mid year self reflection essay

TWO WRITING TEACHERS

A meeting place for a world of reflective writers.

Student Self-Reflection: Looking Back and Moving Forward

Someone once told me (or maybe I read it somewhere) that the best stories are like pearls on a string. Each moment or scene in the story is polished, lovely to read. But it is the string of scenes, all tied together that gives the whole story meaning and purpose. The pearls on their own are lovely, but threaded together they become something more.

We often think about the quality of the writing as the main goal of writing workshop. But there are also very important goals involving: work ethic, the ability to give and take feedback, setting goals, persevering, collaborating, conversational skills, and so much more.

Each lesson we teach in writing workshop is like a pearl on a string. But it’s the other stuff (the goal setting, the conversational skills, the hard work) that threads it all together and gives it meaning and purpose.

Over the past few weeks, I’ve been trying out tools, strategies, and new routines to try to support students in recognizing some of that “other stuff” that threads our units together.  Along with the teachers I work with, we’ve been brainstorming. “How do we teach students to self-reflect and self-assess? How do we help them be aware of what they are learning– all the things they are learning?”

This work is grounded in the belief that self-reflection and goal setting will support student growth. When students can articulate how they have changed, when they can name the strategies they’ve used, talk about how they have grown–then we help them make that growth replicable the next time they face a challenge. (It helps to know  this is grounded in quite a lot of research on student expectations and self-assessment as well.)

Here are five things we’ve tried recently:

SELF-REFLECTION QUESTIONS OR “QUICK WRITES”

Many teachers create a separate section in students’ writing notebooks or folders for reflection and goal setting. In this section, from time to time, students are prompted to look back at examples of their writing or think back to moments during writing time.

You might try getting students started with open-ended questions. My favorite reflective quick writes are the ones that look back and look forward. Here are a few examples:

“I used to think… but now I know…”

“Last year/month/week I… but now I…”

“Right now I know how to… But what I really want to be able to do is…”

QUICK “RATE YOURSELF” ACTIVITIES 

My favorite quick reflection  tool is to ask students to rate themselves on a sliding scale. I pose a question or a prompt, for example:

“I use the feedback my teacher and writing partner gave me.”

“I am an active listener when I’m working with my writing partner.”

“I made major revisions to my writing today.”

On one end of the scale might be “never” and on the other “always” and then each student places a post-it or a sticker anywhere on the line to represent how close to “never” or “always” they believe their work to be.

Once all the stickers are on display, you have a pretty good sense of how the class is thinking about their own work. The important thing is to give them the opportunity to brainstorm what’s next. “How do we move toward ‘always’ as a class?” “How can we help each other?” this could be a written reflection, or perhaps students turn and talk to a neighbor, or as a whole class about their next steps.

MAKE THE MOST OUT OF PRE-ASSESSMENTS AND POST-ASSESSMENTS AS OPPORTUNITIES FOR FEEDBACK, REFLECTION, AND GOAL SETTING

Most teachers I know give some sort of pre-assessment before diving straight into a new unit of study. The information that can be gleaned from just a short on-demand piece of writing can be incredibly useful in determining what your students need to learn, and thus can help you make decisions about what to teach. Then, at the end of a unit of study, a post-assessment is used as an opportunity for students to independently apply everything they’ve learned throughout the writing process to a new piece of writing – without conferring or teacher input.

But what about students? How do your students use the pre and post assessment to figure out their own strengths and next steps?

One option is to teach kids how to use a student-friendly version of the rubric or checklist to self-assess their own pre-assessment on-demand writing before the unit begins. Another version of this is to provide a really strong mentor text and show kids how to compare their own work to it.

Another option is to do a round of conferring at the start of your new unit of study to share your feedback from the pre-assessment and/or most recent post-assessment. This could include some student self-assessment and goal setting as well.

A third option is to teach your students how to provide thoughtful, constructive, peer-feedback to each other by teaching them to use a student-friendly checklist with a partner, as a jumping off point to talk to each other about their strengths and next steps.

STUDENT-CREATED CHECKLISTS AND RUBRICS

Typically, teachers get together and create a rubric or a checklist to use to assess the work that students will do. But what if kids had a hand in creating those rubrics?  Student-created rubrics and checklists provide an opportunity for students to reflect on what they already know about the topic and provides a great tool for a teacher to build from that list.

A few ways this might go:

Using an existing checklist, you might invite students to rewrite the wording together or create their own picture clues to make it even more kid-friendly and easier to understand. I’ve seen this go really well as a whole class, moving through a checklist just a few items at a time, in bite-size chunks.

