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31 examples of problem solving performance review phrases
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You're doing great
You should think of improving, tips to improve.
Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.
The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development.
- You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
- You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
- Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
- You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
- You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
- Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
- You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
- You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
- You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
- When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!
- You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
- Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
- Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
- It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
- You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
- Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
- You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
- You need to be able to recognize repetitive trends to solve problems promptly.
- You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
- Read through your training manual and make sure you fully understand it before attempting questions again.
- Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
- As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
- You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
- Try to anticipate problems in advance before they become major roadblocks down the road.
- Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
- Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
- When putting plans into place, stick to them and make sure they are completed.
- When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
- Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
- Meeting regularly with your staff to review results is vital to the problem-solving process.
- Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.
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.
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18 questions to ask in a performance self-evaluation, 37 innovation and creativity appraisal comments, 25 performance review questions (and how to use them), organizational performance: 4 ways to unlock employee potential, how a performance review template improves the feedback process, 6 surefire ways to reach optimal peak performance, 3 ways to solve your performance management problems, why today's high-performance culture isn't what you think it is, stay connected with betterup, get our newsletter, event invites, plus product insights and research..
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Problem Solving: 40 Useful Performance Feedback Phrases
Problem Solving: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.
Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.
Problem Solving: Exceeds Expectations Phrases
- Actively listens when others are talking and seek clarification on issues not well understood.
- Seeks to brainstorm on problems to try to find the right solutions.
- Evaluates all possible solutions and chooses the one that will deliver the best results.
- Knows how well to collaborate with others to find solutions to problems.
- Knows how to resolve any outstanding client issues and problems amicably.
- Communicates views and thoughts in a very distinct and understandable manner.
- Is decisive when it comes to making decisions and sticks by the decisions made.
- Gathers all the necessary facts and information first before making any decision.
- Monitors all outcomes of all actions undertaken to take full responsibility for any problem.
- Breaks a problem down before starting to analyze it in a more detailed manner.
Problem Solving: Meets Expectations Phrases
- Is always open-minded and readily accepts what others have to contribute.
- Has an inquisitive nature and tries to analyze all that is happening around.
- Always asks the right questions and raises any relevant issue when necessary.
- Keeps things calm even when required to make quick decisions under high pressure.
- Communicates or articulates issues in an obvious and concise way that people can easily understand.
- Shows strong level-headedness when assessing situations and coming up with solutions.
- Tries to be accommodative of other people's views and accepts them easily.
- Always portrays enough knowledge of the problem and its feasible solutions.
- Shows the willingness to change tact whenever the conditions change.
- Creates opportunities to evaluate and implement the decisions that are arrived at properly.
Problem Solving: Needs Improvement Phrases
- Not willing to be accommodative of other people's ideas and opinions.
- Does not know how to present a problem in ways that people can understand.
- Finds it difficult to articulate issues in a clear and understandable manner.
- Not decisive and assertive when it comes to coming up with solutions.
- Does not take the time to listen keenly to what others have to say or contribute.
- Always in a hurry to make decisions and does not think things through.
- Does not always monitor the decisions made to ensure that they have a positive impact.
- When faced with a high-pressure problem, does not maintain a cool head to be able to solve it properly.
- Not willing to collaborate with other people to come up with solutions to problems.
- Does not manage client-related issues in a professional manner and customers are left unsatisfied.
Problem Solving: Self Evaluation Questions
- How well do you solve issues and are you confident in your abilities?
- Give an instance you solved a problem, and it was successful.
- Give a situation that you solved a problem, and it was unsuccessful.
- How well do you accommodate other people ideas and opinions when trying to solve a problem?
- How do you manage high-pressure situations that require fast and urgent attention?
- Do you involve other people when trying to solve any particular problem?
- How well do you brainstorm before setting out to solve a problem?
- Do you research well enough to get proper facts and information?
- Are you in most cases conversant with what the problem is before you solve it?
- How well are you keen on everything that is happening around you?
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Blog · Performance Management
February 20, 2020
Employee Self-evaluation Sample Answers for Key Soft Skills
These self-evaluation sample answers will help you to keep the management informed of your work progress and to encourage your personal development.
by Dominika Cechova
We have previously explored the art of writing a self-assessment review and how to structure it, providing some useful examples for various industries and areas of work . In this article, we provide sample answers for assessing soft skills that are essential for each and every role .
Remember that once you are writing your self-evaluation you should always be critical and reflective but shouldn’t put yourself and your achievements down . Provide facts and figures to illustrate your achievements and make your statements stronger. Be specific and descriptive of both positive and negative attributes of your work.
For each of the areas, you should always consider the positive and negative attributes of your performance. Determine where did you exceed the expectations, where did you meet them and where and how you can continue to improve. Additionally, you might want to connect your self-assessment to the core values of the company.
1. Collaboration and Teamwork
Think about how other team members see you, how effective are you at collaboration and what are your relationships at work like. You might also want to think about your ability to come up with creative solutions as a part of a team.
Positive Sample Answer
“I believe that during the past quarter I have demonstrated strong teamwork skills. I have effectively collaborated with my department and team as well as I have shown my ability to work with external parties. During projects, I have shown confidence to express my creative ideas and opinions that added value to the team discussion.“
Negative Sample Answer
“I am aware I can be overly controlling and take over a project, not allowing others for enough space to contribute and develop their skills. I need to work on my ability to work effectively as a team and give others space to express their opinions and ideas. I need to learn how to take a step back and follow others rather than attempt to take a lead in every project.”
2. Self-motivation
Do you have a positive attitude towards your job and the company you work for? Do you meet the expectations of your role and maintain sufficient levels of productivity? Are you working to improve your knowledge and skills?
“Throughout my time at XX I have demonstrated high levels of self-management and motivation. I continuously manage to meet deadlines and finish my responsibilities in a timely manner.“
“I feel sometimes I get too focused on a task and take much longer than is appropriate due to my perfectionism. I have to learn to effectively dedicate resources to not only get work done well but also efficiently”
3. Leadership
Are you able to effectively manage people and work with others? Can you provide direction to your reports and teammates?
“I reckon I effectively lead by example and take actions and adopt behaviors I expect from my team. I feel I am defined by the actions I take at work rather than by what I say. I dedicate time to spend with my reports to help them resolve their challenges and issues and encourage their personal and professional development.”
“I think I should focus more on promoting the company culture and values around my team. Despite the fact I am effectively developing individual relationships across the team and support them through regular check-ins and one-to-ones, I should focus more on promoting team-spirit and collaboration across the team.”
4. Problem Solving
Are you able to effectively solve problems? Do you come up with creative solutions when a challenge occurs? What methods to solve problems do you use?
“I strongly feel problem-solving skills are one of my strongest characteristics. I usually manage to solve complex problems effectively by taking into consideration different perspectives and breaking down the problem to analyze it. When solving problems as a team I apply active listening to understand the issue thoroughly through the experience and knowledge of others. I seek clarification if the problem is not well understood.”
“I tend to get overwhelmed if an important decision needs to be made, and seek the support of others rather than looking at the facts myself. I need to work on how to prioritize and evaluate complex problems.”
5. Decisiveness
Are you able to make effective and informed decisions that are beneficial for you, your team and the whole business?
“I effectively prioritize the most urgent tasks and decisions. When a difficult decision needs to be made, I evaluate the positives and negatives and possible outcomes to make an informed decision. When analyzing a problem, I research it and request evidence from those who are more familiar with the theme.”
“I tend to rely too much on my past experiences and assumptions rather than putting effort into doing my research before coming to difficult decisions. Additionally, I should dedicate more time to self-reflection when things go wrong to eliminate bad habits and prevent the issue from happening again.”
6. Ability to work under pressure and Time Management
Are you able to work under pressure and manage your tasks? Do you manage your workload and avoid having unfinished commitments?
“I always meet my deadlines and effectively manage my workload. I believe I have a strong ability to prioritize the most important tasks. I am also aware of my lack of experience and thus I leave enough time to review completed tasks before I submit them to my manager.“
“I tend to struggle with time management. I often leave tasks that I find too challenging or boring last minute and then I do not have enough time to finish them to a required quality. If I am under stress, my attention to detail worsens.”
7. Communication
When evaluating your communication skills you should consider your written communication as well as verbal communication skills. Effective communication is key to a happy teamwork.
“I try to cultivate a culture of openness and sharing among the team. I appreciate critical conversations and positive confrontation over ignoring problems and challenges. I actively listen to my team and promote shared decision making. In my communication with clients I engage in professional manner and successfully build a positive rapport.”
“I sometimes get involved in miscommunication. Hence, I often spend too much time clarifying problems and tasks. I need to work on my ability to manage my emotions and not let them affect my professional relationships.”
8. Flexibility
Being flexible and adaptable is a must-have in a modern workplace. You have to be able to respond to change quickly and be able to adjust.
“I handle change with ease and often make improvements to make the transition easier. I also appreciate comments and criticism when adjusting to change to make it smooth. If things go wrong I remain calm and positive and aim to find a solution in a proactive manner.”
“I have to work on my ability to support others through change and avoid micromanagement. I also struggle to adopt new work assignments and tasks that I feel are outside of my job responsibilities.”
