issues so I can apply them to future scenarios.

Achievements and performance self-appraisal comments

Did you hit your KPIs for the last quarter? Were there times where you hit new milestones, exceeded expectations, or contributed to the success of the organization in some tangible way?

Photo by Vanessa Garcia

Use the following self-appraisal comments examples to exemplify your strengths and challenges as it relates to your job performance and accomplishments.

37. I successfully increased the number of impressions on our website to over 1 million per month over the past year, which amounted to a 425% increase from the previous year.

I was able to achieve this by using innovative SEO methods and building a refined content strategy in collaboration with the content team.

38. During the XX product launch, the product and sales teams noticed a few technical problems that would have prevented the launch from going smoothly. I was able to diagnose and resolve the issues quickly so the launch was able to take place as planned.

Photo by Christina Morillo

39. I standardized the company’s training program and designed a comprehensive onboarding plan/program for new hires in Q2. So far, the new programs have reported significant increases in engagement, course-completion, and shorter time-to productivity.

40. I wasn’t able to improve on my performance as much as I planned since the last performance review.

I suffered an unexpected health setback and had to take leave for six weeks to recuperate but I intend to work hard to catch up and make up for the reduced productivity in the coming months.

41. Although I achieved most of my KPIs, I fell short of my sales targets for the last quarter. Even though I was able to generate as many high-quality leads as the previous months, they were not converting as expected.

I believe this is as a result of market instability so I plan to reshape my strategy to address these unforeseeable challenges in the future.

Also Read : Best Workplace Culture Examples To Follow

Photo by Samson Katt

42. While I managed to increase customer engagement and conversions, I fell short of the target to reduce customer attrition by 10%.

So in the coming period, I plan to focus on optimizing our customer retention game plan and coming up with fresh approaches to tackle the challenge and meet set objectives.

Creativity, initiative, and ownership self-appraisal comments

Use these self-appraisal comments to describe the kind of creativity, innovation, and sense of responsibility for your duties that you (plan to) bring to the table.

43. I enjoy new challenges so I am always the first person to raise my hands when a volunteer is needed to supervise a project or work on a new assignment, even if it is tangentially outside of the scope of my regular responsibilities.

44. I am constantly looking for novel ways to approach my work and build upon past successes so I’m quick to adopt the latest trends and developments in my field. I like to experiment and take calculated risks even if others can’t understand or see my vision yet.

45. My strength is that I bring new ideas to the table. Every week, I try to come up with a few ideas to share and brainstorm with the rest of the team. Not all my ideas turn out to be gold but I don’t let that get me down because you find treasure by digging, not by staring at the earth.

46. I often have thoughts on how we can grow the company and win more customers. However, I sometimes hesitate to share them because I’m afraid they won’t be good enough.

I want to work on building my confidence and trusting that my opinions are just as valuable as everyone else’s.

Photo by William Fortunato

47. I would like to work on overcoming the fear of underperforming when assigned ownership of certain tasks by volunteering to lead or own one new project over the next quarter.

48. I tend to shy away from assuming any managerial or supervisory responsibilities for work tasks. In the coming months, I would like to move away from strictly being a contributor to taking ownership of activities.

Explore : Organizational Culture Examples To Inspire

Dos and Don’ts for writing effective self-appraisal comments

It’s not enough to say how great you’ve been or how skilled you are at a particular thing. You have to demonstrate how the contributions you’ve made have impacted the company positively.

Describe the efforts you’ve made. Get into details about the challenges you faced and what you managed to accomplish. This will give your managers a good sense of your progress and allow them to accurately measure your performance.

Always use hard data to emphasize your achievements and give anyone reading your evaluations a more insightful perspective of your successes.

Keep track of the tangible results that have been generated as a direct or indirect consequence of your performance and actions. Write them down as they happen so you don’t have to rely on memory alone to recall your achievements whenever appraisal season rolls around.

Photo by Cedric Fauntleroy

Remember that you’re still an employee and you have to avoid painting yourself in too negative a light. Instead of devoting paragraphs to analyzing your weaknesses, try to reframe them as an opportunity for self improvement.

Briefly identify the challenge you’re facing then move on to explaining the steps you’re already taking or actions you plan to take to improve the problem.

While the goal is to promote yourself, you also don’t want to come off as haughty or conceited. Your evaluation should offer a balanced view of your performance, accomplishments, and limitations.

Remember that you don’t know everything and you are yet to reach the final height you can possibly reach in your role or career. Show that you’re someone who is amenable to learning and improving.

A self-appraisal is not an excuse for you to air the secret or unflattering views you hold about the people you work with. Don’t seize the opportunity to say bad things about your teammates or managers or blame other people for your failings.

Photo by Kampus Production

It’s normal to fall short of expectations now and then. You are not being put on trial for it. Just stay positive, take responsibility for your shortcomings, and express your commitment to addressing them.

Also Read : Inspirational Teamwork Quotes For The Workplace

Self-appraisals offer employees a chance to reflect on their work for the period under consideration to determine what they’re doing well, how far they’ve come, and what skills still need work.

These self-appraisal comments examples will give you an idea of how to approach your next performance review and provide answers that will accurately reflect the great work you’ve been putting in.

Tom loves to write on technology, e-commerce & internet marketing. I started my first e-commerce company in college, designing and selling t-shirts for my campus bar crawl using print-on-demand. Having successfully established multiple 6 & 7-figure e-commerce businesses (in women’s fashion and hiking gear), I think I can share a tip or 2 to help you succeed.

Quicklinks ‍

Self evaluation examples: 80+ sample answers to inspire you.

Inspire your team with 70+ self-evaluation sample answers. Share these insightful responses to make the next performance review a breeze for everyone.

No feedback process is complete without an element of self-evaluation . It's like a song without a chorus – a vital part is missing.

You can incorporate self-evaluations in your 360-feedback. There are tons of potential questions for self-evaluations .

But many of your employees might struggle to express their answers or rate themselves. So, they will probably need some extra guidance.

Inspire your team by sharing some employee self-evaluation sample answers. We round up 70+ examples for you. They'll make your next review a breeze.

💡 80+ Relatable self-evaluation examples

Below, you'll find some employee self-evaluation sample answers. Share them as inspiration for self evaluations in your company.

We structured these self appraisal samples into competency-specific examples and job performance-specific examples. Then, for each category, we provide:

self appraisal comments highlighting strength areas;
self appraisal comments highlighting improvement areas.

Skill and competency assessments on Zavvy - employee self-appraisal survey

👭 Collaboration skills and teamwork self-evaluation examples

Self appraisal comments highlighting strength areas

‍ 1. I am actively promoting a culture of clear communication and openness within my team. I understand the benefits of using constructive criticism when necessary and positive feedback to reinforce a work atmosphere that supports growth and learning and that everyone enjoys.

‍ 2. I find immense value in communicating with my team about important decisions. We have a culture of shared decisions, and everyone's opinion matters, regardless of seniority. This collaborative approach has often led us to uncover unique insights and has consistently strengthened the quality of our decisions.

Self appraisal comments highlighting improvement areas

1. I do my best to answer emails and messages promptly and politely. I can improve my tone of voice since some people perceive me as overly critical.

2. While I take pride in my individual contributions to projects, I recognize that I can sometimes be too focused on my own tasks, potentially missing out on the benefits of collective brainstorming and shared responsibility. I am committed to fostering a more collaborative mindset and actively seeking input from my peers in future projects.

‍ 🗣 Communication skills self assessment examples

‍ 1. One of the areas I pride myself on is my ability to communicate complex ideas clearly in written form. Whether it's crafting emails, preparing reports, or documenting processes, I consistently receive feedback about the clarity and comprehensibility of my communications. This skill has been particularly valuable when collaborating with departments that may not have a deep understanding of our team’s technical jargon.

‍ 2. Throughout the past review period, I've made a concerted effort to enhance my listening skills, ensuring I fully understand the concerns and ideas of my colleagues before responding. This has not only led to clearer and more effective discussions but has also fostered trust within my team. In meetings and one-on-ones, I’ve received feedback that my attentive listening makes colleagues feel heard and valued.

Employees self assessments highlighting improvement areas

1. I've relied heavily on email as my primary mode of communication, which may not always be the best medium for urgent or more collaborative matters. I'm aware that expanding my use of other communication channels, like instant messaging or quick stand-up meetings, could enhance team coordination. Moving forward, I'm committed to diversifying the ways I communicate to match the needs of the situation more appropriately.

2. While I am confident in my ability to communicate ideas and updates to the team, I've noticed that sometimes my messages may not be as clear as they could be to everyone. I recognize the need to seek feedback more proactively after sharing important information, ensuring that all recipients are on the same page. Over the next quarter, I plan to initiate more follow-up discussions and actively solicit feedback to fine-tune my communication style.

🤝 Negotiation and conflict resolution self-review examples

1. We had a period of friction within the team, which I solved by listening to and showing compassion for all parties involved. The communication around work tasks hadn't been clear from the management, leading to misunderstandings. The atmosphere is a lot better now.

2. I successfully negotiated $1.1M in acquisitions during the last evaluation period. I owe this partly to my mentors, who have taught me the art of interpersonal skills and using analytics to persuade.

I'm interested in further evolving my negotiation skills – but coming from a background in design, I have yet to perfect my craft, especially regarding confidence. ‍

💭 Self-awareness examples

1. I consistently seek feedback from my peers and superiors, and I believe this has contributed significantly to my personal and career growth and the refinement of my work methods.

2. I recognize my core strengths and have been able to align them with my job description and responsibilities effectively, leading to a more enthusiastic approach to my work.

1. While I am conscious of my strengths, I sometimes tend to be overly critical of my weaknesses, leading to unnecessary self-doubt. I am working on balancing self-reflection with self-compassion.

2. I realize that I sometimes avoid confronting emotions related to challenging situations at work. I aim to develop strategies to address and process these emotions constructively, rather than allowing them to linger.

🧠 Emotional intelligence self assessment examples

1. I am in control of my emotions and don't take criticism personally. I actively listen to my team and sympathize with their feelings without getting too invested or overstepping my boundaries.

2. Over the past year, I've found my emotional intelligence to be a significant asset, particularly in understanding and responding to our clients' needs. For instance, with the ABC deal, I recognized the client's hesitation due to certain unaddressed concerns. By acknowledging and addressing these concerns empathetically, we were able to turn the situation around and close the deal successfully.

I often get frustrated when someone doesn't understand my explanations, reflecting that I have little patience with myself. I need to learn how to manage my emotions better. I have downloaded a meditation app which is a start.

🦸‍♂️ Reliability self-evaluation examples

1. I always keep my commitments and actively encourage other team members to follow my example.

2. I follow the agreed-upon strategies, align with company values and use industry best practices to ensure my work is always top-notch.

While I generally strive to be reliable, there have been instances where I have struggled to meet deadlines and fulfill commitments. Due to unforeseen circumstances, I have faced challenges in delivering work on time and meeting client expectations. I acknowledge the impact this has had on the team and the need for improvement in managing and prioritizing tasks to ensure consistent reliability.

🤯 Working under pressure self-evaluation examples

1. One of my positive attributes is that I work well under pressure. Last week, we had to prepare a quarterly plan for a stakeholder presentation, and half the team was on sick leave. I managed to take on some of their most critical tasks while finishing the plan well ahead of time.

2. I always meet deadlines thanks to my strong prioritization skills. When I lack experience in a specific area, I plan extra time to ensure I finish my tasks on time before submitting them to my manager.

Sometimes, I get stressed or lose my temper under pressure. I see these events as opportunities for growth. I will work on this until the next performance review by making time for daily meditation and distinguishing my private life from my work life.

⏰ Time management self-evaluation examples

1. Over the years, I have evolved my time management skills a lot. I know how to prioritize and get the most important tasks done on time – even if it means rearranging my schedule.

2. I sometimes find time management challenging – but I'm getting better at it! I've learned to set boundaries, say no, and delegate when I estimate I won't be able to finish all my tasks on time.

I find time management challenging. When a task seems difficult or tedious, I tend to put it off until the last minute, which leaves little time to do it properly or revise it before submitting it.

🙌 Problem-solving self-evaluation examples

1. I am flexible and adaptable. I find it easy to go with the flow and find creative solutions as new problems arise.

2. My ability to find effective and efficient solutions to problems has been a strong suit in the previous quarters. A notable example was during a system downtime incident that threatened to halt our operations. I was able to quickly diagnose the problem, engage the right stakeholders, and coordinate efforts to bring the system back online, minimizing the downtime and its potential impact on our client service delivery. This incident further solidified my problem-solving skills and underscored the importance of quick decision-making in crisis management.

3. I am proud of my knack for problem-solving. Throughout this past year, I was able to effectively identify and handle various issues that arose within our team. For instance, when we faced a significant logistical challenge in Project X, I was able to promptly devise and implement a strategy that not only solved the issue but also prevented similar occurrences in the future.

There have been instances where I have struggled to find effective and timely solutions to complex problems. In certain challenging situations, I have found it difficult to think creatively and outside the box, which has hindered my ability to provide optimal solutions. I recognize the need to further enhance my problem-solving skills and develop alternative approaches to overcome obstacles efficiently.

⚖️ Decision-making self-evaluation examples

1. I don't shy away from tough decisions. When they are needed, I ensure to do them fairly and impartially. I make informed decisions where all parties have had the opportunity to share their opinion.

2. I enjoy taking risks and am not afraid of making quick decisions. I trust my experience and instincts to guide us right – even when it goes against logic and reason. That led us to close a $2M acquisition deal last quarter that our competitors shied away from.

