We often have to complete self-assessments to assess how well we’re performing in preparation for a performance review. Because it’s not enough to think we’re doing well, we have to consider feedback from our team, colleagues, those we manage, and those we report to.
And there are two moving parts to every performance review: the employee who completes their self-assessment in preparation for their performance review and their supervisor or manager who evaluates their performance.
What You Can Do As a Leader To Empower Your Employees
As a leader, you always want to be creating an environment of continuous improvement and change. If you’re providing clear and consistent feedback and communicating with your teams and employees effectively, everyone should have a good idea of what they should be working on and where they stand. Communicating clearly helps you set a good example as a leader and helps you set your team up for long-term success.
Because if employees feel connected to and inspired by their team, they’re more likely to be motivated to contribute to the company’s success. And it’s your job, as their leader, to give them the tools to do so. Make sure to recognize their high performance and be sure to communicate any gaps in expectations so that they can continue to improve and thrive.
And when it comes time to complete their self-assessment for their performance review, they’ll feel confident and prepared.
The Importance of Self-Assessments in Performance Reviews
Self-assessments not only save you time in reviewing an employee’s overall performance, but they allow an individual to share information openly and honestly.
In a self-assessment, an employee has the opportunity to share what areas they believe they excel in, highlight specific contributions made to the team or department, and specify where they’d like to see themselves in the next few months.
These self-assessments help you, as a leader, see an employee’s performance from their perspective. That way, when it comes time for their performance review, the result isn’t subjective or one-sided. Self-assessments can help you understand where someone is coming from. They allow you to see what they view as their strengths and weaknesses, and they help you learn their specific training needs, desires, and goals.
A self-assessment is a chance for employees to feel engaged and part of the process. It helps them know their opinion is accounted for and can motivate them to work towards their goals.
How to Lead Well in a Remote Work Environment
But employees aren’t the only ones completing self-assessments and receiving performance reviews. Even supervisors and managers have to assess how they’re doing leading and managing their respective teams. It’s important that, as a leader, you are taking care of the people you are entrusted to manage.
And with many teams working remotely, it’s crucial, now more than ever, that you are consistently communicating with your teams and are compassionate and flexible in your delivery and approach.
Have regularly scheduled check-in meetings with all of your team members.
Adopt a coaching and development model to encourage growth and inspire confidence.
Provide consistent, structured, positive, and constructive feedback.
Remember that those you manage are looking to you to set an example to follow.
And remember, self-assessments are an opportunity for leaders and employees alike to reflect on their performance. What have you done well? Where have you helped the team? What excites you about your work? Where do you see yourself growing, learning, and developing?
Look at a self-assessment as your chance to self-appraise and give yourself some kudos for what you’ve accomplished. Need some help figuring out what to say in your self-assessment?
We’ve got you covered. Check out our step-by-step Self-Evaluation checklist.
And if you’re looking for a custom-tailored way to lead and engage your team, we can help.
Your employees will thank you!