9. Negotiation and Conflict Resolution
Do you have a sufficient ability to negotiate deals for yourself and your business? Are you able to effectively resolve conflict?
“During my time at xx I have effectively negotiated xx deals and brought xx to the business. I believe that my analytical character and strong people skills allow me to be in control during the meetings and direct the manner to achieve results.”
“I think I have made great progress in my negotiation skills since I first stared at xx, yet I am aware of the areas of my improvement. I feel I approach the meetings in an appropriate manner and make the other part feel comfortable. However, I struggle to actively listen; I tend to interrupt the others, I also should, seek clarification when needed and thus I often jump into assumptions that are not 100% correct.”
10. Emotional intelligence
To get more examples on your performance read our article on 70 performance reviews phrases examples that will help you evaluate different areas of your job.
“I feel I am very aware of my strengths and weaknesses and thus I am able to manage my emotions and frustrations as well as to recognise the value of my colleagues ideas, opinions and challenges. I am an effective listener and always try to understand and listen to colleagues' objections.”
“I often get frustrated when other members of my team struggle to keep up. I get overly emotional and do not handle frustration, stress or anger well. I struggle to communicate and often engage in conversations that are off-putting to others and am too controlling. Therefore, I often get distracted and do not take others' points into account.”
Writing a self-evaluation can be tricky. To some, it can be difficult to recognize the areas of improvement while others struggle not to be overly critical. The most fundamental thing is be reflective , and to take a step back. Be objective. Highlight your achievements without bribing or giving yourself too little credit and also identify areas of improvement and how they can be reached.
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Problem Solving Self-Appraisal Comments Examples
Related Self-Evaluation Phrases
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The best self-evaluation examples for performance reviews
Asking employees to do what's known as a self-evaluation is a normal part of the performance review process . In other words, we ask them to analyse and reflect on their performance and their contribution to the company throughout a given period and put it in writing. To ensure we receive accurate, complete and honest self-evaluations, especially when doing so for the first time, we recommend looking at other employee self-evaluation examples or use pre-designed templates . The HR team can also provide a script or questionnaire on how to write a performance evaluation self-evaluation as a reference for employees. Below, we take a look at some examples of self-evaluations for performance reviews to clear any doubts:
Self-evaluation examples
Harvey Mudd College proposes a questionnaire that enables the user to choose which questions they want to answer and customise their self-evaluation. The questions are also split into categories to make it easier to understand.
Job description
- How would you describe your main responsibilities?
- Have these responsibilities changed over time
- Do you carry out any other tasks, and if so, which?
- Is there anything in your work you would like to change, and if so, how would you do it?
- What could your line manager do to help you be more successful in your job?
- How do you think your department could improve?
Performance vs achievements
- What action have you taken to fulfil your responsibilities?
- Do you feel you've been successful during this period?
- Do you think you could have done anything better?
- How do you think you have contributed to our department during this period?
- What are your main strengths?
- In which areas do you feel you could improve?
- What objectives have you reached during this period?
- Which ones did you not manage to achieve, and why?
- What objectives do you propose for the next period?
- Do you think you need help or extra resources to reach these objectives?
Professional development
- What training programmes have you taken part in?
- Are there any areas you would like to train in?
- Do you need extra resources or training to do your job?
- What could your line manager do to help you achieve your professional development goals?
Free Self Evaluation Template
To help you and your employees with their next self evaluation, we've created this self evaluation template that you can download for free. With this template, you and your employees will be able to prepare themselves in no time for their next performance review - with the added benefit that all your future self evaluations will be consistent in style and form. If you do have any additional questions that you would like to add to our template, you are of course more than welcome to modify it.
Self-evaluation sample answers
Properly preparing the self-evaluation answers is just as important as having a script, as they will be a part of the company's final assessment. Some inspiration for possible answers:
1. Collaboration and teamwork
Positive option: " I believe that my skills and my ability to work in a team have been valuable during this period. I have taken an active role in my department, working with confidence and expressing my ideas and opinions." Negative option: "I realise that I can be too controlling in a project, and I don't give other members of the team enough room to contribute or develop their ideas. I must learn to give others more space and let them take the initiative too."
2. Motivation
Positive option: "I have consistently shown commitment and motivation ever since I joined the company. I meet set deadlines and objectives on time." Negative option: "As I'm a perfectionist, I think that I sometimes spend too much time on one task. I must learn to use resources more efficiently."
3. Leadership
Positive option: " I feel that I lead my team by example. My actions are what defines my work." That's why I spend time thinking about how to solve the problems and challenges that may arise." Negative option: "Maybe I should try harder to promote the company's culture and values within my team. While I regularly hold meetings with this in mind, I should focus on boosting team spirit and collaboration."
4. Problem-solving
Positive option: "I have demonstrated my problem-solving skills several times during my time in the company." I manage to solve difficult situations efficiently, always taking the rest of the team into consideration." Negative option: "I sometimes feel overwhelmed when having to make an important decision, so I ask others for advice. I need to work on my ability to solve complex problems."
5. Decision-making skills
Positive option: "When faced with a difficult decision, I make a rational assessment of the positives and negatives, as well as the possible outcomes." I do research and seek expert advice to make an informed decision." Negative option: "When it comes to making decisions, I tend to fall back on past experiences instead of looking for new solutions. I should spend more time reflecting and avoid making the same mistakes."
6. Working under pressure
Positive option: "I manage my time effectively to meet deadlines, however tight they may be." I have the ability to prioritise the most important tasks, and if I can't do it, I'll delegate to others who have the experience." Negative option: "Time management is one of my weaknesses. I usually leave the more difficult or least appealing tasks until the last minute. My attention to details gets worse as the stress builds."
7. Communication
Positive option: "I value conversation and debate among colleagues. I actively listen to my team and encourage joint decision-making. I try to build positive relationships when communicating with clients." Negative option: "I need to work on my ability to deal with emotions and not let them affect my working relationships. I sometimes find it hard to communicate."
8. Adaptability
Positive option: "I adapt to change and I try to do my bit during transitions." I appreciate feedback when things don't go well, I stay calm and positive." Negative option: "I must work on supporting change and avoid micromanagement. I find it difficult to take on new tasks or those that don't fall under my responsibility."
9. Negotiation and problem-solving
Positive option: "I successfully negotiated (fill in as applicable) during this period which resulted in (add information about gains) for the company. I'm an analytical thinker which enables me to accurately assess situations and steer the conversation towards achieving results." Negative option: "While I feel I have progressed with my negotiation skills, I still think there's room for improvement. I approach meetings appropriately, and I always try to use active listening."
10. Emotional intelligence
Positive option: "I'm aware of my strengths and weaknesses, which enables me to deal with emotions more easily. I try to understand and listen to everyone." Negative option: "I often feel frustrated, and I find it hard to communicate when faced with certain behaviours by other team members. I get distracted and don't take other people's opinions into consideration."
Tips on how to write a performance evaluation self-assessment
As well as taking these self-evaluation examples into consideration, below are some general tips that can be useful when writing the document.
1. Use numbers to your advantage
Include figures that add value to your work, if possible. It's always better if you use numbers to speak for themselves. Also, a self-evaluation should include metrics and KPIs. For example: Wrong: "I achieved great success in 2020." Correct: "I exceeded my sales targets by 135% in 2020."
2. Mention results
Don't take anything for granted or think that numbers speak for themselves. Mention and explain every one of your achievements during the period in question. Don't expect your boss to remember every single one. For example: "In the third quarter, the marketing campaign achieved twice as much visibility than the previous quarter."
3. Take the company's objectives into account
One good way to stand out in your evaluation is to consider the company's objectives and explain how your work has contributed to achieving them. Find specific figures and justify them. For example: "I increased my own sales by 10% as part of the department's general sales strategy."
4. Record your achievements in real-time
Make notes throughout the year in preparation for the self-evaluation. Record them regularly, or even at the time, instead of having to remember everything at the eleventh hour. If we don't think this system is feasible, we can also go back through the schedule to remind ourselves what happened at each stage. This is a good exercise for jolting the memory.
5. Take your time
A well-written self-evaluation takes time. It's not something you can do in 20 minutes, nor in a day. Spend whatever time it takes to ensure that it shows your worth. Try to reserve a few days in your calendar before the deadline to work on the text.
174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)
By Vic on June 18, 2022 — 16 minutes to read
- Performance Feedback Phrases for Problem Solving Part 1
- Performance Feedback Phrases for Reliability Part 2
- Performance Feedback Phrases for Ethics Part 3
- Performance Review Examples: Additional Resources Part 4
Performance feedback is a critical part of any organization. It helps managers assess the effectiveness of their employees and identify areas for improvement. The purpose of performance feedback is to help the employee improve their skills and work better in the future. So, the goal of performance feedback is to help the employee improve: performance feedback should be specific, objective, and actionable.
In this article you will find performance review examples for the following skills:
- Problem Solving and Decision Making Problem solving is an important skill in the workplace because it allows employees to identify and solve problems quickly. This can help employees to improve their efficiency and productivity, which can lead to better job satisfaction. Additionally, problem solving can help employees resolve conflicts or disagreements peacefully and productively. When people can make sound decisions quickly, they are able to get more done and achieve their goals more quickly. Decision making is a key part of any task or project, and good decision making skills allow individuals to manage their time, resources, and other stakeholders effectively.