Alternatively, you might provide a very strong mentor text for students to study and name what the writer has done really well that they might try in their own writing. Creating a list of what the writer has done (and why) can become the checklist for their own writing.

Another option is for a checklist or rubric to grow out of an issue or problem that has sprung up in your class. A “1” on the rubric is a description of the problem as it stands — the starting point. For example:

• Kids aren’t listening or looking at each other during partner time.

Then each point on the rubric is a description of what the work looks like at increasingly better stages–incremental goals to reach for.

2. Kids take turns and make eye contact during partner time.

3. Kids take turns and make eye contact during partner time. They also ask each other questions and give compliments.

4. Kids take turns and make eye contact. They ask each other questions, give compliments, and make suggestions for their writing partner.

WHOLE CLASS CONVERSATIONS

Often, these conversations grow out of a problem that needs to be discussed, and the conversation is a brainstorm of various ways to solve the problem. For example, I might gather my writers and say, “You know, it was noisy today during writing workshop. Some kids told me it was too noisy to think straight about their writing. What can we do about this? Who has an idea for a solution?”

Through a combination of partner talk (“Turn and talk to your partner…” and whole class conversation (“Who will start us off? Talk to each other…”) the class generates a list of ideas, which I’ll often chart for them as they talk. In these conversations, I play a role as facilitator, but I rarely join the conversation with my own ideas. The point is for kids to reflect, brainstorm, problem solve, and set goals.

The same format can also be applied to celebrating successes as a class. “Wow! You all wrote more than ever today! What do you think it was that made today different than other days?”  or “Holy smokes! I think your partner conversations were the best they’ve ever been today! What do you think you did today that you could do again tomorrow (and any day)?”

These opportunities to reflect help student tie together all the separate lessons, conversations, and bits of writing they’ve done. Taking all these separate bits and asking, “How is it going? What’s next? What do I think about all this?” helps students learn not only how to reflect on their writing lives… but on their lives in general.

Last but not least, one the most important things you can do is to be a reflective practitioner. You can start by reflecting alongside your students. As you think back across the year, to each unit of study, each type of writing you taught: What patterns emerge? What seem to be the common threads? Was there a recurring success, mistake, issue, or highlight? What can you do to make the successes and highlights happen more often? What can you do differently to avoid repeating the same mistakes and issues?

Some teachers have students keep a space in their writer’s notebook or writing folder to write a short reflection each week. How did things go this week? What went well? What did not go well? I think I’ll start doing the same in my plan book.

For more ideas on incorporating more opportunities for student reflection across the school year, here are a few more great reads:

• Student Reflection Needs to Be A Habit
• The Intentional Educator Planner
• Asking Students What Worked
• Five Questions for Reflection
• End of Workshop Share and Reflection Time
• Ending the Year with A Group Reflection

GIVEAWAY INFORMATION:

• This giveaway is for a copy of Day by Day: Refining Writing Workshop Through 180 Days of Reflective Practice . Thanks to Stenhouse Publishers  for donating a copy for one reader. (You must have a U.S. mailing address to win a print copy of this book. If you have an international address, then Stenhouse will send you an eBook of Day by Day .)
• For a chance to win this copy of Day by Day: Refining Writing Workshop Through 180 Days of Reflective Practice, please leave a comment about this or any blog post in this blog series by Sunday, May 7th at 6:00 p.m. EDT. Melanie Meehan will use a random number generator to pick the winner’s commenter number. His/her name will be announced in the ICYMI blog post for this series on Monday, May 7th.
• Please leave a valid e-mail address when you post your comment so Melanie can contact you to obtain your mailing address if you win.  From there, our contact at Stenhouse will ship the book to you. (NOTE: Your e-mail address will not be published online if you leave it in the e-mail field only.)
• If you are the winner of the book, Melanie will email you with the subject line of TWO WRITING TEACHERS – DAY BY DAY. Please respond to her e-mail with your mailing address within five days of receipt. A new winner will be chosen if a response isn’t received within five days of the giveaway announcement.

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Published by BethMooreSchool

Literacy Coach, Consultant, Author, Graduate Course Instructor, and Mom. Passionate about fostering a love of reading and writing in learners of all ages. View all posts by BethMooreSchool

11 thoughts on “ Student Self-Reflection: Looking Back and Moving Forward ”

I appreciate the rate yourself activity and like that it does not correspond to letter grades. It could offer a nice way to reinforce writing skills and strategies that you want students to internalize.