3. In my quest to find the best career development tool for our organization, I critically evaluated multiple platforms, taking into account our company's unique needs and the tool's scalability. My analytical approach ensured we adopted a tool that not only met our current requirements but can also grow with us in the future.

Making quick decisions is my Achilles heel – I prefer to wait out the situation, which sometimes has us lose important opportunities. That's why I'm transferring from sales to a backend role with more expert skills and fewer executive endeavors.

🤩 Innovation and creativity self-evaluation examples

1. Over the past year, I have consistently striven to think outside the box, resulting in the development of three new processes that improved team efficiency by 20%. I'm proud of my ability to see things from a fresh perspective and find unique solutions to our challenges.

2. I constantly challenge the status quo and look for ways to innovate and improve. Fueled by my passion for visual storytelling, I redesigned our quarterly report format. The new, more engaging design has received positive feedback from stakeholders, emphasizing the power of creativity in even the most standard tasks.

I've often clung to ideas I'm personally passionate about, even if they may not align with the team's vision. Moving forward, I aim to balance my creative instincts with the collective goals and feedback of the group, ensuring our creative efforts are both novel and aligned with organizational objectives.

Competency Matrix Database including levels

💼 Leadership self-evaluation examples

1. I enjoy supporting my team members in their professional growth. I have implemented the 360-degree feedback system we use. Regular performance reviews have increased productivity, and the company culture is more positive.

2. I consider myself a good leader. I have a feeling for finding the right people for the right projects – something I often get positive feedback from my team members about. However, I could improve my communication style as I can appear too authoritative.

I enjoy performance management – setting challenging yet attainable goals for my team. But I do realize that I could be more present during team meetings.

💼 Check out our extra resource with 60 extra self-evaluation examples focused on leadership skills .

‍ 🙋 Self-motivation assessment examples

1. I demonstrated high self-motivation when I started a new project to improve our Pinterest strategy. This project discovered gaps in our existing approach. As we changed our strategy to remedy these gaps, our monthly visitors increased by 225%.

2. Over the past year, I've demonstrated self-motivation in my role as a project manager. One specific example is when our team was facing a complex problem in the Johnson project. Rather than waiting for guidance, I took it upon myself to research potential solutions and brainstormed with the team to implement a successful strategy. I believe this drive to take initiative and proactively tackle challenges is a strength that I bring to our team.

3. My self-motivation is evident in my consistent pursuit of learning and growth. For instance, I've identified that my technical skills could use some improvement to keep up with the latest industry trends. Without being prompted, I've enrolled in several online courses related to our field and am committed to applying these new skills to enhance our team's efficiency and productivity.

4. Recognizing the team's hesitation in sharing candid feedback, I proactively researched and implemented an anonymous survey tool . This initiative led to more open communication, enhancing our team's collaboration and trust.

While I enjoy chatting with my colleagues during breaks and maintain a positive attitude at work, I often find myself getting distracted in the mornings. Being more productive and focused in the afternoons as an evening person, I need to work on better managing my morning distractions to ensure consistent productivity throughout the days.

✔️ Personal effectiveness examples

1. My proactive approach to tasks allows me to complete assignments ahead of deadlines consistently. This not only ensures the quality of my work but also provides buffer time for any unexpected challenges.

2. I've developed an effective system for managing my priorities, which has resulted in a significant decrease in last-minute urgencies, enabling smoother operations for my team.

1. While I am effective in managing my tasks, I sometimes overcommit to projects which can lead to feeling overwhelmed. I am aiming to better evaluate my bandwidth before taking on new responsibilities.

2. I tend to delve deep into details, which is valuable for quality but can at times slow down my productivity. I am working on discerning when to employ a broader overview versus a detailed analysis.

🌱 Growth and professional development self-evaluation examples

1. Through daily micro-learning , I have become comfortable with PhotoShop. So, I have been able to assist the design team with assets when they're short of time.

2. The most significant step in my professional development since the last period is that I'm now a team leader. It's a challenging yet exciting position! My next step is to take the management training .

I could have prioritized growth more. We were understaffed, so I often needed to cover for my colleagues. Still, I could have raised the question with my manager.

🌟 Company or personal core values examples

1. Since the company's core values align with my own, I find them easy to follow. I constantly look to contribute to causes that expand collective consciousness, and that's also what my research does.

2. I lived the company values – they were in the back of my mind throughout every decision I made.

I found it challenging to see how my daily work aligned with the company's core values. I will cover this in my next one-to-one meeting.

🏆 Self performance review examples

Self-evaluation performance review examples highlighting strength areas

1. I have been successful in achieving a 95% customer satisfaction rating, surpassing the company target of 90%. This was accomplished by implementing a proactive approach to customer service and timely resolution of issues.

2. My sales performance has been strong, with a 30% increase in closed deals compared to the previous quarter. I have achieved this by refining my sales pitch and adopting a more consultative approach to understanding customer needs.

Self-evaluation performance review examples highlighting improvement areas

I have struggled to achieve the desired performance metrics for cross-selling our products. I recognize the need to better understand the full range of our offerings and how they can benefit our clients in order to improve my sales performance in this area.

📈 Explore 45 performance feedback example s and tips and tricks for giving better performance feedback.

🎯 KPI-focused self-evaluation examples

Self evaluation comments highlighting strength areas

1. I have consistently met or exceeded the KPIs set for my role . In the last quarter, I increased the conversion rate of our email campaigns by 15%, contributing to a significant increase in our overall revenue.

2. I successfully reduced the average response time in our customer support department by 20% through effective delegation and time management. This improvement has had a positive impact on our customer satisfaction ratings.

1. While I have made progress in most KPI areas, I fell short of the target for reducing customer churn by 5%. I will be focusing on improving customer retention strategies and working with my team to find innovative solutions to this challenge.

2. While I'm proud of my dedication to my tasks, I've found that my focus on perfectionism has sometimes slowed my productivity, which has affected my ability to consistently meet performance metrics. For example, I missed a few deadlines on the Thompson project because I spent more time than allocated perfecting individual tasks. In the coming months, I plan to attend time-management and efficiency workshops to balance quality with productivity more effectively and increase my pace of work.

3. In terms of sales targets, there was an instance in the last quarter where I fell short of the required performance metrics. I found that while my prospecting activities were high, the conversion rate was not as expected. I believe this discrepancy is due in part to not fully understanding the needs and pain points of some prospective clients, leading to less compelling pitches. To address this, I will invest more time in pre-call planning and customer research, and seek additional training in effective sales techniques to improve my conversion rate and meet the set targets consistently.

🧑 Work ethic self assessment examples

1. Since the last performance evaluations, I have shown a strong work ethic. I've arrived early or stayed late if necessary to ensure we meet goals. Still, I've made sure to get plenty of rest and enjoy my spare time. I realize that self-management is important to meet goals and keep a healthy work-life balance.

2. I have chosen to save my vacation days until the next period since we are in a critical growth phase. I realize my contribution is essential to reach the next level as a company and team.

In the past, I have occasionally struggled to maintain high morale at work, particularly when faced with criticism for taking time off with insufficient notice. I recognize that this had a negative impact on team dynamics and disrupted workflow. However, I have learned from this experience and made a conscious effort to improve by providing advanced notice for any future time off, ensuring better coordination and minimizing any disruptions to the team.

🧘 Customer experience self-evaluation examples

1. I'm frequently taking the initiative to improve the customer experience. For instance, I created a customer satisfaction survey showing where we should focus our efforts for an even more seamless customer journey.

2. I effectively handle difficult or hostile customers by active listening and, if necessary, financial compensation.

3. I go above and beyond to please the customers. When we received a negative review due to a delayed delivery (a problem with the carrier and thus outside my immediate control), I immediately apologized and offered a $50 gift card as compensation. The customer worked in sales and client retention and recommended us to their team as a great example! We also got some additional sales – all delivered on time.

There have been instances where I have struggled to effectively handle difficult or hostile customers. Despite my best intentions, I occasionally find it challenging to remain composed and address their concerns in a satisfactory manner. I recognize the need to further develop my skills in handling such situations to consistently deliver exceptional customer experiences.

📊 Job performance self-evaluation examples

1. I regularly challenge myself to perform better. Always aiming to elevate my performance standards, I make it a priority to set and meet challenging targets for myself. This past year, I initiated an ambitious project that was outside of my comfort zone. Although it required learning new skills and adapting to unfamiliar circumstances, I remained committed to delivering a high-quality result. There were moments of struggle, but the experience has expanded my capabilities and confidence.

2. I am proud of my performance when the stakeholders gave us extra work on short notice. Not only did I finish on time – I also supported my junior colleagues.

Since the last evaluation, I didn't improve my performance as much as I wanted. I had an unexpected sick leave for two weeks which derailed me, and I will do my best to compensate in the coming period.

Zavvy's complete competency framework template

‍ 📈 Productivity self assessment examples

1. I find that my productivity varies throughout the day. I try to adapt by arranging meetings in the afternoons while I'm usually more energized.

2. I have listened to podcasts and read books about productivity, and I'm happy to say I'm more productive than ever! I'm excited to share my findings at the team meeting next week.

I often struggle to maintain consistent productivity levels throughout the day. There are times when I find myself easily distracted or overwhelmed, which hampers my ability to complete tasks efficiently. I recognize the need to develop better strategies to manage distractions and maintain focus throughout the day.

🎖️ Achievements employee self assessment examples

Self appraisal comments highlighting strength areas ‍

1. On my initiative, we switched to a new accounting software which helped the team accomplish their tasks 20% faster. This allowed us to take on a new client with an estimated +$100k increase in revenue for the next quarter.

2. I have met and exceeded my objectives from the last evaluation. I'm proud of myself and grateful for the support from my mentors.

1. Due to poor time management, I only achieved half of the goals I set for myself. Instead of setting more realistic goals, I will boost my time management skills through the training offered by HR next week.

2. Over the past quarter, I noticed that my ability to handle stress during high-pressure situations could use some improvement. Despite successfully completing all assigned projects, the pressure affected my overall productivity and engagement. Moving forward, I plan to attend stress management and mindfulness training sessions to better handle such situations.

3. Although I've been able to meet most of my deadlines, I've found that the quality of my work can sometimes be compromised due to rushing towards completion. I understand the importance of delivering high-quality work consistently. To enhance the quality of my outputs, I will be using the upcoming project management training to learn how to better balance speed and quality.

‍ 📚 Job knowledge self-evaluation examples

1. I recently hosted a training session for new hires. I surprised myself with the knowledge I've gained recently, thanks to the copywriting team's support and my senior colleagues.

2. I have consistently improved my coding skills by taking online courses and in-house training by senior colleagues. I master React now and will move on to backend languages in the coming period.

I would have wanted more time to expand my brain surgery skills. I needed to cover for sick leaves and a lack of specialists in other areas, leaving little time for professional development.

🌱 Now that you reflected on your areas of improvement, why not create a development plan to set the path for growth? First, set concrete professional development goals . Then, define the concrete steps that will make your goals a reality.

👯 Now that you're done with your self-evaluation, is it time to evaluate your peers? Then, check out our article Peer Review Examples: 50 Effective Phrases .

🪞 Why is it necessary to do self-assessments?

Traditional appraisal systems focus on managers rating employees' performance, with little space for employee input.

In a Harvard Business Review article , professor Douglas McGregor , specializing in personal development and motivational theory, presented self-evaluations as a way to give employees and managers a way to collaboratively judge workplace performance rather than putting it on the manager.

"Managers are uncomfortable when they are put in the position of 'playing God,'" McGregor wrote.

Self-evaluation is a component of 360-feedback . Briefly described, 360-feedback means everyone gives (anonymous) constructive feedback and praise to everyone to help each other's professional development.

It may be tempting to skip the self-appraisal part in a hectic work environment.

But a healthy feedback culture , including self-evaluation, ensures everyone gets back into alignment fast. Plus, it lays the foundation for a better work atmosphere with less friction and more room for growth.

360 Feedback toolkit for growing businesses

❓ What should a self-assessment include?

Successful self-evaluation should hit the sweet spot between not covering enough and being overwhelmingly long. It should touch on points like:

Performance – achievements and accomplishments vs. goals.
Growth and development – desired areas of growth.
Start/stop/continue – behaviors the employee wants to start, stop and keep doing.
Values/behavior – actions vs. company values – were they aligned?
Social and soft skills – capability to collaborate and relate.
Job or role related (hard) skills – actual work tasks vs. job description and what the employee would like to do more/less of.
Goals – states goals for the coming evaluation period and a rough plan for reaching them.

What should a self-assessment evaluation include?

📈 Create a culture of growth and constructive feedback with Zavvy

Feedback is not a good-to-have but a must-have for companies that want to stay competitive and attract top talent.

Your company and workforce need feedback as a pillar for performance, learning, and growth. And in the digital era, you can easily outsource feedback operations to software solutions.

After all, who has the time to:

manually create forms,
send them to employees,
compile spreadsheets,
monitor manually who has sent what and who is behind?

How Zavvy helps Crossengage automate employee feedback

With Zavvy's 360 feedback software, you will set up a highly customized feedback process with just a few clicks. You will be able to:

Combine feedback types (upward, downward, peer feedback, and self-evaluations).
Manage anonymity and transparency.
Choose questions from our templates .
Customize audiences (For example, Taktile automates feedback cycles for their new hires at the 6 week, 12 week, and 18 week of their new hire journeys).
Seamlessly send notifications and reminders for your ongoing feedback cycle.
Gain a clear picture of employee skills, performance and potential, all in a single source of truth.
And as an added bonus, you can link feedback to competency models , career progression paths and development plans to make the most out of feedback.