- Reliability and Dependability It is important to be dependable in the workplace because it shows that you are a reliable employee. This means that you will always show up for work on time, do your job correctly, and be a team player. Reliability is one of the most important skills in the workplace. It is essential that employees are able to reliably complete their assigned tasks and duties, no matter what. The ability to reliably complete tasks and duties can help employees stay on schedule, meet deadlines, and produce quality work. One reason why reliability is so important is that it can have a significant impact on employee productivity. If an employee is unable to reliably complete their tasks, they may struggle to get their job done in a timely manner or produce high-quality work. This can lead to frustration for both the employee and the organization as a whole. It’s also important to remember that reliability isn’t just about completing tasks on time; it’s also about completing those tasks correctly. If an employee makes an error while completing a task, it can lead to further delays or problems down the road. In order for organizations to be successful, they need employees who are able to reliably complete all aspects of their jobs.
- Integrity and Ethics Integrity is a valuable skill in the workplace because it allows employees to maintain trust and credibility with their coworkers and customers. Employees who are able to keep their word and act with integrity are more likely to be respected and successful. Integrity also allows employees to openly communicate with each other, which can lead to better teamwork. Additionally, acting with integrity can help protect an organization from legal liability. Integrity is an important skill for any employee, but it is especially important in positions that require strong customer relationships or interactions. Ethics is an important skill in the workplace because it helps to ensure that everyone in the workplace is operating within ethical boundaries. This includes both employees and managers. For example, an employee who violates company policy by revealing trade secrets could be subject to disciplinary action, such as a loss of pay or promotion opportunities. Managers must also adhere to ethical principles when making decisions that could affect their employees, such as how to allocate resources or what information to share with subordinates. By understanding and adhering to ethical principles, both employees and managers can maintain trust and credibility within the workplace.
Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here (click to open 2000+ Performance Review Phrases: The Complete List) Learn more:
How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback)
How to Identify and Handle Employee Underperformance? 5 Proven Steps
How to Integrate an Effective Performance Management System?
Part 1 Problem Solving and Decision Making
Meets or exceeds expectations.
✓ He is a person with good decision-making skills and can make sound fact based judgements.
✓ He is able to work out multiple alternative solutions and determine the most suitable choice.
✓ He is objective in considering facts or situations.
✓ He doesn’t allow individual emotions or feelings influence decisions.
✓ He is decisive in difficult situations.
✓ He is supportive and encourages others to work with him.
✓ He is skilled at analyzing any situation and working out a solution.
✓ He always defines a problem clearly and seeks out alternative solutions.
✓ He always thinks twice before making his decision.
✓ He consistently updates colleagues on what is going on within the company.
✓ He is prepared to tackle complex situations and always develops suitable solutions to offer to the managers.
✓ He always understands problem thoroughly and tries to find different solutions.
✓ He only makes a decision after considering it carefully.
✓ He provides the latest information relating to his job to everyone.
✓ He does not mind facing complicated situations and always finds appropriate solutions to offer.
✓ He is objective when considering a fact or situation.
✓ He is firm to not let the individual emotion and feeling affect on the made decision.
✓ He is able to make sound fact-based judgments.
✓ He is able to analyze any problem and find the best solution to any problem.
✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue.
✓ He is ready to deal with complicated consequences. He has ability to find the most suitable solutions to submit to management.
✓ He thinks through potential resolutions to problems before making a rash judgment.
✓ He keeps management apprised of ongoing problems or issues that occur within the department.
✓ He is not afraid to respond to complex issues and provide recommendations to all levels of management.
✓ He is able to successfully analyze a problem and find an appropriate resolution.
✓ He clearly explains the problem and offers the users several different resolution options.
✓ His investigative skills has provided a key resource for a team focused on solving glitches. His ability to quickly assess a problem and identify potential solutions is key to his excellent performance.
✓ He examines a problem and quickly identifies potential solutions. He recommends the most suitable solution.
✓ He understands the testing process and how to discover a solution to a particular problem.
✓ He is one of the more technical employees we have on staff. He can quickly analyze a situation and discover practical solutions.
✓ He is adept at discovering potential solutions for problems.
Below Expectations
✗ He is too hesitant to make a decision.
✗ He applies overly complex and impractical approaches to solving problems.
✗ He fails to make short-lists of solutions recommended by direct units.
✗ He is often paralyzed and confused when facing tight deadlines to make decisions.
✗ He makes too many complaints about the content of the job.
✗ He tends to apply a narrow and rushed decision-making approach.
✗ He avoid conflicts at work in relation to the decision making process.
✗ He struggles to work out a solution to any difficult problem.
✗ He is uncomfortable when faced with any awkward problem.
✗ He easily loses focus when facing a complex situation.
✗ He fails to provide managers with the necessary information when a problem arises.
✗ He repeats his mistakes over and over again. He doesn’t know how to learn from failure.
✗ He is unable to find out a solution when facing a complicated situation.
✗ He cannot give managers the requisite information when an issue occurs.
✗ He makes mistakes again and again. John needs to learn the appropriate lessons from failure.
✗ He has difficulty coming up with resolution to difficult problems.
✗ He relies on others in heated situations.
✗ He loses his focus when problems arise.
✗ He is poor at communicating a problem’s status before it becomes a crisis.
✗ He can offer potential solutions to a problem but struggles to identify the best solution.
✗ She lacks the skill to analyze a problem to discuss the core issues.
✗ He resists further training in problem solving. He believes he is proficient, yet he is lacking in many areas.
✗ It is his responsibility, in his role, to solve problems. He seems slow and indecisive when presented with a major issue.
✗ He finds it hard to look for a solution to a difficult situation.
✗ He is impossible to submit needed information to the managers when he faces a complex situation.
Looking for more examples? We created the largest list of performance review phrases for different skills. You can find it here (click to open 2000+ Performance Review Phrases: The Complete List)
Part 2 Reliability and Dependability
✓ He is the go-to person if the task absolutely must be completed by a given time.
✓ He shows that he is a positive person who is willing to do whatever it takes to help.
✓ He is an important member of our team and will finish the task when it is required.
✓ He is willing to work overtime until the project is finished.
✓ He never fails to impress by performing well each day. We depend on him.
✓ He always finishes the jobs faithfully, He performs at or above all our expectations.
✓ He is loyal and trustworthy.
✓ He is one of our hardest workers. He demonstrates that he cares about his job, his coworkers, and the company.
✓ He consistently impresses us with her willingness to do whatever it takes to get the job done.
✓ He is a very reliable employee.
✓ He is dependable and turns in good performance each day. He never fails to impress.
✓ He shows faithful commitment to getting the job done. He consistently performs at or above expectations.
✓ When we have a task that must be done, we turn to him. He has our trust because he’s proven he can get the job done.
✓ He is known for his dependability and willingness to do what it takes.
✓ He is willing to get her hands dirty with his employees to ensure the job gets completed on time.
✓ There are many times we have tasks that absolutely must be completed by a given time. He can be relied upon to get the task accomplished on time.
✓ He has been a reliable and valued member of team. His commitment to punctuality and attendance has contributed greatly to our team’s overall success.
✓ He displays exceptional performance day after day.
✓ He keeps his word under all circumstances.
✓ He does everything possible to maintain a strong and steady performance in all circumstances.
✓ He is unfazed by any obstacles, pressures or demands that would justifiably derail others.
✓ He can be counted on to give 100 percent under all circumstances.
✓ He keeps to his commitments and works with fellow employees to help them keep to theirs.
✓ He automatically works extra hours if that’s what it takes to get the job done right.
✓ He can be counted upon for steady performance.
✓ He consistently demonstrates solid performance in all aspects of his work.
✓ He handles projects conscientiously from start to finish.
✓ He is an asset to our team. If it needs to to completed, he will finish it.
✗ We cannot depend on him. If a task must be completed it is better assigned to someone else.
✗ He does not demonstrate a willingness to complete the job.
✗ He is never willing work overtime even if the jobs requires it.
✗ He shows no willingness to do what it takes to get the job done, especially in this economy.
✗ His reliability is in doubt. His work results are often poor and must be checked frequently.
✗ He tends to leave work for others to do; while most of his coworkers are willing to work late to finish the project.
✗ His productivity is not as good as that of his coworkers.
✗ He is very loyal but he cannot be depended on. He is an irresponsible person.
✗ He is usually reliable in his work, but there have been a few incidents where this was not the case.
✗ He is very loyal guy, but cannot be depended on.
✗ We need people who are willing to do whatever it takes to get the job done. He is not one of those people.
✗ He does not demonstrate a concern for others perception of him or his job performance.
✗ His results are not as consistent as those of her coworkers.
✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished.
✗ He does not show a willingness to help his employees out even when production is behind. Since being promoted to supervisor, he has taken a hands off approach to the detriment of her team.
✗ He demands reliability from others, but not from himself.
✗ He has energy, drive, and performance levels that are inconsistent and unpredictable.