This line, “…one the most important things you can do is to be a reflective practitioner. You can start by reflecting alongside your students,” really spoke to me. I think reflection is the key to keep growing as a student, teacher, or coach. I liked your idea to write a weekly reflection in your plan book, too.

Thanks so much for the additional ideas about reflection. We have just finished our state testing and I love the reminder of all the aspects of writers and writing we need to develop, not just writing for a test!

I appreciate the emphasis on having the students do this work. Not everything should be teacher-driven.

Your five suggestions will be easy to implement even if reflection hasn’t been at the forefront during the school year. It’s never too late to start being reflective.

This blog series is perfectly timed. Thank you!

Reflection… SO Important, and yet always the last thing I do!! Thanks SO much for the reminder and all of the great ideas you shared!

Beth, The “habits” of writing are often as important as the qualities of the writing in the bigger scheme of developing a “writerly life”. Thanks for the five ideas that will be so handy to consider as the year ends. Perfect timing! ❤

Thanks for the great ideas on self reflection! It is such a quick easy part of learning, but something that often pushed to the side by teachers. Your blog is amazing! I just discovered it because I’m reading Ralph Fletcher’s book Joy Write.

Wow! This came at the right time as we have chosen to end the year with personal narrative like we started the year. Kids looked back at their first published piece to notice areas of growth and how they might focus this last piece of writing.

Thank you, Beth, for providing easy to implement reflection options that are heavily student-driven. I also appreciate your call to have teachers of writing reflecting alongside our Ss. This is something I do regularly; however, I don’t always record my thoughts in writing. I will be putting thought into how I structure my own plan book to allow a designated space for these reflections. Thanks for such a detailed look st this important step in the writing process!

Great post as we near the end of the school year. Thank you also for a chance to win the book.

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Tips for Writing a Strong Self-Evaluation (With Examples)

It’s no secret that nobody really loves the self-assessment performance review process. Singing our own praises may make our toes curl — and acknowledging where we’ve made mistakes in the past can feel uncomfortable or embarrassing.

So it seems like little wonder, then, that according to 2019 research by Gallup , 86% of employees say that they don’t find performance reviews helpful for driving improvement. Getting this part of the performance review right requires introspection, a non-judgmental attitude, and asking yourself the right questions to guide self-evaluation. 

To get things started, use our tips in this article to help guide your reflection process. Then, follow up with our Self-Evaluation Template to help you structure your written evaluation.

Key Takeaways:

• Your self-assessment is a chance to be your own advocate.
• Track achievements year round to make the process easier.
• Include specific examples of any skills learned or goals met.
• If you’re stuck on what to write, consult manager and peer feedback.

What is a Self-Assessment Performance Review?

The self-assessment performance review is a key part of the performance management process. It’s a chance for self-reflection on your job performance, including your core strengths and areas for improvement. It also paints a picture for your manager of how you view yourself in relation to your team and the company as a whole, and surfaces any career aspirations or growth needs.

Self-assessment performance appraisals help employees see how their work contributes to the organization and their overall career aspirations, making them far more motivated to do their best work. They’re linked to increased employee performance, higher levels of job satisfaction, and improved employee engagement.

Benefits of employee self-evaluation include:

• Set goals more effectively: A 2020 study on managerial feedback found that focusing on future actions, rather than dwelling on past events, leads to better performance. When we evaluate our overall performance in the context of our professional development and progression, it helps us pinpoint the skill sets we need in the future.
• Eliminate performance review bias: A 2019 study on 30 years of performance management research found that when employees participate in the performance management process, it leads to greater satisfaction in the outcome. Employees were more likely to say the process felt fair and unbiased, because their participation created a two-way, collaborative process.
• Improve employee confidence: Our self-efficacy — or beliefs about how likely we are to succeed in a particular topic or learning opportunity — play an important role in how we perform. A 2021 study based on classroom learning found that when students reviewed their own performance, it boosted their confidence.
• Increase team alignment: Viewing your own performance in the context of how it contributes to your team’s overall goals helps highlight areas of misalignment in terms of processes or communication — meaning you can improve how your team works together. 

What to Reflect On Before Writing an Employee Self-Assessment

Jumping into a self-evaluation might feel a little daunting. Taking a moment to do an informal review of your performance, progress, and goals can help you collect your thoughts when it’s time to write the real thing.

In the spirit of continuous feedback and the performance review process , consider your metrics of success for your own performance — whether that’s a quantitative measure like KPIs and OKRs, or more qualitative, such as your emotions and feelings about the last year.