Unlock a new level of employee performance and skill insights with Zavvy

📅 Discover how Zavvy will help you drive performance, engagement, and growth in a free demo .

Lorelei is Zavvy's Content Marketing Manager. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices to spread the word about creating better employee experiences.

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110 Self-Appraisal Comments for Your Performance Review

Performance reviews bring more anxiety than joy. Especially during a self-appraisal process. An employee’s mind is full of things like:

Should I only talk about achievements?
Am I bragging too much?
Am I being self-critical?
and more…

It’s difficult to know what exactly you should write in your assessment about your work.

In this guide, you will see why self-evaluation is important for your career growth.

What comments for self-appraisal you can use, and how you can write a review during your self-appraisal process .

What is Self-Appraisal?

Love it or hate it, we are always at the receiving end of some form of judgment.

At work, our boss and colleagues provide their fair share of feedback.

However, sometimes we do not agree with that feedback and want to put forward our side of the story.

It is where self-appraisal meaning comes into play.

It is the process where the employees review their performance. Organizations want to listen to the employees.

They even want to reflect on their productivity from the past performance cycle.

It helps in figuring out the areas of improvement and what results can actually be used during the appraisal process.

Purpose of Self-Appraisal

Are most employees scared of the process?

Yes, they are , at least according to this study .

While the process may be considered dreadful, the process can do so much good if implemented in the right way.

Here are a few reasons why the self-appraisal process is important and why your organization should have it too.

1. Promotes Accountability

It helps employees take ownership of work.

Now, the employees can’t leave the assessment part to only their bosses.

They have to actively track the impact of their work and show it during the self-appraisal cycle conversations.

Plus, their opinions are valued.

2. Better Work Relationships

When all parties are involved, it leads to stronger relationships in the workplace.

Self-appraisals are a platform to engage in continuous conversation between employees and managers.

As employees have their voices, it reduces the chances of bias and conflict.

3. Two-way Communication

Two-way communication involves active listening.

Generally, managers talk during the appraisal process and do that a lot.

However, self-evaluation meaning normalizes the interaction for every employee.

They can talk about strengths and weaknesses.

They have done the work themselves, so they highlight their outputs better than anyone else.

It provides deeper insights and a clear picture of what happened during the performance cycle.

Rewards go to those who deserve them.

4. Motivated Workforce

Employees feel empowered when they are offered trust.

Self-assessment is a way of telling an employee that ‘we trust your judgment on your work.’

Each employee participates actively in the process.

It is a time to identify motivated employees according to the quality of goals they set and how they were met and assessed.

Eventually, it leads to better output and more employee engagement.

5. Career Growth

When employees assess themselves, they get a clear understanding of their strengths and shortcomings.

All employees have career aspirations.

To reach a certain path, they need improvements and the ability to learn new things.

Training needs are identified along with future preferences.

Self-appraisal is a time where employees can tell their bosses about what they want going forward.

How Does Self Appraisal Work?

Employees can use self-appraisal to assess their performance, which can then be compared to the views of managers and peers. Individuals are usually given a form divided into different categories or skills. Some frequent assessment elements include, for example, performance, communication, and organization.

Many people ask how to write favourable feedback without coming across as arrogant. You should not be afraid to remind your manager of your positive attributes or important organizational achievements. At the same time, it is critical to achieve a balance between recognising one’s inadequacies. You are more likely to be offered appropriate further training chances to help enhance your capabilities if you are forthright and open.

Let us see how to write a self appraisal.

How to write Self Appraisal

There is no specific format for self-appraisal .

This part is specifically for employees who will assess themselves during the process.

Focus on positives and keeping the process straightforward for all stakeholders.

The STAR method is effective when writing self-appraisal.

It involves situation (S), task (T), the action (A) you took, and the results (R) you achieved.

Infographics on things to remember during self appraisal process

Before you start working on your self-appraisal, do consider the below suggestions

If you don’t advocate for yourself, no one else will.
State everything objectively and clearly.
Do not, but focus on the results you achieved.
Talk about where you need improvement.
No employee does everything right.
Be humble and specific about areas of development.
Talk about what you’ve learned during the journey and how that’s helped your career.
If you’re talking about weaknesses, please add solutions to show that you feel responsible and want to solve challenges.
Pick your words wisely. Include numbers, measurable objectives, and show results.
Nobody wants to listen about responsibilities. People want to see outputs.

Self Appraisal Examples

Let us provide you with a self-appraisal example for your team members. Here is an example:

Three years in a row, Roshan Singh*, a senior marketer at an MNC, didn’t achieve the goals he set for himself.

“I was optimistic and set challenging goals for myself,” he says.

His performance evaluation took place against the goals he set, and he struggled.

“Most people just talk about their achievements, but I wanted to talk about the shortcomings too,” he adds.

After evaluation, he listed out each goal, explaining which ones weren’t met along with the reason.

Roshan also added goals that were achieved and extra work that he did during the year.

It was risky but integrity mattered more to the guy than anything else.

His boss and department head reviewed the self-appraisal form and felt surprised.

“They were happy that I mentioned my failures along with an improvement plan.

Plus, I had a decent list of achievements as well,” he explains.

Roshan’s calculated yet truthful approach paid off and left a good impression on the stakeholders.

110 Performance-driven Self-Appraisal Comments

We have a list of self-appraisal comments to help you out. These self-appraisal samples can be tweaked as per requirements.

Communication Self Appraisal Comments

I communicate my expectations clearly to all stakeholders.
I maintain contact with department heads and stay an active part of team meetings.
I provide constructive feedback and focus on solving challenges with communication.
I present my ideas in a skillful, effective, and professional manner.
I share relevant information with my team members, so everyone stays on the same page.
I proactively communicate changes with stakeholders the moment they happen.

Job Performance Self Appraisal Comments

I love my job and value performing well every day.
I frequently work on solving problems that are not included in job responsibilities but are affecting the team.
I focus on promoting teamwork.
I have exceeded my performance goal (mention goal) by (mention a number in percentage).
I work without bias.
I work on improving my performance every day.

Reliability Self Appraisal Comments

I don’t commit more than I can handle at work. And I follow through on whatever I commit to others.
I have met all my major deadlines with tremendous results.
I prioritize my work and focus on the important tasks first.
I keep a check on my team and customers’ needs and plan my schedule accordingly.
I’m punctual and stay active during work hours.
I take guidance whenever necessary to solve problems.

Customer Success Self Appraisal Comments

I effectively handle customer queries.
I use the ‘listen first, suggest later’ approach to better understand our customer’s pain points.
I go above and beyond to help customers get the information or solution they’re looking for.
(mention a number) % customers have given a maximum rating on my customer satisfaction survey.
I continuously strive hard to improve our customers’ experiences.

Innovation and Creativity Self Appraisal Comments

I regularly try to find ways to improve our work processes.
I can quickly adapt to newer situations and surroundings.
I approach each challenge with a ‘get this solved’ thinking.
I love to collaborate with others for ideas.
I focus on solutions.
I keep myself in others’ shoes and try to find a solution that suits everyone in the team.

Growth and Development Self Appraisal Comments

I set goals that help me grow professionally and personally.
I take care of my development path by upgrading my skills.
I am a self-learner and pick up new skills from people around me.
I find opportunities to connect and learn from other amazing folks in my field.
I have a clear vision for my career and take steps to achieve it.
I learn quickly, and that’s why I adapt to change without any trouble.

Performance Improvement Self Appraisal Comments

I have realized that I need to be more transparent with my team members going forward.
I’m good at customer support, but I can improve during follow-ups.
I shy away from difficult conversations as I try to be positive all the time.
My communication with larger groups or projects which involved multiple departments needs improvement.
I follow traditional methods am not always open to new ways of thinking.
I don’t always share ideas during conversations, and it leads to more passive team talks.
I do focus on my teams’ needs. However, I sometimes take leave without informing others on time.
It’s hard to approach me during work hours.
I don’t always ask for help. It sometimes leads to more problems than before.

Ownership and Initiative Self Appraisal Comments

I enjoy engaging in tasks and projects beyond my Key Result Areas (KRAs) scope.
I have taken responsibility for at least 40% of the new projects assigned to our team.
I am the team’s pioneer in expressing interest in something fresh.
15-20% of my time is spent on projects I manage from beginning to end.
Last quarter, after taking ownership of the largest client, I increased sales by 10%.
I avoid taking responsibility and ownership of projects frequently.
I prefer to contribute to projects rather than take responsibility for managing them.
I aim to assume responsibility for at least one new project over the next quarter.
I need help to engage in activities outside my designated responsibilities.

Attendance Self Appraisal Comments

Consistently, I am punctual in arriving at the office.
I attend all scheduled meetings; if I cannot attend, I inform the appropriate individuals beforehand.
One of my core values is considering others’ schedules, and I prioritize beginning and concluding all my meetings punctually.
I schedule my time off in advance and communicate it to my team members.
I refrain from taking any breaks that are not necessary during my working hours.
I aspire to maintain continuous employment and fill in any temporary gaps that may currently exist in my work history.
I intend to plan my vacation days ahead of time.
To avoid meetings lasting longer than necessary, I will plan them ahead of time with a well-defined agenda.

Teamwork Self Appraisal Comments

I will consider various factors and depart from my house earlier to ensure I arrive punctually at my office.
I try to ensure that my team members perform at their highest potential.
I make a point to solicit input from all team members for each project.
I am an active participant in team discussions and brainstorming sessions.
I suggest that the other team members express their viewpoints.
I have a good rapport with almost everyone on the team.
I am struggling to get to know all the team members.
I aim to improve my confidence to feel more comfortable expressing my ideas to my team.
I am working on improving my tendency to overlook the ideas that are shared by others.
My goal is to optimize the impact of delegated tasks by ensuring they are assigned effectively.

Attention to Detail Self Appraisal Comments

I reviewed my work thoroughly three times before handing it in.
I have a comprehensive list of tasks to ensure nothing is forgotten or overlooked.
The majority of the work I submit contains minimal mistakes.
I am highly committed to ensuring that every project I undertake is delivered with the utmost attention to detail and quality.
My track record demonstrates a commitment to maintaining a high standard of work, with at least 90% of projects consistently meeting that level of quality.
When juggling multiple projects, I often overlook important details.
When pressed for time, I may unintentionally neglect small mistakes.
At times, I find myself lacking in proofreading my work.
I struggle with prioritizing my work effectively, sometimes resulting in errors or mistakes.

Job knowledge Self Appraisal Comments

I have a concise comprehension of my responsibilities and duties within my position.
I comprehend the significance of the contribution that my work can make towards the achievement of the organization’s overall success.
In the previous quarter, I achieved 80% of my OKRs.
I keep myself informed about the most recent developments and knowledge in my area of expertise.
I train and upskill every three months to remain current and competent.
As my job involves multiple responsibilities, I sometimes struggle to comprehend the specific requirements expected of me.
I sometimes find it challenging to articulate to others the nature of my occupation or area of expertise.
I am unsure how to make a meaningful difference within the organization.
My goal for the next quarter is to achieve a minimum of 70% of my OKRs to exceed my job expectations.

Opportunities for Improvement Self Appraisal Comments

Even though I’m honest, my team doesn’t think I’m honest, so I’ll keep working on it.
I’m good at customer service but must follow up with people more often. I’m working on this all the time.
Even if I only look on the bright side, some people think it’s hard to talk to me, and I want to dispel this idea.
I’m good at talking to people, but I need to improve my public speaking because it’s sometimes hard to talk to a big group.
I sometimes get stuck doing just one task. I need to improve at doing more than one thing at a time.
I have a lot of ideas to share, but sometimes I’m too shy to say them all.
I am aware of my team’s needs, yet I do not always adhere to the work schedule.
Although cheerful, people continue to mistake me for being arrogant and nasty. Even though I respect my peers, I might occasionally appear inaccessible.
Sometimes I forget to investigate and ask for advice, and I continue to work alone; I must improve and become more proactive.

Self-appraisal Template

Here is an example of a template:

Conclusion

Writing self-evaluations can be difficult. However, with a clear and honest approach, you can do it well and even impress your boss.

FAQs –

Q1) What do I write in self appraisal?

You should fill in your self-appraisal with an honest and comprehensive evaluation of your performance, highlighting your strengths and areas for improvement and providing specific examples to support your assessment. You can use our self appraisal comments to start self-appraisal.

Q2) What do you write in a self-review?

In a self-review, write about your accomplishments, areas for improvement, and goals for the future.

Q3) How do I write a self appraisal comment for myself?

To write a self-appraisal comment for yourself, focus on highlighting your achievements, areas of improvement, and goals for the future. Be honest, specific, and concise in your self-assessment.

Q4) What is positive self-appraisal?

Positive self-appraisal means positively evaluating oneself by recognizing and appreciating one’s strengths and accomplishments. It can boost self-esteem and motivation but it should be balanced and realistic.

One Tool for your all your HR needs

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Meet the author

Keka Editorial Team

A bunch of inspired, creative and ambitious youngsters- that’s Keka’s editorial team for you. We have a thirst to learn new subjects and curate diverse pieces for our readers. Our deep understanding and knowledge of Human Resources has enabled us to answer almost every question pertaining to this department. If not seen finding ways to simplify the HR world, they can be found striking conversations with anyone and everyone , petting dogs, obsessing over gadgets, or baking cakes.