✗ He talks about deliverables, but does not consistently deliver.
✗ He disappoints employees who depend on him.
✗ He makes promises that he doesn’t keep.
✗ He guarantees that deadlines will be met, but consistently misses them.
✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy.
Part 3 Integrity and Ethics
✓ He is very punctual and values the time of her colleagues and business partners. He has never been late to business meetings.
✓ He is a very honest person. He never abuses any company benefits for personal purposes.
✓ He is highly principled. He is a good manager who treats all employees equally, regardless of gender, age or any other factor.
✓ He has the ability to resolve disputes with clients and partners peacefully.
✓ He discourages gossip or other negative discourse at the workplace. He forms a good working climate.
✓ He is well-mannered and never criticizes his colleagues when they do something incorrectly. He helps to remedy the situation instead.
✓ He always complies with the dress code. His conduct is as proper and formal as his appearance.
✓ He is a skilled negotiator who follows corporate rules and studied techniques. His negotiation skills have had a positive impact on his career development.
✓ He has developed an effective system of encouraging and criticizing of her employees. His people-management is respected by the working community.
✓ He is one of the most moral employees. His firm stand on principles and ethics is to be commended.
✓ He follows all company policies. He abides by both the letter and the spirit of the rules.
✓ He is highly trustworthy. He shows high ideals about how he believes those around him should behave.
✓ He is someone we expect a lot out of and he consistently delivers. His daily work ethic is a standard which others should follow.
✓ He understands his legal responsibility to the company very well.
✓ His high standards of ethics are shown through all of his work on a daily basis.
✓ He maintains the highest standards of personal integrity.
✓ He displays exemplary behavior in every aspect of his work.
✓ He is highly regarded for his integrity both within and outside the company.
✓ He Is a true embodiment of the company’s values regarding integrity.
✓ He sets the standard for integrity.
✓ He Identifies the most worthy steps and then follows them.
✓ He always opts for the reputable route when given a choice.
✓ He finds and implements commendable ways to handle any ethically challenging situation.
✓ His employees emulate the very high personal standards of integrity he sets.
✓ He consistently engages in meritorious behavior.
✓ He can be counted upon to act honorably in all situations.
✓ He fosters a climate of integrity in his department.
✓ He demonstrates the highest levels of integrity in all his dealings with employees.
✓ He always deals with customers with the highest levels of integrity.
✓ He has a strong sense of integrity that underlies all his dealings with vendors.
✓ He shows good intentions in all her workplace behaviors.
✓ He consistently takes the high road.
✓ He suitably counsels employees who engage in inappropriate behaviors.
✓ He has a strong sense of right and wrong. He consistently strives to do what’s right
✓ He maintains high standards of integrity across his department.
✓ He makes decisions that consistently reflect his strong commitment to acting reputably.
✓ He quickly dismisses less than exemplary options.
✗ He seems to be too focused on his appearance and following the dress code instead of working skills.
✗ His approach to respecting corporate ethics is too strict. The staff cannot show initiative in climate he has created.
✗ He is too restrained and does not encourage or compliment his personnel when he should.
✗ He fails to reprimand his employees even when they make serious mistakes in business negotiations.
✗ He goes into excessive details during business communications to make sure colleagues understands his point of view. It takes too much working time.
✗ His own high ethical approach and his faith in other people want to work ethically is often not justified.
✗ He values a mutually beneficial cooperation with his partners and maintains good relationships with them. He absolutely forgets about the necessary competitiveness, which is also important in business.
✗ He has created democratic and equal relationships with his employees but he should have been more demanding.
✗ He has occasionally made misleading statements that have needed to be corrected.
✗ He is often lax with regard to ethics in business dealings internationally. He must manage his employees to realize that international ethics must be more carefully considered.
✗ There are some accusations from customers that he been untruthful.
✗ He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned.
✗ Bending the rules is effectively breaking them in our line of work. He needs to be more cautious about sticking strictly to the rules as defined.
✗ He lets expedience take priority over integrity.
✗ He sets integrity aside when pursuing his goals.
✗ He tries to rationalize his less-than-meritorious behaviors.
✗ Integrity does not seem to rank particularly highly on his list of priorities.
✗ He always expects integrity from others, but doesn’t always display it himself.
✗ He demonstrates acceptable levels of integrity only intermittently.
✗ He has show several recent lapses in integrity.
✗ He violates company standards and expectations regarding employee integrity
✗ He has put the company at risk with his inappropriate actions.
✗ He engages in underhanded behaviors.
✗ Has taken actions that have caused his employees to question his integrity.
✗ He has generated complaints from customers because of issues with his integrity.
✗ He has been the cause of concern from vendors because of his integrity.
✗ He has cost the company customers and money because of his disingenuous behavior.
✗ He has engaged in questionable behaviors that have led to corporate embarrassment.
Learn more:
More Performance Review Examples
Here you can find more performance review examples: click to open 2000+ Performance Review Phrases: The Complete List
100 Performance Example Phrases Continued
Apr 4, 2018 | 0 comments
- Finds it difficult to delegate to team members, preferring to maintain control.
- Needs to work on making team members feel comfortable in voicing concerns or bringing up issues.
- Does not encourage or reward the ideas and solutions offered by team members.
Problem-Solving Abilities
- Is creative and innovative in finding solutions to issues.
- Displays the ability to identify problems early on and is proactive in finding solutions.
- Always looks to address the underlying causes of problems rather than just the symptoms.
- Consistently encourages team members to find their own solutions to problems.
- Has a tendency to make excuses or blame others when things don’t go to plan.
- Becomes derailed and panicked in the face of problems and issues.
- Is willing to experiment with fresh approaches and ideas.
- Encourages team members to contribute new ideas and ways of working.
- Is hesitant about implementing innovations and new practices.
- Does not encourage or reward team members for their creative solutions.
- Rigidly sticks to traditional ways of working and shows an unwillingness to experiment.
- Has a clear sense of the company’s vision and how the team contributes.
- Is capable of translating visions into action plans.
- Excels in contributing to setting company goals.
- Lacks the ability to adequately communicate the company’s vision to team members.
- Needs to work on applying visions into clear actions and tasks.
- Tends to wait for new projects to be assigned rather than taking the initiative.
Customer Experience
- Displays the ability to work effectively with clients [include examples].
- Has a pleasant disposition and shows empathy when interacting with customers.
- Is able to handle difficult customers and situations.
- Constantly strives to improve the customer experience.
- Shows initiative when problem-solving customer problems [include examples].
- Needs to work on developing a better rapport and more responsive relationship with customers.
- Could be more proactive in dealing with customer concerns.
Learning Skills
- Is committed to continuing professional development both at a personal and team level.
- Shows a willingness to learn new skills, techniques and methods.
- Regularly shares learning experiences and knowledge with colleagues.
- Shows a reluctance to participate in formal training programs or professional development opportunities.
- Fails to promote a team learning culture.
- Struggles to identify learning opportunities for team members.
- Lacks initiative to proactively take on new tasks or projects.
Project Management
- Completed x project, on time and to budget with y results.
- Is able to set realistic project timelines and can make adjustments in response to changing circumstances.
- Sets clear project goals and objectives and makes the best use of available resources.
- Implements project reporting procedures that are timely and transparent.
- Falls below the required standards in project management because [cite examples].
- Needs to work on developing better cross-departmental working and reporting for organization-wide projects.
- Rigidly follows project management methodology even in the face of poor results or changing circumstances.
- Is committed to learning new skills and implementing fresh ways of working.
- Always strives to improve skills and productivity across the team.
- Is capable of taking on additional responsibilities or a promotion.
- Is capable of handling bigger assignments.
- Could further develop their skills through additional training such as [give examples].
- Lacks the required initiative for a more senior role.
- Needs to acquire additional experience and knowledge in x, y, z to increase the possibility of career advancement.
Performance Review Phrases
Rather than that dreaded blank piece of paper, hopefully, these performance review example phrases will have given you some ideas and impetus to get started. Done properly, performance reviews will not only improve productivity, performance and staff morale, they will also increase employee engagement across the board. Quite simply performance reviews will ensure your business is more successful.
Performance Reviews Next Steps
Now that you have the starting point covered, next check out our guide containing 100 questions to ask during a performance review from both a manager’s and employee’s perspective.
If you would like some help with increasing employee engagement, get in touch with the knowledgeable team at MyHub for a free intranet demo. With a minimum investment, a cloud intranet can address a number of important drivers of employee engagement.
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How to Write a Self-Assessment: 5 Tips to Improve Your Evaluation
Need help writing your own self-assessment for a performance evaluation? This article can guide you through the process.
- Both employees and managers can use self-assessments to track their recent performance and plan their future growth.
- Honesty and constructive criticism are as important as professionalism and ambition in a good self-assessment.
- You can build your self-assessment from several starter phrases about communication, performance, reliability, leadership, innovation, teamwork and problem-solving.
- This article is for employees and managers looking to use self-improvement to assess performance and plot out future growth.
A performance evaluation is an important tool for keeping communication flowing between teams. Periodic evaluation is a chance for managers and employees to review the recent past and discuss future expectations. An evaluation also serves as an opportunity to set goals as individuals and as a team, and an important part of this process is the employee self-assessment. These tips will help you create a useful self-assessment for your next performance evaluation.
