Four strategies for writing an effective self-assessment

In many performance management systems, self-assessment is a critical component of personal development.

It’s a time to reflect on accomplishments and areas for improvement over the past year. Even without a formal system, self-assessment is something everyone should practice regularly. To maximize growth, think of it as an ongoing process, not a one-time event.

▶ Adopt a growth mindset

The first step in writing a self-assessment is adopting a growth mindset. Carol Dweck, professor of psychology at Stanford University and a leading researcher on motivation and mindsets, defines a growth mindset as the belief that you can develop your abilities – being willing to try, improve and discover abilities you didn’t know you had.

In a fixed mindset, everything revolves around the outcome. If you fail, it feels like all is wasted. A growth mindset, by contrast, allows you to value the process regardless of outcome. It leads to a desire to learn, an ability to embrace challenges and the persistence to push through setbacks. People with a growth mindset see effort as the path to mastery, learn from criticism and find inspiration in others’ success. As Dweck puts it, “Becoming is better than being.”

1. Separate yourself from your work

Writing a self-assessment can feel daunting. Too positive, and you seem out of touch. Too critical, and you risk undermining yourself. Done well, however, it’s an opportunity to boost your credibility and increase your impact. The key is to not treat self-assessment as a judgment of who you are – it’s information about your work.

Focus on what you have produced rather than who you are, and celebrate your successes rather than yourself.

Instead of writing, “I gave an engaging presentation – I’m great at presenting to large groups,” try, “My presentation clearly communicated our top priorities, which allowed the team to execute the project with specific roles and goals in mind. I believe that played a significant role in our success.”

Also, avoid “I am” statements whenever possible. Rather than, “I’m efficient at managing projects,” center the work itself. “The project was completed on time and under budget, with high customer satisfaction.”

Maintaining this separation helps you see yourself as dynamic, fluid and capable of growth – and ensures any feedback targets your work, not your character.

2. Don’t shy away from self-critique

Continuous growth is a journey, not a destination. While it’s tempting to frame your contributions in the most positive light, your assessment carries more weight when it’s well-balanced. Take a journalist’s approach – describe both sides of the story.

Don’t just list accomplishments. Include projects you couldn’t complete and what you learned from mistakes. When describing a success, consider adding context like, “While this was an important achievement, it wasn’t without challenges.” Then describe what you faced, what you learned and what you’d do differently next time.

To build this habit, practice after action reviews by asking yourself these four questions after any significant interaction or project:

⦁ What did you expect to happen?

⦁ What actually occurred?

⦁ What went well and why?

⦁ What can you improve and how?

These questions reveal what should be repeated and what can be refined.

3. Focus on the outcomes of your actions

A common mistake in self-assessments is evaluating work solely from your own perspective. When you do this, you’re more likely to describe your activity or effort rather than the outcome. Instead, look at your work through the eyes of your stakeholders – the people inside and outside the organization impacted by what you do.

Ask yourself:

⦁ What problems did you solve for them?

⦁ What can they do now that they couldn’t before?

⦁ What value did you create for them or the organization?

⦁ What hard evidence – data or numbers – supports this?

For example, instead of writing, “I taught four sales training classes,” write, “I taught five new account managers how to sell propane through four two-hour workshops. As a result, I contributed to a 10 percent increase in sales over the past two months.”

4. Ask and adjust

The most important step happens after your review is complete. Don’t just appear open to feedback while remaining closed to change. When your manager provides new input, don’t just acknowledge it – make a visible change in your day-to-day work quickly.

Keep a running list of accomplishments. When you act on feedback, document the results. This shows that you listened and followed through.

With the right mindset and honest reflection, we can adapt, grow and consistently perform at our best.

Kelly Bosak is the chief people officer at Lettermen’s Energy, where she leads a small but mighty HR team supporting Lettermen’s employees nationwide. Kelly can be contacted at kelly.bosak@lettermensenergy.com or 816-679-1105.

Featured homepage image: matdesign24/iStock/Getty Images Plus

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