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100 Employee Performance Review Comments and Phrases!

by Emre Ok July 3, 2024, 6:36 pm updated August 2, 2024, 2:01 pm 94.4k Views

In this freshly updated list, you will find 100 of the best performance review comments on some of the most relevant performance appraisal topics today.

We know that every leader and reviewer has their own rapport with their employees and the performance review phrases they use will rely heavily on that very relationship.

The performance review comments and phrases in this list are only meant to serve as a structural guide for reviewers as they respond to their employees during performance appraisals. You can also refer to performance review summary examples for additional context and ideas.

While the sample review phrases on this list can simply be used as they are, what we recommend is that you make adjustments using examples from real cases and occurrences from that employee’s performance through the review period.

Before we move on with our list of performance review comments examples, we also wanted to provide you with one of the easiest ways you can respond to performance reviews!

Table of Contents

Can I use AI to write performance review comments?

Yes, you can! For those reviewers who have too many performance reviews to comment on but still want to respond to them personally effectively, using an AI writing assistant is a solid idea.

Teamflect’s digital performance review templates come with a built-in AI writing assistant that allows reviewers to enhance their review responses and comments with the help of AI! When responding to a performance review, you have the option:

Lengthen
Shorten
Formalize
Spell Check
Regenerate

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Performance Review Phrases About Communication Skills

While communication skills are a key aspect of employee performance and have a place in performance appraisals, performance review comments or phrases about communication skills have a very thin line to walk. Out of all the supervisor comments examples on this list, review phrases about communication skills have the most risk of making the employee feel like this is a direct attack on their personality.

While many aspects of employee performance or position-related competencies depend on voluntary decisions and planned actions, how individuals communicate is more natural and reflexive. To help you navigate this area, here are sample performance review phrases about communication skills.

Positive Performance Review Phrases:

“You consistently impress with how you communicate your ideas and feedback so clearly and effectively. You ensuring everyone understands your perspective and that is a huge asset to your team.
“You excel at active listening and it helps you address concerns and provide thoughtful responses to your team members.”
“You regularly use clear and concise language in your written communications. Messages from you are always easy to understand, leaving no room for misunderstandings.”
“Regardless of the situation, you always maintain a positive and approachable demeanor and it hasn’t gone unnoticed! You easily encourage open communication and collaboration among your colleagues.”
“You effectively facilitate meetings, ensuring all participants have a chance to contribute and feel heard.”

Constructive Performance Review Comments:

“You could benefit from providing more detailed explanations when sharing complex information to ensure all team members fully grasp the concepts.”
“You sometimes dominate conversations, which can make it difficult for others to share their thoughts. Try to balance speaking and listening.”
“You might improve your communication by considering the audience’s perspective and tailoring your messages accordingly.”
“You tend to rely heavily on email for important communications. Incorporating more face-to-face or virtual meetings could enhance clarity and understanding.”
“You could work on managing your tone and body language during stressful situations to avoid misunderstandings and maintain a positive work environment.”

Examples of Quality of Work Performance Review Phrases

Performance review comments about quality of work form the backbone of the performance appraisal process. More often than not the quality of an employee’s work is one of the most simple and direct indicators of high or low performance. As is the case with all different performance feedback types, there are some areas to be mindful of.

Regardless of an individual’s seniority in the organization, whether we are writing performance review comments for managers or direct reports, we need to keep in mind that people have a tendency to fall in love with their work. When that work is criticized without care, it may damage the relationship. Below you will find performance review comment examples on quality of work:

Positive Phrases:

“The work you deliver is consistently at a very high quality. This not only reflects well on your performance and benefits the organization but also sets a high standard for your teammates..”
“You pay great attention to detail. We’ve noticed that your work is always crisp, accurate and free from errors.”
“This review period, you’ve demonstrated a strong commitment to excellence, regularly going above and beyond to produce outstanding results.”
“I can see that you show a deep understanding of your tasks, which is reflected in the high quality of your outputs.”
“You take pride in your work, consistently producing thorough and well-researched deliverables.”

Constructive Phrases:

“You could benefit from dedicating more time to reviewing your work to ensure it meets the expected quality standards.”
“You sometimes rush through tasks, leading to avoidable errors. While we appreciate your desire to be more productive, slowing down and double-checking your work could enhance its quality.”
“You might improve the quality of your work by seeking feedback from peers and incorporating their suggestions.”
“You tend to overlook minor details, which can affect the overall quality of your work. Paying closer attention to these details could improve your results.”
“You could work on enhancing the thoroughness of your work by ensuring all aspects of a task are fully addressed before considering it complete.”

Performance Review Comments About Role-Related Competencies

One of the core goals of a performance review is the development of talent. Employee performance should be evaluated with the intention of helping that employee grow and develop their skills in order to improve that very performance within the upcoming review period.

In order to achieve that very goal, discussing role-related competencies is a must. While the performance review comments and phrases in this section are on the more general side when it comes to employee competencies, these example phrases can be customized to match the competency framework your organization uses.

“Throughout the review period, you’ve demonstrated a high level of expertise in your role, consistently applying your knowledge and skills to achieve excellent results.”
“You are proficient in using the tools and technologies required for your job, which enhances your efficiency and productivity.”
“You continuously seek to improve your competencies by staying updated with the latest industry trends and best practices.”
“You effectively apply your problem-solving skills to overcome challenges and find innovative solutions.”
“You exhibit strong analytical abilities, enabling you to make data-driven decisions that benefit the team and organization.”
“You could benefit from further developing your technical skills to better meet the demands of your role.”
“You might improve your job performance by seeking out additional training or professional development opportunities.”
“You sometimes struggle with applying theoretical knowledge to practical situations. Gaining more hands-on experience could help bridge this gap.”
“You could work on enhancing your decision-making skills by thoroughly analyzing all available information before taking action.”
“You tend to rely on familiar methods and approaches. Exploring new techniques and innovative solutions could improve your job performance.”

Examples of Initiative Performance Review Phrases

Taking initiative at work is a great indicator of a high-performing employee. That is why the discussion of taking initiative is always welcome in performance appraisals. Taking initiative not only shows the employee has taken ownership of their role and responsibilities but also how they are willing to take on more work.

The discussion of initiative in performance reviews can quite easily facilitate conversations of succession planning and career pathing . The initiative performance review phrases below are there to help you kickstart those conversations in self reviews .

“You’ve shown a strong tendency to take the initiative to identify and tackle problems before they escalate. This is a sign of your proactive attitude.”
“You are always willing to take on additional responsibilities and go above and beyond your regular duties.”
“On many different occasions, you’ve proposed new ideas and improvements. This shows your commitment to enhancing our processes and outcomes.”
“You take the lead on projects, coordinating efforts and ensuring tasks are completed efficiently and effectively.”
“You demonstrate strong self-motivation, regularly seeking out opportunities to contribute to the team’s success.”

Constructive Review Phrases:

“We know you are capable of contributing more. You could be a bit more proactive in identifying areas where you can help without waiting for direction.”
“You sometimes hesitate to take on new challenges. Embracing a more proactive mindset could help you grow in your role. We trust your judgement. So should you.”
“You have the potential to be more effective by simply taking the initiative to address issues as they arise, as opposed to waiting for them to be assigned.”
“You could work on suggesting solutions to problems you identify, rather than just pointing them out.”
“You tend to rely on others to drive projects forward. Taking more ownership and initiative could enhance your impact on the team’s success.”

Performance Appraisal Comments About Problem-Solving

While each role may have its own set of competencies associated with it, the ability to solve problems as they arise is a competency shared by almost any role in an organization. So it is only natural to have performance evaluation phrases about problem solving.

Below are 10 supervisor comment examples about an employee’s problem-solving skills. While these review phrases can be used as they are, we strongly recommend you customize them to reflect specific instances where an employee’s problem-solving skills were on display.

“It hasn’t gone unnoticed that you demonstrate strong problem-solving skills. You quickly identify the root causes of issues and nd develop effective solutions.”
“You approach challenges with a positive attitude, using creative thinking to overcome obstacles and achieve goals.”
“You excel at analyzing complex problems and breaking them down into manageable components. On many occasions, you’ve made it easier to find solutions.”
“You actively seek out information and resources to address problems, demonstrating resourcefulness and initiative.”
“The way you effectively collaborate with team members to brainstorm and implement solutions has enhanced the overall problem-solving process in our organization.”
“We believe you are capable of developing a more structured approach to problem-solving, and ensure all potential solutions are thoroughly evaluated.”
“There have been instances in which you’ve focused on the symptoms of a problem rather than the underlying cause. Identifying the root issue could lead to more effective solutions.”
“You might improve your problem-solving skills by seeking input from colleagues and considering diverse perspectives.”
“You have the tendancy to rush through the problem-solving process. This in turn can result in overlooking important details. Slowing down and being more thorough could enhance your effectiveness.”
“You could work on becoming more proactive in identifying potential problems before they arise, allowing for preemptive action.”

Performance Review Comments About Time Management

Another key area that has gained more and more prominence in performance appraisals is time management. Performance review comments and questions about time management skills have over time evolved to reflect an employee’s ability to maintain a healthy work-life balance.

Creating a culture where your employees know just how much you value their work-life balance can help immensely with issues such as employee disengagement and feeling burnt out.

“You regularly complete tasks ahead of schedule, demonstrating excellent time management skills and reliability.”
“We appreciate the way you prioritize your workload. You always ensure that high-priority tasks are completed on time and with high quality.”
“You are adept at managing your time during meetings, keeping discussions focused and productive.”
“You set an example with your use of productivity tools and techniques to stay organized and manage your time efficiently.”
“You balance multiple projects seamlessly, meeting all deadlines without compromising the quality of your work.”
“We’ve noticed that you could be setting clearer priorities to ensure that high-impact tasks are completed on time.”
“You sometimes take on too many tasks at once, which can lead to missed deadlines. Delegating when appropriate might help manage your workload more effectively.”
“We appreciate the amount of work you are taking on. Perhaps you could make your life easier by breaking down larger projects into smaller, more manageable tasks with specific deadlines.”
“There have been instances where we noticed that you underestimate the time required for some tasks. Allocating buffer time could help in managing unforeseen delays.”
“You could work on minimizing distractions during work hours to enhance your focus and productivity.”

Leadership Performance Review Comments

Performance reviews are often meant to be followed up with succession planning . Whether that includes using the 9-box talent grid or mapping out career paths for employees, this process more often than not includes the employee moving on to roles that rely more heavily on their leadership skills.

For that and many other reasons beyond counting, we put together a list of performance review phrases about leadership. These review comments are centered around recognizing the areas in which an employee’s leadership skills shined as well as discussing some areas of improvement.

“You demonstrate exceptional leadership skills, consistently guiding your team towards achieving their goals with clarity and motivation.”
“You lead by example, maintaining high standards of integrity and professionalism that inspire others to follow.”
“You excel at delegating tasks effectively, ensuring that team members are empowered and tasks are completed efficiently.”
“You possess strong decision-making abilities, confidently addressing challenges and making informed choices that benefit the team.”
“You foster a positive and inclusive work environment, promoting teamwork and collaboration among all team members.”
“Improving your communication with team members can help ensure everyone is aligned and informed about key objectives.”
“You still have some room to grow when it comes to providing constructive feedback. Developing this skill could help team members grow and improve their performance.”
“You could improve leadership effectiveness by being more open to input and ideas from your team.”
“You could work on better managing conflict within the team, addressing issues promptly and fairly to maintain a harmonious work environment.”
“You tend to take on too many tasks yourself. Delegating more effectively could help you focus on strategic priorities and develop your team’s skills.”

Performance Review Comments About Creativity

The last “specific” performance review comment area we want to highlight on this list is perhaps the most versatile of them all. Performance review phrases about creativity and innovation are truly necessary. Whether you are praising an employee’s creativity or simply encouraging them to be more innovative, the discussion of creativity in performance appraisals is gaining more importance every single day.

“You bring fresh and innovative ideas to the table. We’ve seen how this helps drive the team’s creative efforts forward.”
“You have, throughout the review period, demonstrated a strong ability to think outside the box, finding unique solutions to complex problems.”
“You are always willing to experiment with new approaches, and they often lead to successful and innovative outcomes.”
“You inspire creativity in others by encouraging a collaborative and open-minded work environment.”
“You regularly contribute original and valuable ideas that enhance our projects and processes.”

Areas of Improvement Phrases:

“We appreciate your consistency but we believe you could benefit from taking more risks with your ideas, even if they are unconventional, to foster greater innovation.”
“You tend to focus on traditional methods, which can limit creativity. Embracing a more open approach could lead to more innovative solutions.”
“We know you have a lot of creative potential. You can improve your creative output by seeking inspiration from a wider range of sources and industries.”
“Have you considered working on developing your brainstorming techniques to generate a broader array of creative ideas.”
“Your commitment to excellence sometimes results in you overthinking new ideas. This can stifle innovation. Trusting your instincts more could help unleash your creative potential.”

Overall Performance Comments

We didn’t want to provide you with just very specific appraisal comments. Below we included some overall performance review comments and phrases that can be used in a variety of different performance appraisal scenarios.