Importance of self-assessments
Self-assessments can be equally useful for employees and managers. The evaluations are normally short, take less than 15 minutes to complete and have long-term benefits for all the involved parties.
For employees
Self-assessments are the portion of a performance review that offers employees an opportunity to self-reflect and consider what their strengths and weaknesses are. They are important not only for professional growth but personally as well. By critiquing their own work and behavior, employees can gain insight that helps them improve.
For managers
Employees’ self-assessments tell managers how their employees see themselves in the context of the team and the organization at large. They highlight any disagreements or misunderstandings between managers and employees. Self-assessments also offer an opportunity for gathering employee feedback about what motivates an employee (beyond money) to do their best work. From there, managers can encourage professional development for employees .
“Modern employees are intrinsically motivated to work autonomously and by opportunities to learn and grow. So, from a management perspective, self-assessments — which contribute to autonomy and development — are incredibly valuable,” said David Hassell, founder and CEO of 15Five. “Work product from intrinsically motivated employees tends to be more impactful and sustainable than work derived from extrinsic motivators, such as bonuses or fear tactics.”
Key takeaway: Self-assessments are important for both employees and managers as a lever of professional growth.
Best practices for writing a self-assessment
Despite its importance, writing a self-assessment is no easy task. Analyzing oneself can be immensely difficult, especially when that analysis is submitted to a supervisor for review. If you’re having trouble getting started, these five tips will help you learn how to write a self-assessment. [Learn more about performance management plans .]
1. Be proud
One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. A good self-assessment should point to specific tasks and projects that highlight your best work. When describing those accomplishments, employees should emphasize the impact those achievements had on the whole business to emphasize their value to the company.
Julie Rieken, CEO of Applied Training Systems Inc., said you should strive to connect your actions with a manager’s goals. This alignment encourages any manager and conveys that you understand your role within the larger context of the company.
“If your manager needs to hit a certain number, share how you played a role in hitting the number,” Rieken said. “Accomplishments you list should connect with business objectives.”
2. Be honest and critical
Self-assessments aren’t just about highlighting triumphs. You should also critically assess the times you came up short. Being honest means pointing out weaknesses that could be improved upon or past failures that taught you a valuable lesson. Recognizing your own flaws is important to demonstrate your ability to learn and grow.
Still, it’s important not to be self-deprecating in your assessment. Timothy Butler, a senior fellow and director of career development programs at Harvard Business School, advised employees to use developmental language when critiquing the areas in which they need to improve.
“You don’t want to say, ‘Here’s where I really fall down,’” Butler told the Harvard Business Review. “Instead, say, ‘Here’s an area I want to work on. This is what I’ve learned. This is what we should do going forward.’”
3. Continuously strive for growth
It’s important during self-assessments to never stagnate; humans are constantly learning and changing (this is why adaptable, resilient teams are so important and common). Whether you’ve had a great year or fallen short of your own expectations, it’s important to remain committed to improving and educating yourself. During a self-assessment, taking a moment to list your goals and objectives for the coming year demonstrates that you are not content to settle.
“The first step is to adopt a growth mindset and understand that adult human potential is not fixed,” Hassell said. “We are always in a state of becoming, and our potential increases or decreases based on many factors, including the environments where we live and work. Adopting that framework prevents people from becoming too transfixed on their perceived failures and from becoming too attached to their triumphs.”
Managers will also see a willingness to improve and take on new things as a sort of coachability. If an employee has struggled, making room for growth could improve their performance. On the other hand, an employee thriving in their position requires growth opportunities to prevent boredom or stagnation.
Take a moment to list your goals and objectives for the coming year during a self-assessment to demonstrate that you are not content to settle.
4. Track your accomplishments
Providing hard data to show what you’ve done throughout the year is highly beneficial. Employees and managers may roughly understand how you have performed but having concrete numbers to back up any assertion strengthens the validity of your self-assessment.
“If employees … spend 10 seconds a day writing down their one biggest accomplishment, success, metric hit, feedback received for that day, they’d have 10 times more data than they’d ever need for self-assessment,” said Mike Mannon, president of WD Communications.
Hank Yuloff, the owner of Yuloff Creative Marketing Solutions, said continuous evaluation of your performance can make it much easier to ground your self-assessment in facts and measurable data.
“We teach our clients to keep a list of daily and weekly accomplishments so that when it is time for the self-assessment, there is very little guesswork as to how valuable they are to the company,” Yuloff said.
5. Be professional
You should always be professional when writing self-assessments. This means not bashing the boss for poor leadership or criticizing co-workers for making your life more difficult. It also means not gushing over a co-worker or manager you like. Whether you are providing critical or positive feedback, professionalism is important.
Being professional means giving the appraisal its due attention, like any other important project that crosses your desk. Dominique Jones, chief people officer at BusPatrol, recommends treating your self-evaluation like a work of art that builds over time. She said you’ll be much happier with the result if you give yourself time to reflect and carefully support your self-assessment.
“Use examples to support your assertions and … make sure that you spell- and grammar-check your documents,” Jones wrote in a blog post. “These are all signs of how seriously you take the process and its importance to you.”
Sample: How to write a self-assessment
Keeping things simple and using short, declarative bullet points are key to writing an effective self-assessment. While the exact nature of your self-assessment might depend on your industry or your job description, this basic model can help guide you in writing a self-evaluation.
- I am a dedicated employee who understands my role and responsibilities, as well as the larger mission of our business. I strive to both do my job and make this company successful.
- I am a good communicator who stays on task and helps rally the team when cooperation is needed to meet a deadline or solve a problem.
- I am a creative thinker who can develop novel solutions and improve conventional ways of doing things.
- I am somewhat disorganized, which often impacts my productivity. I have learned how to manage my time better and intentionally direct my efforts. While it remains a challenge, I have seen some progress and look forward to continually improving.
- Sometimes, I do not ask for help when I could benefit from assistance. I am always willing to help my teammates, and I know they feel the same way, so I will try to be more vocal about when I need a helping hand moving forward.
Core values
- I believe in teamwork and cooperation to overcome any obstacle.
- I value respect and transparency between employees and managers.
- I value friendship and building warm relationships within the workplace.
- I strive to be a welcoming and helpful presence to my co-workers.
Accomplishments
- I never missed a deadline in the past year and often submitted my work early.
- I’ve gone beyond my job description to ensure our team operates optimally, staying late and helping others whenever it could contribute to our collective goal.
- I created and delivered a presentation, stepping outside my comfort zone to do so. It was well received and bolstered my confidence regarding public speaking.
- I want to continue developing my presentation and public speaking skills. As a weakness that I listed on previous self-assessments, it is gratifying to see that I have made some progress on this skill set, and I would like to double down on the growth.
- I aspire to enter a managerial role. I enjoy working closely with my teammates and considering the bigger picture, and I often efficiently help direct resources. I could see myself as a manager who helps facilitate teamwork and encourages workers to do their best.
- My manager is pleasant and transparent, and they always set clear expectations . I never have to guess where I stand. I appreciate the openness and direct communication.
- I want to be more involved in decision-making at the team level. I believe each team member has unique insights that supervisors cannot fully understand since their perspective is different. I believe involving staff members in strategic planning could greatly improve results.
You should keep your self-assessment short and simple by using bullet points.
Additional self-evaluation example phrases
Along with the elements in the preceding sample, self-evaluation forms might ask you to address some more specific areas. Your answers will give your employer deeper insights into how you view your strengths and weaknesses. Here are some tried-and-true phrases that managers like to see in a self-assessment.
Communication
For communication efforts on the job, here are a few common phrases to include:
- I communicate effectively with project managers and team members.
- I can have difficult conversations with co-workers and managers in a respectful manner.
- I provide constructive feedback and know how to accept the same from team members and management.
Performance
Performance is normally the most generalized area of self-assessments. These are some effective phrases to use:
- I worked on X projects and met timelines and goals for each one.
- I take the initiative on each project and confirm that I understand the parameters before launch.
- I’m consistently the top performer within my project team.
- I always look for ways to improve on the job.
Reliability
The reliability section will discuss how dependable you perceive yourself to be so that you can include the below statements:
- I am well known for my dependability and the way I give it my all on every project.
- My work is always done on time with a high level of accuracy.
- I’m always on time at work and arrive at meetings early, being mindful of other people’s time.
For leadership, you should use phrases demonstrating how you’ve taken the initiative in the workplace.
Here are a few examples:
- I always go out of my way to help co-workers.
- I make sure everyone on my team feels comfortable when exchanging ideas.
- I look for ways to keep my team on track and meet important milestones.
- I brainstorm ways to motivate others and freely give praise when performance goals are met.
For innovation, the self-assessment is looking for ways that you creatively solved problems. Here are a few example statements:
- I always look for better ways to manage projects and ensure the process goes smoothly.
- I’m not afraid to look for out-of-box solutions.
- I don’t let change interrupt workflow. Instead, I roll with the adjustments to keep projects on track.
You need to demonstrate how well you can get your team to work together , using phrases similar to the below.
