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Self-evaluation surveys are a great way to assess performance and foster development. Let’s see to create the best for your team
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Although it is one of the most important aspects of career development, self-evaluations aren’t always fun. The process can be uncomfortable and tiring. But tough processes sometimes have their benefits. Even better, a well-crafted self-evaluation survey can make it less cumbersome.
As a manager who is interested in the personal and professional growth of his team, the task of creating the best self-evaluation survey for your team falls on you.
This article will look at the importance of self-evaluation for you and your team. We will also share tips on creating a fitting self-evaluation survey that caters to your team's needs and performance.
A self-evaluation survey is a series of questions that employees answer to help them evaluate their performances over a period of time. It is an important performance management method that guides employees’ thought processes. It helps them look inwards and analyze the different aspects and nuances of their performance and behavior at work.
The main goal of a self-evaluation survey is to measure employee performance and gain insight into their career goals.
But why ask team members to evaluate themselves?
Self-evaluations are important because they help employees critically examine themselves. The key purpose of self-evaluation in the workplace is to give team members accountability and freedom. It allows them to see their strengths, successes, and areas they need to improve from their perspective. At the end of the process, they can then build a path for personal and professional development.
Self-assessments are a great way to keep employees involved in their appraisal process. Carrying them along makes them feel heard. Encouraging your team to self-reflect allows them to take control of their feelings, actions and challenges. It empowers them to become self-aware, give honest insights and make effective decisions in the workplace.
Another importance of self-evaluations is that it provides autonomy to employees. This discourages micromanagement from managers and increases commitment, loyalty and productivity. Ultimately, this benefits the employee, the manager and the company.
Effective self-evaluations can help team members to:
Encouraging self-evaluations for team members can help managers to:
Now that we’ve highlighted the benefits of self-appraisals, you might ask ‘how do I create a self-assessment form?’
Read: The Ultimate Self-Evaluation Guide (+Tips and Examples)
The first step in creating a self-evaluation survey is finding the right self-evaluation template. Ideally, you want to use one that is flexible, customizable and easy to use.
When creating employee self-appraisal surveys, you want to keep your team’s personal and professional needs. Strategic self-evaluation questions will help guide your employees toward effective introspection and honesty. To ensure that you effectively cover your bases, include questions around these 3 points:
Let’s explore them a bit.
It’s good practice to have self-evaluations start on a good note. Your employees need to take the time to reflect on their accomplishments and write them down. Such achievements can include:
Let them know that they need to be specific when writing about their wins. Have them mention names, dates and other stakeholders. They should clearly state tasks and describe precisely how they participated. They should also attribute their accomplishments to specific skills they have.
For example, “I stepped in to resolve a conflict between ABC and XYZ and ensured that we delivered the project on time. I did this thanks to my people management and excellent communication skills.”
It is tough to admit failure in a professional setting. Still, reflecting on their mistakes, learning from them and improving makes them honest and accountable. Help your team understand that their mistakes are opportunities for improvement. In the self-assessment survey, create a section where they can explain how they plan to avoid such mistakes in the future.
On the self-evaluation template, create a section where team members can outline their next steps. Making plans and setting goals for the future is a great way to set team members up for success.
Since the evaluation already addressed their wins (strengths) and mistakes (weaknesses), it is important that they determine what they want to do next. Their goal could be to change departments, advance to a higher role or develop in their current role. They can also include plans like working on soft skills, taking courses or seeking other learning opportunities.
What are some self-evaluation questions, and how can you answer them?
A detailed self-evaluation worksheet should include variations of the following questions:
Improve your employee self-evaluation process by learning about the do’s and don’ts of self-evaluation for work.
Whether you’re a manager or a team member, answering self-evaluation questions can be tricky. But it’s doable. The first step is not to overthink it. Apply the following tips, and you’ll be ready to crush your self-evaluation.
Self-evaluations are about both the successes and the mistakes. With this in mind, don’t shy away from taking responsibility for your mistakes. Be honest, identify what you could have done better and outline your plans for improvement.
You have permission to boast. Be proud of your achievements, and feel free to highlight your accomplishments and successes. But be careful not to over-inflate them. Outline those tasks and projects you handled exceptionally and describe how your contribution was priceless.
Professionalism here is a no-brainer. Avoid letting your emotions prevail when answering self-evaluation questions. In situations where you feel like you’ve been unjustly treated by your superior or a colleague, avoid using your self-assessment survey as an avenue to criticize them. Restrict responses to your work performance.
In terms of specificity, avoid vague answers. Instead of saying, “I am hard-working and eager to learn new skills”, you can say, “I completed all my tasks in record time, implemented the new changes for the team and took a data analytics course to help me handle my projects better.”
Want to position yourself as an innovative problem-solver? Mention the challenges you faced in your job and explain how you overcame them. Be sure to outline specific skills that helped you manage these difficulties.
Your self-evaluation worksheet should include what you have learned over the course of the year. This part should highlight specific things you have learned personally that has/can improve your performance.
For example, you can say, “Working in a fast-paced environment has taught me how to keep up and increase my productivity. Taking a course on time management also helped me.”
Numbers don’t lie. Use figures to show how your performance has improved and benefitted the organization. Also, remember to include facts about your participation in important projects. Mention the names of collaborators and include specific dates and locations. Think of it as a ‘show, don’t tell’ situation.
For example, you can say, “I stepped in to help the ABC team tidy up the XYZ project in March by tracking down Mr Smith for an interview and preparing six reports.”
When creating a self-evaluation survey, the aim is to help your team improve their performance. Include questions that will help highlight their strengths, identify their mistakes and weaknesses and guide them to set professional development goals.
Simplify the process with Assembly’s self-evaluation template. It is customizable and will help you foster honesty and accountability in your workspace. Request a demo today to get started.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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