Positive Overall Performance Review Phrases:

“You have exceeded expectations in your role and demonstrated exceptional performance alongside a strong commitment to our organization’s goals.”
“You show remarkable dedication and enthusiasm for your work, consistently delivering high-quality results.”
“You are a reliable and valued team member who regularly contributes innovative ideas and solutions.”
“You exhibit excellent leadership qualities, effectively managing your responsibilities and inspiring your colleagues.”
“You have shown significant growth and development over the past year, continuously improving your skills and performance.”
“We’ve noticed that you could be setting clearer goals and priorities to help focus your efforts and improve your overall performance.”
“You on occasion struggle with meeting deadlines. Enhancing your time management skills could lead to more consistent results.”
“We appreciate your effort but we believe there is still room to grow. You could build upon your overall performance by seeking regular feedback and actively working on areas for development.”
“You have a tendency to rely heavily on established methods. Being open to new approaches and ideas could enhance your effectiveness.”
“You could work on building stronger relationships with your colleagues to improve teamwork and collaboration.”

Examples of Self-Appraisal Comments by Employees

No performance review would be complete without a self-review on behalf of the employee. So here are some examples of self-appraisal comments by employees. If you have a performance appraisal coming up and you are not quite certain how you should phrase the self-review section, these employee self-review examples can surely be of assistance!

“I believe I always strive to exceed expectations in my role by delivering high-quality work and meeting deadlines efficiently.”
“I take pride in my ability to collaborate effectively with my team, fostering a positive and productive work environment.”
“I have demonstrated strong leadership skills by successfully managing projects and guiding my team to achieve our objectives.”
“I am committed to continuous improvement, regularly seeking out opportunities for professional development and skill enhancement.”
“I have effectively managed my time and resources, balancing multiple tasks and projects to ensure timely and successful completion.”
“I recognize that I need to improve my time management skills to better prioritize tasks and meet all deadlines consistently.”
“I acknowledge that I could benefit from seeking more feedback from my colleagues and supervisors to identify areas for growth.”
“I am working on enhancing my communication skills to ensure that my ideas and feedback are clearly understood by the team.”
“I realize that I sometimes hesitate to take on new challenges, and I am committed to being more proactive in seeking out opportunities.”
“I understand the importance of delegating tasks more effectively to empower my team and focus on strategic priorities.”

How to write performance review comments?

When you’re writing performance review comments, there are some things you should make sure your performance review comments always are. Three key things to keep in mind as you’re writing your performance review comments are:

1. Start with positive feedback: Begin your comments with positive feedback to set a constructive tone and make the employee feel valued.

2. Focus on behavior: Focus on the employee’s behavior, rather than their personality. This helps the feedback feel less personal and more actionable.

3. Avoid vague language: Avoid using vague language like “good job” or “needs improvement.” Instead, be specific about what the employee did well or what they need to work on.

What should I avoid saying in performance reviews?

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting. Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity. So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls. Negative Language Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback. Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.” Comparative Statements Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement. Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.” Vague Feedback Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement. Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.” Personal Criticisms Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality. Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

How to make supervisor comments and recommendations?

As a supervisor, it is your job to offer supervisor comments and recommendations to your direct reports. While this may seem like a mundane task at first, effective supervisor comments and recommendations can prove to be the most valuable out of all your performance review comments.

1. What is the point of your supervisor comments and recommendations? Many leaders fall under the false impression that since they are a supervisor, they are under the obligation to offer comments and recommendations. Unless there is a distinct purpose behind your supervisor comments and recommendations, you should abstain from handing them out. Or you will start skirting the dangerous line into the micro-management territory!

2. Do your homework first! To make sure your comments and recommendations as a supervisor are hitting the mark, you need to do your research and do it well! Some of the best ways to gather that information include:

Pulse Surveys 360-Degree Feedback Anonymous Feedback Check-in Meetings

3. Focus on solutions instead of problems. Instead of just pointing out problems, provide recommendations for improvement. Better yet, turn your feedback session into a discussion where you and your direct reports brainstorm on fixing any existing problems together. Supervisor comments and recommendations are opportunities to show your team that you’re in it together.

Here is a quick video tutorial on just how you can gather 360-degree feedback inside Microsoft Teams:

Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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100+ Most Useful Self Appraisal Comments for Your Next Performance Review

Improve your performance review process by encouraging employees to use appropriate self appraisal comments across 10+ parameters. (Free template inside)

In the recent years, there has been a lot of attention that is being given to employee feedback, performance reviews and evaluation as a part of the whole performance management system .

While a major focus has been to prepare managers to give feedback in a constructive and effective manner, paying attention to employee self evaluation is equally important. Knowing what self appraisal comments to use can play a major role in helping employees to effectively reflect and evaluate their performance and convey it effectively to the rest of the team.

Purpose of self appraisal

The purposes of employee evaluation and performance review in general have been talked about time and again. However, self appraisal takes the process of evaluation at a very personal and individual level, leading to a more pronounced understanding of an employee’s performance. Some of the top benefits of employee self assessment include:

Getting a true reflection of the contribution an employee perceives he/she has made to the organization
Ensuring that the employee formally makes an effort to evaluate their developmental areas
Facilitating self awareness for employees to ensure they are able to see the true picture
Helping the employees navigate their next steps in the professional journey

Read: Employee self assessment: How to write a great one

Benefits of self appraisal for the team and manager

In the section above, we have talked about the purpose or the need of self evaluation mostly from the perspective of the employee. However, self appraisal, when done correctly, has equally compelling benefits for the team as well as managers. A quick snapshot is captured below:

1. Higher engagement

With self appraisal, employees become active participants in their review and appraisal process, rather than simply being passive recipients. Consequently, they feel valued, motivated and the level of engagement increases. Furthermore, with greater engagement, levels of commitment, retention and productivity go up.

2. Greater alignment

When employees take a step back to reflect on their performance with self appraisal, they become more receptive to diverse ideas. Put simply, in the absence of self reflection, they will have a hard time gauging where they need to improve. Consequently, they will be defensive when a manager or the team gives them feedback on the same. However, self evaluation will help them accept the gaps and be open to learning and growing.

3. Development of a problem solving mindset

When employees reflect on their performance and identify the development areas, they will don a problem solving hat on to accelerate their professional journey. Through the course of time, this problem solving attribute will become a part of their skill set which will benefit the team and the manager greatly.

4. Higher accountability

As a result of greater alignment due to self reflection on the strengths and areas of development, teams will see a greater sense of accountability to bridge the gaps identified. Under conventional circumstances, performance improvement might be seen as just a tick in the box by employees. However, after self appraisal, employees truly acknowledge and accept the need to bridge those gaps and take greater ownership and accountability.

Download the printable Self Assessment Template and take the best practices to where you work. Click Here

100+ self appraisal comments

Now that you have an understanding of why self appraisal matters, let’s quickly look at how to make it most effective. If you are experimenting with self evaluation for the first time, it can be an overwhelming activity for your employees. It is human nature to feel uneasy when you’re expected to evaluate your own performance. However, if you provide your employees with some comments they can use for self evaluation as a starting point, you can make the journey easier for them.

Put simply, self appraisal comments are common statements that can be customized by your employees during the self evaluation process, especially, if they find themselves at a loss of words to describe their performance

These phrases are available for both strengths and areas of development to help employees paint a realistic picture of their performance. Here are the top 100 self appraisal phrases that you can use for different performance parameters.

1. Communication phrases

Use these self phrases to reflect on your clarity of communication, willingness to listen to others, etc.

Positive self appraisal comments

I am able to clearly share my ideas and opinions with the team
I keep my team members duly informed about my work and progress
I ensure that I respond to all emails in a timely and professional manner
I actively listen to and comprehend what others have to say
I excel at storytelling and presenting my ideas in front of a large audience

Phrases that indicate need for improvement

I find it difficult to get the right words to express my views
I am able to write down my thoughts well, but struggle to communicate them verbally
I hesitate in communicating my ideas to the top leadership
I get overwhelmed when I have to present to a large group
I need to work more on my email writing skills

2. Reliability phrases

These self evaluation phrases reflect how reliable or dependable you are for your team members, especially under special circumstances.

I diligently follow up on the work allotted to me
I have been able to meet 80% of the deadlines and have proactively informed about delays with the reason for all other times
I promptly respond to emails
I have an organized to-do list to ensure no work falls through the cracks
I ensure high quality of work consistently
I struggle to meet the deadlines more than 60% of the times
I find it hard to deal with multiple tasks at once
I get overwhelmed when the entire project depends upon me
My goal is to deliver at least 70% of the projects on time
I seek to be more proactive in communicating any delays to the leadership team

3. Ownership and initiative phrases

Using these self appraisal phrases can help indicate how invested or engaged you are in taking ownership of work without being asked to at times.

I like to participate in activities beyond my KRAs
I have taken ownership of at least 40% new projects allocated to our team
I am the first person in the team to raise my hand for something new
I enjoy spending 15-20% of my time on projects that I manage end to end
I took the ownership of the biggest client last quarter and the sales went up by 10%
I often shy away from taking responsibility and ownership of any project
I restrain myself to being a contributor than taking ownership and managing projects
I intend to take ownership of at least 1 new project in the next quarter
I find it difficult to take part in activities beyond my defined work
I intend to seek support from my manager to help me in getting over the phobia of underperforming when given the ownership

4. Attendance phrases

The following self appraisal comments are important to help review your performance on the basis of how punctual and attentive you are.

I always arrive office on time
I attend all meetings and inform in advance in case I am not able to attend any
I respect other people’s time and ensure that all my meetings start and end on time
I plan my time off in advance and inform my team members about the same
I do not take unnecessary breaks during office hours
I seek to be on work every time, and bridge the occasional gap that exists right now
I intend to plan all my vacation days in advance
I will ensure that I plan my meetings in advance with a clear agenda to ensure they don’t last longer than intended
I sometimes get carried away during breaks, I will ensure that I adhere to the break schedules
I will account for different factors and leave house early to reach office on time

If you forgot to download the template, here's the link for you again: Self Appraisal Template & Form

5. Teamwork phrases

Use these self evaluation phrases when you want to highlight your strengths/ areas of improvement of working with the team, your collaboration skills, etc.

I go out of the way to ensure that my team members are able to deliver their best
I actively seek inputs from all team members on every project
I actively participate in brainstorming sessions and team discussions
I encourage other team members to share their perspectives
I get along with almost everyone in the team
I find it a little difficult to mix up with all the team members
I will work on my confidence to share my ideas with the team
Occasionally, I tend to overlook the ideas shared by others, which I will work towards
I will focus on delegating work correctly to ensure maximum impact
I will attend most of the team meetings and participate actively

6. Creativity phrases

Creativity self appraisal comments can help you in reflecting on how effectively you are able to come up with novel and innovative solutions to challenges and new ideas to augment the impact and value created.

I am able to pivot my priorities and come up with new ideas based on changes in a project requirement
I like to experiment with new ways of addressing a problem
In the last quarter, I came up with a new marketing solution that increased our organic traffic by 15%
I am able to think out of the box even in pressure situations
While I rely on standard processes, I am not afraid of taking the risk to try something unique that can lead to better results
Occasionally, I find it difficult to break free from the established process for any task
I feel that at times, I restrain my creativity in the face of practicality
In the next quarter, I will focus on accepting new ideas and ways of work
Sometimes I make the situation more complex by adding too much creativity, when only a simple solution is needed
I tend to shy away from sharing my innovative solutions, preventing higher impact

Similar Read: 150+ performance review phrases for managers

7. Attention to detail phrases

The following phrase can create a picture of your quality of work and how much attention you pay while undertaking a particular task during your self reflection process.

I check all my work at least 3 times before submitting
I have a detailed to do list to ensure nothing falls through the cracks
Most of the work I deliver has negligible errors
I am extremely patient with each project I work on to deliver the best
I ensure delivering consistent quality of work in at least 90% of the projects
When I am working on multiple projects, I tend to miss out on attention to detail
Occasionally, when I am in a hurry, I tend to overlook minor errors
I miss proofreading my work at times
I find it hard to prioritize work, leading to some inaccuracies at times
I aspire to become more organized in the near future to ensure all requirements are taken care of

8. Job knowledge phrases

You can use these self appraisal comments to illustrate how well you understand what is expected out of you and how well you are able to deliver on the same.

I have a clear understanding of what I am expected to do as a part of my role
I understand the value my work is able to contribute to the overall organizational success
I was able to meet 80% of my OKRs in the last quarter
I stay updated on the latest trends and insights in my field
I take up training and upskilling every quarter to stay relevant for my role
Due to a multifunctional role, I find it difficult at times to understand the expectations
I sometimes struggle to explain to others what I do
I am not sure how I am able to create an impact for the organization
I seek to increase meeting my job expectations by meeting at least 70% OKRs in the next quarter
Occasionally, I find myself unprepared for the role, and plan to take up courses to address the same

9. Customer satisfaction phrases

Customer satisfaction self evaluation performance phrases help gauge how effectively you are able to address customer requests or complaints that leads to a higher Net Promoter Score, brand credibility, etc.

I respond to all customer queries within 24 hours
I have been constantly receiving high remarks on customer satisfaction surveys
I am always calm and patient when dealing with customer complaints
I have been able to increase the customer lifetime value for my customers by 15% in the last year
I am able to answer difficult questions for customers in a professional manner
At times, I find it difficult to respond to customers in a timely manner
I intend to ensure that I become more patient while dealing with customer complaints
I sometimes get overwhelmed when a customer raises an objection, which I seek to overcome
While I am able to handle customer service over phone/email, I intend to achieve the same for in-person customers
I intend to improve my score on customer satisfaction surveys by at least 10% in this quarter

10. Growth and development phrases

Finally, these self-appraisal comments can help you highlight your growth plans towards your professional development and impact on the organization.