- I maintain a positive attitude to benefit my co-workers and managers.
- I encourage team members to work together as a way for us all to reach a common goal.
- I always consider my co-workers’ feelings and show respect for their opinions.
Problem-solving skills
In this section, you’re expected to talk about ways you have come up with solutions to common workplace problems. Here are a couple of sample phrases:
- I can look at a problem from every direction to devise a creative solution.
- I’m willing to ask for help when having a difficult time brainstorming a solution to a workplace problem.
Make performance evaluations a habit
Performance evaluations help everyone know where they stand and how they’re performing in relation to business goals . Often, workplaces engage in performance evaluations annually, but they should become an ongoing process to fairly and accurately evaluate employees and create a positive company culture of constant communication and feedback.
“[S]elf-assessments cannot merely be an annual event. They are part of an ongoing and regular practice of reflection,” Hassell said. “If you look at a snapshot of performance, you will never see the truth. It’s too easy to focus on a particular experience or event and then create an overarching story around performance.”
This will prevent “recency bias,” a type of tunnel vision that centers on recent events rather than the big picture. It also creates an inclusive, give-and-take culture where employees are invited to offer feedback to their managers as much as their managers offer them feedback. Overall, a workplace built on inclusive communication has a greater chance of success.
“Managers who adopt a coaching or mentorship role can provide external reflections and much-needed perspective so employees can see failures as learning opportunities ,” Hassell said. “They can also enjoy the praise of a job well done but not dwell on past triumphs, because every company has a continued need for peak employee performance over time.”
Max Freedman also contributed to this article. Source interviews were conducted for a previous version of this article.
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Tips for Writing a Strong Self-Evaluation — Plus Examples to Make Yours Shine
When it comes to performance management — the overarching system, strategy, and process organizations use to evaluate, improve , and manage employee performance — companies often focus most on performance appraisals. In this process, managers must take the time to reflect honestly and think critically about an employee’s contributions in order to conduct a personalized performance review for each of their direct reports. For employees, reviews are when managers log a formal record of their performance. In many companies the results of performance reviews are used to make decisions about promotions and pay raises , so focusing on them — or fretting about them — is common.
But by the time performance reviews come around, the opportunity for an employee to influence a manager’s opinion has all but passed, because managers are reviewing previous performance. At this point, as an employee, it can feel like all you’re able to do is worry about how the review meeting with your boss will go. But you actually have more agency here than you think. Rather than just anxiously anticipate your performance review, you can be proactive and channel your energy into crafting a comprehensive self-appraisal that highlights your strengths and accomplishments.
“I view the employee self-evaluation portion of a performance review as a can’t-miss opportunity to remind your manager of your accomplishments over the past year,” said Janelle Owens, Director of HR for online education company Test Prep Insight .
While employees may see the self-evaluation portion of a performance review as a required activity that offers little value, it’s actually a time to demonstrate what an asset you are to the company.
Self-evaluations vary from organization to organization; some are templated scorecards with a written self-reflection portion, while others offer a more open, fill-in-the-blank format. Regardless of how formal or informal your company’s self-evaluation process is, these tips will be useful in highlighting your successes and addressing your areas for improvement in the most positive light possible by reframing them as opportunities for growth.
Benefits of Self-Evaluations
In addition to being an opportunity to highlight your accomplishments to your manager, self-evaluations are also a powerful tool for employees for the following reasons:
- They allow you to identify areas for growth and demonstrate your value to the organization in a matter-of-fact way. Because you’ll be drawing on metrics and examples from over the course of the year, you’ll be able to paint a clear, concrete picture of your value to the organization. Additionally, since self-evaluations are a time to reflect on opportunities for improvement, within this framework employees can advocate for themselves and the resources they need to expand their skills and knowledge .
- They prepare you for the scheduled conversation with your manager that will likely comprise a substantial portion of your performance review . The “no surprises” rule — that an employee should always expect what’s coming during their performance appraisal — is commonly taught to managers, but is equally important for employees to remember. As you review your notes from the past 6-12 months in order to write your self-evaluation, you’ll brush up on what went well and where you can improve, which will equip you to discuss both wins and areas for improvement with your manager — and ensure that you won’t be caught off-guard.
- They give you the chance to remind your manager what an asset you are, to both the team and the organization as a whole. Managers are in charge of a lot and do their best to keep track of their direct reports’ successes. But, they also have to keep day-to-day operations afloat, and make sure that the team stays on track with bigger-picture goals , too. Meaning that your accomplishments won’t always be top-of-mind for them. “Over the course of 12 months, people’s memories fade and managers shift their focus to the most current fires that need to be put out,” cautioned Owens. Luckily, you can use your self-evaluation to remind your manager of what you’ve accomplished and how you’ve contributed to your company’s success.
4 Tips for Writing an Effective Self-Evaluation
Writing about ourselves can be uncomfortable — it can feel boastful at times, or awkward at the very least. Here’s what you need to know about writing a comprehensive, accurate, and effective self-review that demonstrates your strong performance while also touching on areas for growth.
1. Be specific and provide examples.
Specificity helps contextualize claims. Telling your manager that you believe you’ve been able to meet your customer acquisition OKRs because you are a “people person” doesn’t give you the credit you deserve for your achievement. Vagueness, like in this example, robs you of the opportunity to tout your hard work and strategic approach.
It’s not only natural ability that’s responsible for your success, though that may be a part of it. But it’s also the work you put in, whether that be your diligence in following-up with qualified leads, or the ingenuity you’ve demonstrated by reaching out to them at non-peak email hours, say on a Tuesday afternoon. Perhaps it’s the fact that you take notes after speaking with prospective clients, which helps you remember key professional and personal details to draw on as you build a connection and relationship with them.
Most likely, it’s a combination of several factors that has contributed to your success. Own that! If you’re struggling to get specific, try brainstorming a list of behaviors, skills, expertise, and/or abilities that you possess. Then, select the ones you want to highlight in your review, and elaborate on them with specific examples that illustrate each quality.
2. Back up your contributions with metrics.
Numbers are powerful because they make a clear connection between performance and results. “Quantifiable figures help our brains put things in perspective, so to the extent you can wrap your accomplishments into metrics, do so,” urged Owens.
Metrics are useful for providing evidence to support claims and highlight your successes, but they can also serve as leverage. “It’s crucial to have these measurements so you can negotiate for asks, like a higher salary [or] more flexible work schedule,” noted Mason McSpadden , Vice President of WELD Recruiting , a direct-hire recruiting firm.
Most employees have to set goals as part of the onboarding process , which gives the employee a clear rubric by which to evaluate their own performance. But even “if employees aren’t required to set goals with their boss or their team upon onboarding , they should take the time to do so themselves [anway],” McSpadden advised. That way, despite the fact that the organization may not have goals on file that they can compare employee performance to, you will. And you’ll be able to refer to your measurable progress and achievements when writing your self-review.
3. Frame weaknesses as opportunities.
While self-evaluations are an opportunity to highlight your stellar accomplishments, they’re also a time to self-reflect and assess where you can improve. Be honest about your shortcomings, but be sure to frame these areas for improvement as opportunities for growth. Mortgage broker Alan Harder said he advises employees to use positive or solution-oriented language when assessing areas in which they need to improve. For example, “instead of admitting, ‘This is where I really falter,’” said Harde, “say something like, ‘Here’s an area I’d like to focus on,’ ‘This is what I’ve discovered thus far,’ or, ‘This is how we should proceed in the future.’”
4. Keep track of your accomplishments throughout the year.
Avoid recency bias , the tendency to focus on the most timely or recent events — or forgetting certain achievements altogether — by keeping track of your accomplishments and the impact they’ve had throughout the year. Trying to remember the details of a deal you closed in January can be difficult when you’re preparing for your review at the end of the year. You’ll have a much easier time writing a comprehensive but concise review if you can quickly refresh your memory on all your successes in one, easy-to-reference document. Keep a running Word doc (or a log in a notes app on your phone) with the important details about your achievements. Or, if you prefer pen and paper, designate a notebook specifically for this purpose and keep it handy at work.
Helpful Examples to Use for Your Own Self-Assessment
Self-evaluation prompts vary from company to company, and sometimes even from department to department, but the following categories are common areas you’ll be asked to assess in a performance review . Use the below sample language to inspire the phrasing and verbiage of your own self-evaluation — but be sure to personalize these examples by tailoring them to your own successes, and add metrics and specific examples where possible.
For instance, the first example in the Teamwork and Collaboration section reads as follows:
“I excel at making team members feel comfortable and included by sharing openly, honestly, and vulnerably my [personal needs/perceived weaknesses/past mistakes, etc.]. In doing so, I help foster psychological safety and a sense of belonging on the team.”
To personalize it, you’d expand upon that example by adding more details to support this point, so your self-evaluation might read something like:
“I excel at making team members feel comfortable and included by sharing openly, honestly, and vulnerably my personal needs and asking for help. In doing so, I help foster psychological safety and a sense of belonging on the team. For example, early in the pandemic , I asked one of my direct reports to stand in for me in last quarter’s meeting with the auditors. I had become the primary caregiver for my mother, who is sick with Alzheimer’s, and I didn’t have the emotional bandwidth for the high-stakes and high-pressure meeting. The same employee later confided in me that as a result, they now felt more comfortable asking for tactical and emotional support from colleagues and me, their manager, since I’d been so upfront about asking for help myself.“
For each of the categories below, we’ve listed two examples highlighting strengths, followed by one example demonstrating a need for improvement in the same category — including a way to reframe the shortcoming in a more positive light.