I set personal growth plans every month to ensure a healthy balance
I have taken 2 trainings in the past quarter
I have a clear 5 year vision for my career and am taking ‘abc’ steps towards it
By the end of the year, I plan to complete 5 trainings in my domain
I believe learning and development is integral to success
I sometimes find it difficult to make time to upskill myself
In this quarter, I will try to take up at least two courses on technical skills
I struggle to identify the right courses for my skill set
I tend to leave trainings in between occasionally
In this quarter, I will focus on creating a professional development plan for myself

Self appraisal template

With a broad understanding of the more than 100+ self appraisal comments that you can use as a part of your self evaluation process, let’s move to this concluding section. Here, we will focus on sharing a few templates that employees can use to articulate their performance in an effective manner.

The self evaluation phrases mentioned above can be added at the right places in these templates to give a holistic picture of one’s performance. A few things to focus on include:

What you did
What was the result
What was the overall impact
What were your learnings
What are some areas of improvement

You can download this in PDF here: Customizable Self Evaluation Template

Template 1: Positive impact

In the last <performance period>, I have successfully <activity/ initiative undertaken> which led to <tangible impact (metrics)> for the organization.

My focus was on <a detailed view of everything that was done> which resulted in <accomplishments>.

Overall, I believe that I have been able to create an impact by achieving <top 3 achievements> and seek to amplify the same in the future.

Template 2: Areas of improvement

I believe that the last <performance period> has been full of learning and development for me.

While I was able to <quick snapshot of achievements>, I acknowledge that I need to pay attention to <areas of improvement>.

I believe that this focus will help me <intended outcome for improvement>.

Towards this, I will ensure that I consistently work towards <improvement plan (courses, behavioral changes)> to achieve <SMART goal>.

Wrapping Up

That said, self appraisal is an extremely crucial step of performance review. As a manager you must encourage your team members to provide honest reflection on their performance without being afraid of any negative consequences. Apart from providing the self appraisal comments mentioned above, you can also use assessment tools to make self appraisal a common practice within the organization.

Custom Pulse Surveys by SuperBeings can help you with understanding their needs and help you support them better. If interested, book a free demo today .

Sudeshna Roy

Hi There! I am Sudeshna. At SuperBeings, I lead our content strategy to bring you the best and latest on everything related to people management

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50+ most useful employee onboarding survey questions.

‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis

Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%?

However, only 12% of employees strongly agree their organization does a great job at onboarding new employees.

This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right.

Don’t let that happen to you. To onboard new employees like a pro, keep reading.

What is an onboarding survey?

By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential.

As an HR, you can get multiple insights from an onboarding survey, including:

what employees thought about the organization when they heard about it for the first time
how their impression changed over time
whether or not their experience aligns with their expectations, etc.

It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations.

Why are onboarding surveys important?

An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:

1. Retention

93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor.

20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.

Read: How to use eNPS for better employee engagement

3. Satisfaction and Engagement

Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job ’.

4. Performance

77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.

In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback.

Employee onboarding survey: Best practices

Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey.

1. Set the cadence

You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over.

“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.

2. Identify critical areas and build questions

Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:

In the first 30 days, you should focus on themes like:

Orientation process
Initial thoughts
Expectation alignment
Recruitment process
Onboarding experience

In 60 days, you can touch on themes like:

Knowledge transfer
Level of engagement and satisfaction
Induction process

By the end of 90 days, focus should shift towards:

Manager support
Role clarity
Likelihood to stay
Organizational alignment

Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization.

3. Roll out the survey for participation

Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate.

4. Follow up

Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context.

Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help

5. Take action

Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning.

Sample onboarding survey questions for 30-60-90 day review

Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.

You can also download these questions as a template and use it whenever you need. Click here to download

1. Onboarding survey questions for 30 day review

A) onboarding and orientation process.

How can we change or improve the onboarding process?
What did you like most about the onboarding process?
Was the orientation interactive and engaging?
Did the onboarding process meet your expectations?
Do you feel welcome and proud to be working here?
How would you rate the duration and quality of your onboarding experience?
How would you describe your first day?

b) Decision related questions

What were the top 3 reasons for joining this company?
Do you think those reasons have been met?

c) Technical training and knowledge transfer

Have you received the training that you were promised during your induction?
Did the training meet your expectations and was accurately described during the hiring process?
Is the training relevant to your roles and responsibilities?
Were adequate tools and materials shared during training to facilitate knowledge transfer?

2. Onboarding survey questions for 60 day review

A) engagement related questions.

Would you recommend the company to others in your network?
Do you see yourself working here in 2 years?
Do you feel motivated to come to work in the morning?
Do you feel prepared for your role?

b) Onboarding experience

Did the first 30 days of onboarding go as expected?
What is the one thing you would like to change from your experience so far?

c) Company policies

Are you clear on the different company policies shared with you?
Do you have any concerns about any of the policies that you would like to highlight?
Do you think any policy is missing that you think must be a part of our governance?

d) Questions about team

Have your team members been integral in smooth onboarding?
Have you been able to connect and collaborate with all your team members?
Do you consider your team members to be welcoming and inclusive?
What is the thing you would like to change about how your team works currently?

e) Reflection questions

Have you been able to achieve the goals you set out for your 60 days?
How has your journey been so far?
What has been your biggest accomplishment in 60 days?
What are some achievements you would like to ensure in the next 30 days?

3. Onboarding survey questions for 90 day review

A) role and expectation clarity.

Do you have an understanding of what is expected from you as a part of this role?
Is your role similar to what was communicated to you during the hiring process?
Do you have the necessary resources you need for the role?
Do you have clarity of your goals?
Do you understand how your work will be evaluated?
Does your role meet your career aspirations?
What do you think is the most difficult part about your role?
What excites you most about your current role?
Do you understand the importance of the work you do?

b) Organizational alignment

Do your values align with the organizational values?
Do you believe in the vision and mission of the organization?
Do you believe your ideas are valued?
Do you have clarity on the organization’s future plans and do you align with them?
Do you see yourself as a part of this organization 5 years from now?

c) Manager support

Have your conversations with the managers been effective?
Does your manager support your career aspirations?
Does your manager provide you with the necessary support to perform your role effectively?
Do you receive regular feedback from your manager?
Does your manager include you in key discussions, wherever applicable?

d) Other questions

What are some of the challenges you have faced so far?
Do you feel your onboarding was successful?
How can we help you in improving the overall experience?
Do you feel included and accepted by everyone in the team?
How do you see yourself progressing from here?
Do you have access to all the information you need?

Wrapping up (TL:DR)

By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc.

You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others.

Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process.

Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.

Thus, consider partnering with a survey platform which enables you to:

Use science-backes best practices onboarding survey templates
Track employee milestones automatically and roll out surveys on due date with zero to minimal manual intervention
Integrate surveys with existing chat tools for reminders and sending out survey questions
Use NLP for decoding sentiments behind open comments to understand the reason behind each response
Use other employee engagement surveys to get the whole picture of new hire engagement

How to Give Constructive Feedback? (With Examples)

When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.

Research shows that 92% of people believe that constructive feedback is effective at improving performance.

In this article we will help you understand how you can give constructive feedback and examples you can leverage.

What is constructive feedback?

Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same.

Importance of constructive feedback

Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:

Improves performance : It enables your team members to understand how they can perform better with specific inputs on areas of improvement
Reinforces expectations : It helps your employees clearly gauge what is expected out of them in terms of performance, and sets clear deliverables and measurement parameters to avoid any surprises during performance appraisal
Boosts morale and confidence : It involves also appreciating employees for a job well done and illustrates how they can become a better version of themselves
Facilitates employee stickiness: It ensures that employees see your organization which cares about their professional growth and encourages them to stick around longer, and even act as advocates for others.

Positive feedback vs constructive feedback

When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:

Positive feedback focuses on a job well done and highlights where an employee has excelled. Whereas, constructive feedback talks about areas of improvement and action items for desirable outcomes.
While positive feedback seeks to reinforce the positive behavior, constructive feedback focuses more on facts and traits.
Positive feedback is a reflection of the past performance and doesn’t necessarily have a futuristic orientation, however, constructive feedback takes reference from the past to feed better performance in the future.
“Your presentation during the board meeting was crisp and informative” is an example of positive feedback. Whereas, “While your presentation was informative, you can focus more on articulation to ensure that all your research is communicated in a way that everyone is able to understand. Using pointers can help here”, is an example of constructive feedback.

In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development.

How to give constructive feedback

With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner.

1. Decide when to give the constructive feedback

The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either.

2. Set the context and build trust

Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say.

3. Share your reflections

Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.

4. Give specific examples

When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines . Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.

5. Balance positive and negative

With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.

However, simply pointing out their weaknesses or negatives in their performance will not help . You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback.

6. Be empathetic

Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked.

7. Don’t make it personal

Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator.

8. Encourage response from the other side

While you are delivering the constructive feedback, you have to make sure it is a dialogue.

The idea is to give the other person enough room to share their side of the story.

Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down.

9. Discuss potential solutions

Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same.

10. Create a time bound action plan

Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to.

Read our article on Start Stop Continue Feedback to give action oriented feedback

20 Constructive feedback examples

Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.

1. Communication skills

Example of how to give constructive feedback.

I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.

Example of how not to give constructive feedback

You have not kept your team updated about your work, this is highly unprofessional.

2. Attention to detail

I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work.

You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated.

3. Time management

I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed.

You have missed your deadline again, it seems like you are not serious about you work.

4. Goal achievement

I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals.

Are you even serious about your work, your level of goal achievement indicates otherwise.

5. Absenteeism

I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible.

You have been missing all meetings lately, this tardiness is not appreciated.

6. Problem solving

I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.

You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.

Wrapping up

Constructive feedback is integral to organizational success. Here are a few things to keep in mind:

Always use facts and examples to deliver constructive feedback
Don’t forget to differentiate between positive and constructive feedback
Make sure you have practical tips or suggestions
Leverage specific constructive feedback examples for specific performance problems, instead of being vague

50 top 360 degree feedback question examples

150 performance review phrases

How to Use Performance Management Cycle for High Performance Teams

While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams.

What is a performance management cycle?

Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.

Understanding 4 stages of the performance management cycle

While you may want to divide your performance management cycle into any number of stages, mostly there are four stages.

The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:

Set SMART goals of OKRs based on the performance expectations
Have clear KPIs or metrics which you will use for performance appraisal
Clarify how individual goals or OKRs contribute to organizational vision

Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels.

Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:

Regular one-on-one meetings to review performance so far
Providing feedback to your team members on what you think has been going well and what needs to improve
Relooking at goals in case they are behind or ahead of schedule in terms of achievement
Understanding the kind of extra support or resources your team members might need to improve their performance
Having candid conversations with your employees on wellbeing, professional development objectives, and other factors which may impact performance, morale and engagement

The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better.

The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:

Shed any performance review biases that might come your way, including primacy effect, recency bias, halo/horns effect, etc.
Give your employees concrete examples and facts to support your review, rather than being vague and ambiguous
Should try to get 360 degree feedback and review for your team members
Answer some of the following questions to create an informed review:
Did the employee achieve the goals set out?
What were the key enablers in their achievement?
Did you observe growth in the employee during the performance management cycle?
Did the employee share any concerns, and were they addressed?

Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth.

Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:

Healthy increments and promotions
Public appreciation through social media, company intranet
Bonuses and other incentives
Rewards like vouchers, gifts, etc.

This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture.

Why is a performance management cycle important?

Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:

Clearly define goals and expectations from your employees to drive directed performance.
Keep your employees engaged. When you constantly connect with your employees for 1-o-1 meetings and consistently take interest in their performance improvement, they are likely to feel engaged, satisfied and motivated.
Address performance challenges preemptively and provide your employees with corrective actions, resources and support to bridge performance issues.
Retain talent as employees who feel that their performance is being valued and receive regular feedback tend to stay longer at an organization.

Top 4 ways in which performance management cycle leads to high performance

In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:

Clarifies KPIs and metrics

What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it.

Boosts recognition

A key part of the performance management cycle is the rewards and recognition . When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.

Facilitates communication and feedback

Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture.

Ensures appropriate training

One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results.

Top tips for managers for effective performance management cycle

As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:

Invite employee participation and make the OKR setting process collaborative and action oriented
Provide constructive feedback to your employees, instead of being too sweet or too negative
Help your employees access the right resources and training they need to meet their goals
Give your employees a safe space to share their concerns and challenges
Don’t micromanage your employees in the name of monitoring
Be open about relooking at the goals in case of a misalignment as you move along the performance management cycle

Benefits of using a performance management tool

A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits.

Performance snapshots

Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.

1:1 conversations

Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.

Compare performance

Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters.

How to create a high performance culture using OKRs

7 steps to effective performance management system

12 common performance review biases to avoid

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Teamwork skills self-appraisal comments: 40 example phrases

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Performance review phrases for excellent teamwork skills

Performance review phrases for satisfactory teamwork skills, performance review phrases when teamwork skills need improvement, feedback to improve teamwork skills, 8 self-appraisal questions to assess your teamwork skills.

Teamwork makes the dream work.

At least, that’s what they say. But when it comes to teamwork, feedback and guidance are just as important as collaboration. There are plenty of types of feedback — and knowing which feedback lever to pull is important.

If you’re managing a team (or in a self-managed team ), consider ways you can use communication and feedback to unlock your team’s potential.

Use these practical examples of teamwork self-appraisal phrases, sample comments, and templates for your performance review , 360 feedback survey, or manager appraisal. The following examples relate don't just relate to teamwork. Use them for relationship-building, peer relationships, motivation , building enthusiasm, and employee engagement .

You are always willing to coach others and you often make yourself available to demonstrate your learning to the team around you. Well done.
You are extremely well mannered, often treating people with dignity and respect they deserve. As a result, people feel they can approach you about any problems they may have
You treat every suggestion or request equally. Great! Keep it up!
Trustworthiness is one of your key traits. You create an environment of open communication between your colleagues. Well done!
You often share the achievements of projects with the team. You are a very humble and down-to-earth person. Great work!
You approach conflict logically and rationally. You don't often let the emotions of others cloud your judgment. Keep it up!
When the team has an issue, you identify and resolve the problem quickly and easily.
You have no problem getting along with everyone in the organization, no matter what their position is.
You often put the team first! You are the go-to person when problems need solving and you always put your personal problems aside. The team could really take a leaf out of your book.
When providing feedback , you often encourage and motivate the right behavior. Well done!
You communicate ideas and opinions clearly to other team members.
You receive constructive feedback well from other team members. You also give constructive feedback from time to time, which has been helpful.
Your confidence has improved. You show confidence when making decisions for the team.
I feel like your leadership skills have shown improvement. You have a good ability to influence others and lead by example.
You tend to build relationships with other team members well but could do a better job of making sure all stakeholders are informed. Great work making sure everything is completed on time.
You build rapport with others well and make your teammates feel appreciated.
You’re good at regulating your emotions . You know how to express your feelings in non-confrontational ways.
You’re observant and intuitive. You are quick to notice when tension might be building within the team and take action as needed.
You model empowerment for others but you could encourage more of it. Do more of asking others to speak up in meetings.

team-skill-self-appraisal-comments-team-meeting-people-laughing

I feel you allow your team to have too much freedom. This can be great if they effectively complete projects in time, however at this stage they seem to easily get sidetracked with other tasks.
You tend to act alone in most projects. Try to become more involved with the team, they could do with your input.
You tend to shy away from assignments that require group efforts. Remember that team effort can yield greater results.
Try and remember that your opinions are only opinions and not necessarily the best way to deal with projects and tasks. Employees should be encouraged to challenge the opinions of their leaders.
You tend to crave personal recognition, which results in the team feeling impartial and detached from any of your decisions. Try to praise others more.
You tend to domineer others, which puts people off and leads to misjudgment. Try to encourage others to contribute too.
Try to interact and communicate with your team more often. Open communication leads to a trusted and engaged work environment.
Often co-workers will have ideas but you can shut them down. Sometimes your teammates will have really great ideas. Try to create an environment that encourages this.
When you are the manager of a team, you need to understand what motivates others . By understanding motivations, you can encourage them to do their best.
Remember people will trust you more when you get to know them. Take the time to have conversations with people.
You could be more receptive to feedback . Try to reframe your perspective on feedback — it’s coming from a place of care.
When coaching your peers, try to have a more hands-on approach and provide constructive reinforcement amongst the team.
Try to have regular check-ins with employees to gauge where their heads are at and where they feel they need improvement.
Remember to offer training to enhance the team's effectiveness and identify weaknesses in teams.
When groups underperform, try to take appropriate action to address the issues in the team.
When teams are performing above and beyond their defined task, remember to reward and recognize your employees .
Try to engage the team more. Guide them to embrace change .
You’re really good at understanding individual teams. Try to create a cross-functional department, using the skills from each department to boost productivity .
You’re good at delegating responsibility. However, try to foster an environment where your colleagues take responsibility automatically.
Try to communicate the team's vision and expectations so that they fall in line with the company’s overall goals and vision.
You’re good at providing feedback with group accountability. However, try to be more constructive so that teams can learn and develop the necessary skills.

team-skill-self-appraisal-comments-employee-in-team-meeting

If you’re wondering how you’re doing with your teamwork skills, try asking yourself some of these questions . With a self-evaluation , you can gain insight into your teamwork skills.

When have you encouraged others to speak up or voice their perspective?
When was the last time you put the teams’ goals ahead of your own goals?
What has been your biggest challenge with your team in the last 3 months? What was your role in solving that challenge?
What’s been your biggest team accomplishment in the last 3 months? What was your role in reaching that goal?
Do teammates or peers seek advice or input from you often?
When was the last time you publicly recognized a teammate for their contributions?
How do you promote a team-oriented work environment?
When’s the last time you gave a teammate positive feedback ?

Fine-tune your collaboration skills

It’s rare (and dare we say, impossible) to have a successful career without teamwork. The secret to high-performing teams lies in a team that works well together .

In the workplace, teamwork is a muscle that we all need to build. But for most (if not all) of us, it takes practice.

BetterUp can help fine-tune your teamwork skills. At BetterUp, we’re here to help everyone live with purpose, clarity, and passion . And to unlock your team’s potential, you have to understand the whole person . You have to understand who your teammates are as people, what their strengths are, and how to empower them.

Get started with virtual coaching . With BetterUp, you can help your team thrive in an ever-changing world.

Understand Yourself Better:

Big 5 Personality Test

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

What will make or break your next role? Find out why teamwork matters

7 critical teamwork skills and how to develop them, 8 strategies to collaborate effectively in the workplace, the importance of teamwork in the workplace with tips to improve, 6 career changes for teachers that truly pay off, 17 essential transferable skills to boost your job search, 10+ interpersonal skills at work and ways to develop them, 8 hard and soft skills a project manager should have, 20 marketing skills professionals should have in 2023, 31 examples of problem solving performance review phrases, 30 communication feedback examples, 7 collaboration interview questions and how to answer them correctly, 30 leadership feedback examples for managers, 30 customer service review examples to develop your team, 50 teamwork quotes to motivate and inspire your team, 37 innovation and creativity appraisal comments, 10 performance review tips to drastically move the needle, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Problem solving: Performance Review Phrases Examples

Problem solving: sample phrases to write a performance appraisal feedback.

More From Forbes

15 self-appraisal questions for peak-performing leaders.

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Dr. Abiola Salami | Performance strategist with valuable insights for high-performing professionals, entrepreneurs & nation-builders | CHAMP

Leadership performance is under threat. Many leaders assume that leadership development is a reward rather than an intentional, structured plan to move them through a growth process in support of their continuous improvement on their leadership journey.

There are also leaders who assume that excellent financial performance equals excellent leadership performance. For these leaders, the end result justifies the means. They erroneously use their financial performance to excuse their excessive and many times toxic behaviors. Sadly, some organizations continue to celebrate toxic leaders because of their excellent financial performance, thereby mainstreaming toxicity across the organization. But according to research , "Toxic leadership behaviors lead to turnover intention, decreased satisfaction, lack of commitment, and low performance and psychological stresses such as anxiety, depression, fatigue and detachment."

Peak-performing leaders understand that excellent financial performance is just a subset of peak performance. They understand that employee metrics such as attrition, engagement, development, psychological safety and welfare are critical measurements of peak performance. These leaders therefore understand that leadership development is a continuous journey of improvement.

The world is in need of peak-performing leaders. In a rapidly evolving world, strong, empathetic, courageous and visionary leaders are more crucial than ever. We are at a turning point where individuals are stepping up as disruptors, building thought leadership with the courage and determination to add value and lead.

Peak-performing leaders commit to examining their leadership performance from time to time. When you conduct an honest appraisal of yourself, you will discover your strengths and possible areas of improvement. With these, you can consolidate your strengths and seek intervention for improvement where necessary.

Using a scale of zero to five for the grading, with zero being "not at all," leaders can leverage the following fifteen questions to appraise their leadership performance. The questions apply whether you are leading a small team, a division or an entire organization across multiple functions and continents.

1. How committed am I to my development as a leader?

This question is asking if you have taken steps to improve your leadership skills within the period under review. As a peak-performing leader, you must prioritize your growth—less ego, more education.

2. Did I resolve the last conflict on my team with the best outcome possible?

This question helps determine whether you enable conflict, avoid conflict or resolve it with the best outcome for both the stakeholders in conflict and the team.

3. How often do I practice open communication with my team?

This question is asking if you are intentional about productive communication on your team. As I've written before , "Leaders who are productive communicators—and ultimately peak performers—are intentional about how they engage with others. They understand that true communication begins with listening and thinking. More importantly, high-performing leaders encourage feedback because they know communication doesn’t necessarily mean they must have the final word."

4. Do I acknowledge the contributions of team members even when I disagree with their point of view?

This question is seeking to learn how you engage when you encounter opposing views on your team. It also seeks to learn how flexible you are, especially when your team members have a superior opposing argument. As a peak-performing leader, you must understand that your role is to guide your team toward making the best decisions for the attainment of the organization's goals.

5. Would my team members describe me as available and accessible to them?

This question seeks to learn how busy, available or accessible you are for the team.

6. Would my team members describe me as one who leads by example?

This question is seeking to learn about your personal integrity as a leader.

7. Do my team members perceive me as a responsive leader when it comes to their on -the-job struggles?

This is exploring how you respond to work-related issues for your team. It also seeks to see how compassionate you are as a leader.

8. Do my team members perceive me as a responsive leader when it comes to their off -the-job struggles?

On a related note, this question explores how you respond to non-work-related issues for your team.

9. From my perspective, how well do I think I really listen to my team members?

Would your team members say you listen to them?

10. How well do I collaborate with my team?

Leadership shouldn't be a lonely journey. This question seeks to show how well you collaborate with your team members in problem-solving and decision-making.

11. Do I know the strengths and areas of improvement of the team members directly reporting to me?

This question seeks to understand your level of awareness of your team members.

12. Do I delegate responsibility based on unique strengths and areas of improvement?

Appraise your style of delegating responsibility.

13. Judging by short-term outcomes and staff attrition, how well do I motivate my team?

This question seeks to understand the results of your efforts (or lack of effort) at motivating your team.

14. How intentional am I about building a cohesive team?

This question is a good way to evaluate your commitment to fostering cohesion in your team.

15. Do I champion a leadership development program for my team?

This question seeks to understand your commitment to developing your team members. It also seeks to understand the initiatives you deploy to develop them.

Do your best to answer the question as honestly as possible. You may discuss your results with your team members to confirm some of your responses. You can also discuss the result with your mentor or coach.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

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42 Project Manager Self-Evaluation Comments Examples

By Status.net Editorial Team on May 27, 2023 — 15 minutes to read

As a project manager, self-evaluation is a crucial part of improving your skills and achieving success in your role. By regularly assessing your strengths and weaknesses, you can identify areas for improvement and develop strategies to enhance your performance. In this article, we will provide some self-evaluation techniques and examples of self-evaluation comments for project managers.

One example of a self-evaluation technique is to conduct a personal SWOT analysis. This involves identifying your strengths, weaknesses, opportunities, and threats. By analyzing these factors, you can gain a better understanding of your skills and the areas where you need to improve. For example, if you identify that your communication skills are a weakness, you can develop strategies to improve your communication with team members and stakeholders.

Related: Personal SWOT Analysis: Unlock Your Potential in 4 Steps

Another self-evaluation technique is to solicit feedback from others. This can include feedback from team members, stakeholders, and other project managers. By gathering feedback from others, you can gain a better understanding of how others perceive your performance and identify areas where you can improve. For example, if a team member provides feedback that you need to be more organized in your project planning, you can develop strategies to improve your planning skills. Learn more: How to Gather Honest Employee Feedback Effectively

Why Self-Evaluation is Important for Project Managers

Benefits of self-evaluation.

Improved Performance: Regular self-evaluation can help you identify areas where you need to improve, and by addressing these areas, you can improve your overall performance and achieve better results.
Increased Self-Awareness: Self-evaluation can help you become more aware of your own strengths and weaknesses. This can help you make better decisions and communicate more effectively with your team. Related: How to Cultivate Self-Awareness (10 Tips)
Better Communication: Self-evaluation can help you identify communication issues that may be hindering your team’s performance. By addressing these issues, you can improve communication and build stronger relationships with your team members. Related: How to Improve Key Communication Skills and What is Your Communication Style? (4 Types with Examples)
Career Advancement: Self-evaluation can help you identify areas where you need to improve in order to advance your career.

The Impact of Self-Evaluation on Professional Development

Self-evaluation can have a significant impact on your professional development as a project manager. By regularly evaluating your own performance, you can:

Identify Skill Gaps: Self-evaluation can help you identify areas where you need to develop new skills or improve existing ones. This can help you take on new challenges and advance your career.
Set Goals: Self-evaluation can help you set realistic goals for your professional development. By setting goals, you can focus your efforts and achieve better results.
Track Progress: Self-evaluation can help you track your progress towards your goals. This can help you stay motivated and make adjustments as needed.
Increase Confidence: Self-evaluation can help you build confidence in your own abilities. By recognizing your strengths and accomplishments, you can feel more confident in your role as a project manager.

Project Manager Self-Evaluation Examples

Communication skills:.

Project managers need to have strong communication skills to effectively convey project goals, objectives, and expectations to team members, stakeholders, and clients.

Examples of positive comments:

“I am able to clearly communicate project goals and objectives to team members and stakeholders.”
“I am comfortable presenting project updates to clients and addressing any questions or concerns they may have.”
“I am able to write clear and concise project documentation that is easy for team members to understand.”

Examples of comments that indicate a need for improvement:

“I sometimes struggle to explain technical concepts to non-technical team members or stakeholders.”
“I have a tendency to use jargon or technical terms that may not be familiar to everyone on the team.”
“I could improve my active listening skills to ensure that I fully understand others’ perspectives before responding.”

Related: Active Listening (Techniques, Examples, Tips)

Leadership Skills:

Project managers are responsible for guiding their team towards successful project completion. Assess your ability to inspire and motivate team members, delegate tasks, and provide guidance and support when needed.