1. Communication and Cooperation
Strengths
- My strong interpersonal and communication skills help me easily identify the best approach to take with clients, colleagues, and company partners.
- Though I’m a naturally shy person, I’ve excelled at improving my communication skills by relying more heavily on Slack , which helps me feel comfortable asking for help, relaying messages, or communicating concerns and delays.
Area for Improvement
- I’ve realized that I can struggle to communicate my ideas or concerns clearly when I’m excited or stressed. I’m very visual and writing things down helps me formulate my thoughts, so in the future, I’d like to improve on this by jotting down a few quick notes before sharing my opinion.
2. Achievements
- I have met or exceeded all of my OKRs for the year, most notably improving customer satisfaction by X% by [insert specific example here, e.g. “by introducing chatbots to the customer support page on our website.”].
- I’ve succeeded in building brand partnerships with companies like X and Y, with whom we share considerable target market overlap. By collaborating with X company on Z project, I expanded brand awareness and reach of our marketing efforts to a previously untapped market.
- I struggle to delegate tasks, and my reluctance to do so has prevented me from meeting my OKRs in the past due to issues with time management . To improve on this, I’d like to set up an hour-long meeting with each one of my direct reports in the coming month to ensure that they are trained properly on [using X software system, leading meetings, onboarding new clients, etc.], so I can feel more confident delegating these tasks.
3. Teamwork and Collaboration
- I excel at making team members feel comfortable and included by sharing openly, honestly, and vulnerably my [personal needs/perceived weaknesses/past mistakes, etc.]. In doing so, I help foster psychological safety and a sense of belonging on the team.
- Collaborative work is some of my best work because I’m energized by my colleagues’ ideas and I work well with others. I produce better outcomes when I work cross-functionally because seeing how the various departments support and enable one another helps me improve our products and services for the client.
- I have a hard time sharing responsibilities with my team members, especially if they are new. I struggle with delegating tasks, and have found myself overextended in the past because of this. Moving forward, I’d like to take a more active role during new employee onboarding, especially during training on our customer relationship management software, so I can ensure that they understand the nuances of the system.
4. Creativity and Innovation
- I have great self-awareness of my creative strengths, which allows me to take calculated creative risks and suggest new ideas.
- I encourage team members to share their most innovative and creative ideas by broadcasting a “there’s no such thing as a bad idea” attitude in brainstorming sessions.
Area for Improvement
- I have a tendency to fall back on the design elements I’m most comfortable and familiar with, especially when working with a challenging client. To improve on this, I’d like to review my work with peers before sharing with the client to ensure that I’m challenging myself creatively.
5. Problem-Solving and Critical Thinking
- I’m a strong problem-solver due to my ability to discern the symptoms of the problem from the root cause. I excel in solving complex or long-standing problems, as I’m able to methodically think through or forecast potential impediments and break down obstacles into their component parts.
- My communication skills aid me tremendously in solving problems, as I’m able to easily and fluidly explain options, ideas, and solutions to my team members.
- Sometimes I can become distracted when solving complex problems. I struggle to separate ancillary issues from the root cause, especially when under pressure. Moving forward, I’d like to challenge myself to share the principal issue with peers or my manager once I’ve found the solution. Knowing I’ll be expected to share my findings will encourage me to think through the problem more systematically.
6. Flexibility and Adaptability
- I work really well on teams when I need to be versatile in my role. I can be a great cheerleader to encourage those around me, I’m a strong leader and feel comfortable taking control of making decisions or sharing opinions, and I’m also comfortable taking a back seat and providing tactical or emotional support to my team members when necessary.
- I excel at incorporating last-minute changes, be it for internal-facing work or client-facing presentations. I’m able to remain calm and quickly rework presentations or deliverable collateral, as well as adjust the script or pitch to accompany the work.
- I struggle with last-minute deviations from the plan. I like to be very well-prepared, so when things change I often struggle to remain composed as I rework my role in the project. I’d like to work on this by taking a ToastMasters course. I think the on-the-spot nature of public speaking, which the group teaches, will help me become more confident with unexpected changes.
The thought of writing a self-evaluation doesn’t have to strike fear and dread in your heart anymore. Instead, reframe the self-evaluation as a chance to refresh your manager about what an asset you are. Use facts and figures to support and illustrate your successes and employ solution-oriented language when discussing the areas in which you’d like to grow.
Taking the time and effort to put together a thorough self-assessment will be well worth it; by crafting a clear, concrete, and accurate portrayal of your performance, you’ll be able to help your manager remember your successes — and advocate for yourself and your career in the process. Check out Lattice’s self-evaluation template to get started!
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The Best Self-Performance Review Examples For Employees
- What is a self-performance review?
- 3 Benefits of self-performance review
- Best self-performance review examples
- After the self-evaluation review
- FAQ: Self-Performance Review Examples
Is there a correlation between employee retention and self-performance reviews? The fact is that 85% of employees would consider quitting after an unfair self-appraisal. This is why checking out quality self-performance review examples beforehand is essential.
It is not always simple for managers to determine how their employees rate their job performance and productivity. The good news is that addressing this issue is straightforward—include a self-performance review in the company's annual employee evaluation.
Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work. When communication between team members and their employers is a two-way street, business tends to run more smoothly and staff becomes more engaged in the workplace.
There are certain things you must know to show the best self-performance review examples for employees.
First, we will explain what self-performance reviews are and why they are crucial to a business. Then, we discuss the different types of performance appraisal. Finally, we address self-assessment and its crucial role in the workplace.
Being one of the most common types of work assessments used within today’s workforce, a self-performance review is a chance for an employee to evaluate their work and overall job performance at a company.
Self-performance reviews are usually done annually through an employee’s written interpretation of their successes and weak points. A balanced self-assessment includes segments such as strengths, weaknesses, core values, accomplishments, goals and feedback.
The modern worker is more autonomous than in the past. They often find more value in feedback when it comes from within themselves. As a part of this self-assessment process, auto-performance reviews are incredibly valuable from a business perspective.
Image source: Depositphotos
- Offer employees a voice A key advantage of the self-assessment is the open communication between management and staff. This opportunity gives team members a stage to voice their opinion and allows them to be heard. Opening this line of communication can lead to stronger trust and partnership between supervisors and associates.
- Identify gaps in performance It's not always simple for a business to identify which aspects of the job are lackluster and need improvement. Permitting staff to gauge their self-evaluation helps identify areas that need further inspection. Without this opportunity, some underlying issues can go unnoticed.
- Engage team members When team member completes their self-assessment they become engaged as part of the collaborative performance at a company. The sense of being a key aspect of a business can improve an employee's value as an essential component in the workplace and contribute to higher productivity.
AI for Performance Review
A well-structured self-performance review involves each team member being critical and reflective of themselves without dismissing their professional strengths and achievements. Stating facts and specifics can help strengthen their argument and show that they know the ins and outs of the business.
Self-awareness and auto-direction are crucial factors needed to write a self-evaluation. Staff should always mention both positive and negative attributes of their work performance. These strengths and challenges can be grouped into skill sections.
- Team Collaboration
Problem-solving
Productivity, achieving kpis.
- Initiative & innovation
The most important thing for a business to keep an eye out for during the self-evaluation is that the employee is being reflective and honest about their work. Are they being objective? Have they demonstrated the skills and awareness needed for future improvement?
Here are some self-performance review examples that can be used as a helpful guideline to what is to be expected from each employee during their self-assessments.
Can they effectively and efficiently run a team while giving direction and guidance?
Strengths :
- I count on my actions to really show my effectiveness in the workplace.
- I guide my team members by example.
- This behavior includes helping other team members with challenges they may face to demonstrate that their personal and professional development is important to me.
Challenges :
- Team spirit and collaboration could be a more prominent ideology that I portray within team meetings.
- We tend to have regular collaborative reports, but they could use a greater focus on the company culture and values.
- Sometimes, these aspects of the corporate environment tend to fall to the wayside and are masked by other project tasks.
Team collaboration
How are they seen by their co-workers? Do they have a successful collaboration with their team? Are their work relationships strong and professional? Can they manage to work in a partnership?
- It is apparent that my ability to work in a team environment has been a valuable asset during this period.
- I have collaborated with my team, as well as other team members, to create a symbiotic business relationship.
- Adding creative and unique ideas to each meeting has earned me respect with my co-workers.
- My professional relationships are respectful and cooperative.
- I am constantly improving my communication skills to improve my team collaboration.
- I do have many creative ideas and I occasionally take up a lot of time during team meetings that could otherwise be used by my fellow employees to share their opinions and proposals.
- I need to give others sufficient time and space to equally contribute to the conversation and team structure.
- I am learning that it is not always necessary to be the loudest voice at each meeting.