“I am able to inspire and motivate team members to work towards project goals.”
“I am comfortable delegating tasks to team members based on their strengths and expertise.”
“I am able to provide constructive feedback to team members and help them develop their skills.”
“I sometimes struggle to balance the needs of individual team members with the needs of the project as a whole.”
“I could improve my ability to recognize and address team members’ concerns or issues before they become bigger problems.”
“I could be more proactive in identifying and addressing potential roadblocks or obstacles to project success.”

Related: 10 Main Leadership Styles: 41 Traits and 28 Strengths

Time Management Skills:

Project managers need to be able to manage their time effectively to ensure that projects are completed on time and within budget. Reflect on your ability to prioritize tasks, manage deadlines, and make efficient use of your time.

“I am able to prioritize tasks effectively to ensure that the project stays on schedule.”
“I am comfortable setting deadlines and holding team members accountable for meeting them.”
“I am able to adjust project timelines as needed to accommodate changing circumstances.”
“I sometimes struggle to accurately estimate how long tasks will take, which can lead to delays later in the project.”
“I could improve my ability to manage my own time more efficiently to ensure that I am able to complete tasks on schedule.”
“I could be more proactive in identifying potential delays or issues that may impact the project timeline.”

Related: 10 Strategies to Improve Your Time Management Skills

Timeboxing: Mastering Productivity (with Examples)

Problem-Solving Skills:

Project managers need to be able to identify and address problems that arise during the project lifecycle. Assess your ability to analyze problems, develop effective solutions, and implement them in a timely manner.

“I am able to analyze problems and develop effective solutions that address the root cause.”
“I am comfortable brainstorming ideas with team members to come up with creative solutions to complex problems.”
“I am able to adapt my problem-solving approach based on the specific needs of the project.”
“I sometimes struggle to identify the root cause of a problem, which can lead to ineffective solutions.”
“I could improve my ability to think outside the box when it comes to problem-solving, and not rely solely on tried-and-true methods.”
“I could be more proactive in identifying potential issues before they become major problems that impact the project.”

Related: What is Problem Solving? (Steps, Techniques, Examples)

Technical Skills:

Project managers need to have a solid understanding of the technical aspects of the project, including project management methodologies, tools, and software. Reflect on your technical skills and identify areas where you may need to improve.

“I have a solid understanding of project management methodologies and tools.”
“I am comfortable using project management software to track project progress and communicate with team members.”
“I am able to quickly learn new tools or software as needed for the project.”
“I could improve my understanding of certain technical concepts related to the project.”
“I am not as comfortable with certain project management tools or software as I would like to be.”
“I could benefit from additional training or education to improve my technical skills.”

Teamwork Skills:

Project managers need to be able to work collaboratively with team members and stakeholders to ensure the success of the project. Assess your ability to build strong relationships, communicate effectively, and resolve conflicts.

“I am able to build strong relationships with team members and stakeholders.”
“I am comfortable working collaboratively with others to achieve project goals.”
“I am able to resolve conflicts or disagreements in a constructive and respectful manner.”
“I sometimes struggle to communicate effectively with team members who have different communication styles or personalities than my own.”
“I could improve my ability to work effectively with team members who have different backgrounds or perspectives than my own.”
“I could benefit from additional training or education to improve my teamwork skills.”

Related: How to Resolve Employee Conflict at Work [Steps, Tips, Examples]

How to Manage Conflict in the Workplace [with Examples]

Adaptability:

Project managers need to be able to adapt to changing circumstances and adjust their plans accordingly. Assess your ability to be flexible, open-minded, and willing to learn from mistakes.

“I am able to adapt to changing circumstances and adjust project plans as needed.”
“I am comfortable working in a fast-paced environment where priorities can change quickly.”
“I am able to remain calm and focused in the face of unexpected challenges or setbacks.”
“I sometimes struggle to adjust my plans or priorities when unexpected issues arise.”
“I could improve my ability to remain flexible and open-minded when things don’t go as planned.”
“I could benefit from additional training or education to improve my adaptability skills.”

Example of a Project Manager Self-Evaluation

“As a project manager, I believe that I have been able to effectively manage projects and ensure that they are completed on time, within budget, and to the satisfaction of all stakeholders. Here are some specific examples of my accomplishments over the past year:

Project Planning: I am skilled at developing project plans that are comprehensive and aligned with business objectives. For example, I recently led a project to develop a new software application for a client. I worked closely with the client to understand their requirements and developed a detailed project plan that included timelines, milestones, and resource allocation.
Communication: I am able to communicate effectively with all stakeholders, including clients, team members, and senior management. I regularly provided project status updates to the client and ensured that they were informed of any issues or risks that could impact the project. I also held regular team meetings to ensure that all team members were aligned and working towards common goals.
Risk Management: I proactively identify and address potential project risks and issues. I recently identified a potential risk related to the availability of a key resource. I worked with the resource manager to ensure that the resource was available when needed and developed a contingency plan in case the resource was not available.
Team Management: I am able to foster a positive team culture and encourage collaboration and open communication. For example, I recently led a team of developers to develop a new software application. I encouraged the team to work together and share ideas, which resulted in a more innovative and effective solution.
Budget Management: I am able to manage project budgets effectively and ensure that projects are completed within budget constraints. I recently led a project to develop a new marketing campaign for a client. I worked closely with the client to understand their budget constraints and developed a project plan that was aligned with their budget.
Quality Management: I am able to manage project quality effectively and ensure that deliverables meet or exceed client expectations: I recently led a project to develop a new website for a client. I worked closely with the client to ensure that the website was user-friendly and met their branding guidelines.
Continuous Learning: I am committed to continuous learning and development to improve my skills as a project manager. I recently attended a project management conference where I learned about new project management methodologies and tools.

Overall, I believe that I have been successful in my role as a project manager. However, there are areas where I can improve. Here are some areas where I plan to focus on in the coming year:

Delegation: While I am able to delegate tasks and responsibilities effectively, I sometimes struggle with delegating authority. I plan to work on delegating more authority to team members to empower them to make decisions and take ownership of their work.
Conflict Management: While I am able to manage conflict and resolve issues in a constructive manner, I sometimes struggle with managing conflicts that involve team members with different personalities or work styles. I plan to work on developing my conflict management skills to better handle these types of situations.
Process Improvement: While I am able to identify and implement process improvements to increase project efficiency and effectiveness, I sometimes struggle with identifying areas where improvements can be made. I plan to work on developing my process improvement skills to better identify areas for improvement.
Time Management: While I am able to manage project schedules effectively, I sometimes struggle with managing my own time. I plan to work on developing better time management strategies to ensure that I am able to balance competing priorities and meet project deadlines.

In conclusion, I believe that I have been able to effectively manage projects and achieve project success, and I am committed to continuous learning and development to improve my skills as a project manager and ensure that I am able to meet the evolving needs of clients and stakeholders.”

Self-Evaluation Questions for Project Managers

As a project manager, it is important to evaluate your performance regularly. Here are some self-evaluation questions that can help you assess your skills and identify areas for improvement:

Did I effectively communicate project goals and expectations to my team?
Did I provide clear feedback and guidance to team members throughout the project?
Did I manage project resources efficiently and effectively?
Did I identify and address project risks in a timely manner?
Did I meet project deadlines and deliverables?
Did I maintain a positive and productive work environment for my team?
Did I effectively handle conflicts and challenges that arose during the project?
Did I learn from my mistakes and implement changes to improve future projects?

Self-Evaluation Template for Project Managers

In addition to asking yourself questions, you can also use a self-evaluation template to assess your performance. Here is an example of a self-evaluation template for project managers:

Skill/Competency	Rating (1-5)	Comments/Examples
Communication	4
Resource Management	3
Risk Management	5
Time Management	4
Leadership	4

Related: 60 Self-Performance Review Goals Examples

How to Use Self-Evaluation to Improve Performance

Using self-evaluation to identify areas for improvement.

Self-evaluation is an excellent tool for identifying areas where you can improve your performance as a project manager. By taking a step back and looking at your work objectively, you can see where you might be falling short and what you can do to improve. One way to do this is to ask yourself questions like “What are my strengths and weaknesses?” and “What areas do I need to work on?”.

Using Self-Evaluation to Set New Goals

Another way to use self-evaluation is to set new goals for yourself. By identifying areas where you need to improve, you can set goals that will help you achieve the level of performance you want. For example, if you realize that you need to improve your communication skills, you might set a goal to attend a public speaking course or to practice your communication skills in team meetings.

Using Self-Evaluation to Measure Progress

Once you have identified areas for improvement and set new goals, self-evaluation can help you measure your progress. By regularly evaluating your performance, you can see how far you have come and what you still need to work on. This can be motivating and help you stay on track.

Using Self-Evaluation to Receive Constructive Feedback

Self-evaluation can help you receive constructive feedback from others. By asking your team members, colleagues, and superiors for feedback on your performance, you can get a better understanding of how others perceive you. This can help you make adjustments and improvements to your work.

How Self-Evaluation Can Help in Performance Reviews

Self-evaluation is an essential tool that project managers can use to prepare for performance reviews. By evaluating their own performance, project managers can identify their strengths and weaknesses, set goals for improvement, and develop a plan to achieve those goals. This process can help project managers identify areas where they need additional training or support, and can also help them communicate their accomplishments and contributions to their supervisors.

During a performance review, project managers can use their self-evaluation as a starting point for discussion with their supervisor. This can help ensure that the review is focused on specific goals and accomplishments, rather than generalities or subjective impressions. By using specific examples and data to support their self-evaluation, project managers can demonstrate their value to the organization and make a strong case for recognition and advancement.

Using Self-Evaluation for Career Development

Self-evaluation can also be a valuable tool for career development. By reflecting on their own skills, interests, and goals, project managers can identify opportunities for growth and development within their current role or in other areas of the organization. This can help project managers take ownership of their career path and make informed decisions about their professional development.

In addition to identifying areas for growth and development, self-evaluation can also help project managers build a case for promotion or advancement. By demonstrating their strengths and accomplishments, project managers can make a strong case for why they are ready for new challenges and responsibilities.

How Self-Evaluation Can Help with Promotion

Self-evaluation can be particularly valuable when seeking promotion or advancement. By reflecting on their own skills, accomplishments, and contributions to the organization, project managers can build a strong case for why they are ready for a new role or increased responsibility. This can help project managers demonstrate their value to the organization and make a compelling case for promotion. In addition to building a case for promotion, self-evaluation can also help project managers prepare for the interview process. By reflecting on their own accomplishments and contributions, project managers can develop compelling responses to interview questions and demonstrate their readiness for the new role.

Related: How to Build Trust in the Workplace [18 Effective Solutions]

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Self-evaluation is an essential aspect of professional development. It helps you to identify areas of improvement and measure your progress towards achieving your goals. By evaluating your problem-solving skills, you can identify your strengths and weaknesses and take steps to improve your performance. Problem Solving Self-Evaluation Comments Examples I was able to identify the root...
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15 Self-Appraisal Questions For Peak-Performing Leaders. Abiola Salami. ... This question seeks to show how well you collaborate with your team members in problem-solving and decision-making.
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As a project manager, self-evaluation is a crucial part of improving your skills and achieving success in your role. By regularly assessing your strengths and weaknesses, you can identify areas for improvement and develop strategies to enhance your performance. In this article, we will provide some self-evaluation techniques and examples of self-evaluation comments for project...

80+ Helpful Self-Appraisal Comments for Your Performance Review

What is self-appraisal?

What is the purpose of self-appraisal?

1. Understanding Your Performance

2. Identifying Areas for Improvement

3. Setting Goals

4. Personal Development

5. Communication

How Self-Appraisal work?

How to write a self-appraisal

Important things to keep in mind during the self-appraisal process

Example of Self Appraisal

80+ Outcome-Oriented self-appraisal comments

Self-Appraisal comments on job performance

Self-Evaluation Comments on Growth and Development

Self-Appraisal Comments on Attention to Detail

Self-Evaluation Comments on Job Knowledge

Self-Appraisal Comments on Customer Success

Self-Evaluation Comments on Innovation and Creativity

Self-Appraisal Comments on Performance Improvement

Self-Evaluation Comments on Ownership and Initiative

Self-Audit Comments on Teamwork

Self-Evaluation Comments on Attendance

Sample Template for Self-Appraisal

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The List of 50 Effective Self Appraisal Comments

Table of Contents

Benefits of self appraisal for the team and manager

Frequently Asked Question (FAQ)

Why is self-appraisal important?

How to write self-appraisal comments?

1. Track your work regularly

2. Prepare a draft

3. Take time to complete it

4. No achievement is a small achievement

5. Be realistic

Benefits of self appraisal for the team members

Benefits of self appraisal for managers

50 Self-appraisal comments and phrases

Customer support

Business communication

Team handling and collaboration

Learning and development

Process improvements and innovations

Additional initiatives and responsibilities

Improvement areas

Discipline and compliance

How do you write a comment for a self-performance appraisal?

What do you write in a self-appraisal comments?

How to write self-appraisal comments sample?

What is self appraisal?

How to write a self appraisal?

How to write self appraisal comments?

Why is Self Appraisal Important?

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50 Self-Appraisal Comments For Your Next Performance Review

Want to deliver a holistic and impactful appraisal to your employees?

50 Self Appraisal Comments to Use in Your Next Performance Review

Communication

Job Performance

Reliability

Customer Orientation

Would you like to send meaningful appreciation messages to your teammates?