Launch your Self-Performance Review now
Start with templates, modify it according to your needs
Are they able to solve problems constructively in a creative way? What are their problem-solving skills in the workplace?
- One of my greatest attributes to the company is my ability to solve problems efficiently.
- My problem-solving process involves multiple perspectives and points of view that assist me when separating an issue into smaller, more manageable chunks. This helps me analyze the situation with a closer look at each individual part.
- I believe it is important to fully understand the problem by listening to expert opinions from my team and fellow field members.
- Asking questions is always a crucial part of solving problems.
- If an important call needs to be made on the spot, I am known to become a little anxious.
- I often go straight to other people for the answer rather than attempt to problem solve myself.
- I need to make more of an effort to prioritize issues that are of higher importance so that I can effectively solve them within the allotted time frame.
- I lack proper communication skills when encountering stressful and conflicting situations.
What tasks was the team member assigned and were they finished on time? What setbacks did this person have that could have affected their own performance? Is there anything that can be changed to boost their future productivity? How good are they with time management
- I intentionally organize my work to cultivate productivity.
- I create an order for the tasks that I complete and I can prioritize jobs based on time and importance.
- Accomplishing my professional tasks is at the top of my daily to-do list.
- Even though I am thorough when it comes to my job, I often have trouble with time management. This often means that I stay late at the office to finish all the work I was meant to do that day.
- To improve this aspect of my productivity, I plan to assign a specific amount of time to each task so that I can complete them more punctually.
How successfully can the personnel reach a set target? Can this individual effectively achieve their goals? How often do they miss the mark when it comes to meeting the company's organizational objectives?
- I exceeded my target production goal by 13% this past year using innovative methods that align with company objectives and standards.
- I attracted clients by having open communication and matched my work to the KPIs set by the company.
- I review the set KPIs regularly to ensure that they line up with my job performance.
- Although target production was met, I spotted a decrease in sales during the last quarter of the term due to market instability.
- In the future, I will adapt my strategy to handle these unpredictable occurrences and have a plan in place if this situation were to recur.
Initiative and innovation
How creative and fresh are the employee's ideas? What new aspects do they bring to the table? Is this person contributing to the company in a way that helps the business be more successful?
- I consistently bring new ideas to the table at work.
- Sharing my ideas with my team and brainstorming to be prepared for our meetings are of great importance to me.
- This company’s advancement is my main priority because it is directly related to my personal advancement and achievements. It’s a win-win situation for all of us.
- I like to mastermind many ideas and I sometimes believe that the proposals I envision are not up to par with the ideas of other, more experienced employees.
- I tend to convince myself that my plans should not always be shared because others have more credibility in a certain job area.
- I would like to boost my confidence to help me feel that my ideas can be beneficial to the company.
When putting all the examples together, you might need to write a short paragraph essay. Here is the self-evaluation sample essay to consider as a template:
This quarter was challenging for the company. Our team set tight deadlines for the project. However, I consider this hard period as fruitful for myself, namely because I managed to achieve considerable progress in my communication and leadership skills.
When analyzing my personal achievements in the areas above, I would like to start with the fact that I managed to maintain successful team collaboration by establishing clear communication pathways between team members. As a team leader, I presented a new communication approach. We deconstructed our complex objective into subtasks and set a deadline for each one. This method was used to make the challenging goal seem more achievable. If any team member had issues with delivering their part of the task, we had a discussion session or one-on-ones to find the best solution. This open-type communication proved helpful for boosting collaboration.
Besides, this period was challenging and fruitful for my leadership skills. I had a chance to practice my service-type leadership. Specifically, I led by example and managed to help each team member in their duties. It was my task as a leader to ensure every team member is on the right track and have a shared vision of what they and everyone else were doing.
All in all, challenges met during the past quarter turned out to be a great opportunity to improve my communication skills and make me grow as a leader. I believe I managed to achieve some tangible outcomes in terms of self-development, as well as helped my colleagues to grow in the same manner.
These are the key self-evaluation examples and self-evaluation sample essay to consider.. Keep in mind that each given example best fits a certain scenario and criteria. Appealing to leadership, team collaboration, problem-solving, productivity, achieving KPIs, and innovation self-performance reviews is an excellent way to tap into employees’ strengths and learn from weaknesses. What is more, it is a great way to establish clear growth opportunities and shows what is expected from people within a workplace.
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After a performance review , employees must be given some direction on the next steps they can take to improve their role and their work. This is where the HR department steps in to manage future training and help set clear goals for said member.
What can HRs do to support people and help them grow further?
Having a well-trained HR department is vital to the proper administration of the performance management system within a company. This business sector is responsible for the development and fulfillment of the roles of each employee at their workplace.
If an employee has fallen short of reaching company goals, performance improvement plans—PIP is a great way for HRs to support these individuals to grow and boost their overall performance.
PIP can be implemented for all employees, ranging from newer staff who are unclear of their exact role to those who fail to meet expectations time and time again.
The conclusion of a performance appraisal is a perfect time to discuss new opportunities for advancement—whether it be increasing salaries, implementing new training programs or upgrading an employee's position.
This is a time to check in with each individual and assure that they are satisfied with their own performance review process and its future work implications.
How do you write an overall self-performance summary?
When it comes to writing an overall self-performance summary, there are several key aspects to consider. First, make a list of positive attributes to determine where to move further with the self-performance review results. Second, reflect on both accomplishments and mistakes to select areas of improvement. Finally, finish the summary with growth opportunities.
What do you write in a self-appraisal comment?
While writing a self-appraisal comment, first determine which area it covers. If it comes to communication, you can use the template as follows: “I ensure clear communication of business goals to other team members.” If making a self-appraisal job performance comment, consider this one: “I take up projects going beyond my job roles and responsibilities.” These are several examples of comments you can use on a daily basis.
Why it is important to get goals in self-performance review?
It is crucial to set clear goals in a self-performance review to help achieve distinct career objectives. What is more, having a list of clear goals is something that keeps you motivated and allows a person to stay on track with pre-determined goals.
How to keep performance review summary in one place and save history?
It is very important to write a summary, but also you should be able to retrieve the historical data to understand the actual shift in performance. For this purpose, it is very convenient to use Performance Management Tool, where you can have data from every employee and have the ability to see the dynamic in employee's growth or detect concerning signals. For example, you can use free Performance Management Tool like Effy . also provided with analytics, like skill set analysis, spider graph performance report and others. You can sign up for free , and try it out.
Professional development goals can be accomplished through the addition of a thorough self-evaluation and self-assessment review of company associates. Self-review can assist team members by giving them an outlet to share their thoughts and opinions about their work directly with managers and hire-ups.
To write their own self-assessment, one must self-reflect on their productivity and ability to meet company goals and standards. By reviewing their job responsibilities, an employee becomes more self-aware and engaged in the company as a whole.
Career progression and company success are directly related to how the staff feels about their role and advancement within their position.
Creating a collaborative environment where individuals can learn and grow through constructive feedback and encouragement should be an objective of all employers. Collaboration of separate company parts as an entity can increase productivity by offering employees a voice, identifying gaps in performance and engaging staff.
What should be written in a self-performance review sample?
A self-performance review sample should include your basic information and several statements with your evaluation of the past performance, including both strengths and challenges. Here are a few examples:
What should a self-performance review say?
A self-performance review is a chance for you to evaluate your work and overall job performance at a company. A balanced self-assessment includes segments such as strengths, weaknesses, core values, accomplishments, goals and feedback.
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Self-assessment provides the opportunity to discover where a person’s true interests, talents, values and abilities lie. Having this information can be essential to determining a satisfying career path. It is also helpful when creating goal...
The six steps of problem solving involve problem definition, problem analysis, developing possible solutions, selecting a solution, implementing the solution and evaluating the outcome. Problem solving models are used to address issues that...
Examples of self-determination include a state choosing to become independent and a student teaching himself instead of relying on a teacher. Self-determination is defined as the ability to decide for oneself without consulting others.
You should think of improving · You always seem too overwhelmed when faced with multiple problems. · Avoiding conflicts constantly with people is not a good idea
Problem Solving: Self Evaluation Questions · How well do you solve issues and are you confident in your abilities? · Give an instance you solved a
“I strongly feel problem-solving skills are one of my strongest characteristics. I usually manage to solve complex problems effectively by
Problem Solving Self-Appraisal Phrases Examples To Examine Yourself · I am thorough in my subject and solve the problems using problem solving techniques. · I
Positive option: "I have demonstrated my problem-solving skills several times during my time in the company." I manage to solve difficult situations efficiently
✓ He is very punctual and values the time of her colleagues and business partners. He has never been late to business meetings. ✓ He is a very honest person.
Problem-Solving Abilities · Is creative and innovative in finding solutions to issues. · Displays the ability to identify problems early on and is
Do you need help writing your own self-assessment for a performance evaluation? ... leadership, innovation, teamwork and problem-solving.
Thus providing example phrases can be ... performance review or self-assessment.
I'm a strong problem-solver due to my ability to discern the symptoms of the problem from the root cause. I excel in solving complex or long-
One of my greatest attributes to the company is my ability to solve problems efficiently. · My problem-solving process involves multiple