Make sure you write down specific examples of any skills learned, goals met, or targets hit, so that you’re well-prepared for the next performance review cycle.

Here are our five best practices to get this process right.

1. Identify how you really feel. 

Start by figuring out how you actually feel about your overall performance without the pressure of presenting these thoughts in a professional context. 

Try taking some notes or consulting a trusted friend or peer about how you feel you’ve performed over the last quarter or year. Acknowledge the full spectrum of your experiences, including any specific examples you might feel hesitant to highlight in your formal performance review.

Coming up with an unfiltered version will help you understand how your perspective comes across, and you can always make edits once you start writing.‍

2. Review your goals.

Setting goals — and feeling motivated to achieve them — is the cornerstone of doing your best work. Review how you performed against your most recent goals. Did you meet, exceed, or struggle to meet expectations?

For each goal, evaluate yourself based on the following questions:

• Why did you meet — or struggle to meet — this goal?
• When you didn’t meet a goal, what blockers made progress difficult?
• Was this goal clear, specific, and challenging enough? Why?
• Thinking about the goals you struggled to meet, what could you improve on to meet goals like this in future?
• Thinking about the goals you achieved, how can you build on this success to set a new goal?

As you reflect on goal progress, use your objectives and key results (OKRs) to provide a framework for your self-assessment, adding details and examples from the past year that contextualize your progress or challenges.

3. Review your manager’s feedback. 

Your performance review is an opportunity to check in with your manager about your progress and have a dialogue on what’s next. But it’s also an opportunity for you to provide additional context on anything that might have improved or hindered your performance and goal accomplishment. 

Look at recent one-on-ones or manager feedback from previous check-ins for guidance. What did your manager highlight or praise? Was there any constructive feedback on your performance?

Make sure you reference your accomplishments in your review and highlight what you did well. For areas that need improvement, provide additional context for any questions you think your manager might ask, and share any details about how you approached a project or situation that shed light on its outcome. Reflect on how you grew, and your plans to continue improving. 

4. ‍ Review notes from peers and coworkers. 

Peer feedback isn’t just great for professional development and surfacing new performance perspectives — it’s also vital for fostering the environment needed for great teamwork. In fact, one 2015 study on employee recognition found that praise from team members can have twice the impact on your wellbeing at work compared with manager feedback.

Evaluating feedback from peers can help you see how you’ve supported your team’s overall goals, as well as highlighting your progress on any non-technical skills — like problem-solving or communication — that build a more complete picture of your progress in the last year. Look through any past performance reviews, emails, personal messages, team meeting slide decks, or your company’s Praise Wall to collate a balanced view of how your peers see you.

Evaluate your progress by considering the following questions:

• How have you helped team members and peers deliver on their goals?
• Were there any specific instances or projects where team members praised your contributions?
• How have you followed through on team expectations?
• How would you rate your teamwork and collaboration skills?

Find more question examples in our Peer Review Template .

Writing Your Performance Review Self-Assessment

Once you’re ready to write your self-appraisal, you’ll want to collate everything you’ve noted during the reflection process, and start crafting your highlight reel that outlines all of your accomplishments since your last review.

To get started, use your job description as a guide. Evaluate how you meet each of the core competencies and skill sets, pointing to specific examples when you demonstrated each. While you write, work through the following topics:

• Role in the wider team: How does your work connect to the bigger picture? What kind of teammate are you?
• Unique selling point: What do you contribute that sets you apart? How is your team unable to function without you?
• Key results: Review any OKRs. What key results did or didn’t you achieve? Why or why not?
• Areas for improvement: Things can change for the better after a performance evaluation. What does that look like for you?

Examples of How to Talk about Your Accomplishments in Your Self-Assessment

Many folks worry about sounding braggy in a self-review. And while it might feel uncomfortable to sing your own praises, try writing it like you’re advocating for someone else to show what you’re capable of.

Talk about the cause and effect of your actions on projects, and make sure to reference praise you’ve gotten from others. Include business outcomes, quotes from happy customers, and any tangible data. Talk assertively about your accomplishments like they’re facts.

Try using these self-evaluation examples to help you guide your review.

‍Goal Accomplishment

• “I set an OKR this year to grow our social channels 20%, but I exceeded that goal by growing them 40%.” 
• “My contribution to project X has helped increase customer NPS 10x.” 
• “Project Y has streamlined our process and saved time across teams.” 
• “Project Z will bring in more and better-qualified leads.” 
• “I accomplished a personal developmental goal to learn a new skill by working alongside peers in a different department.”

Project Management

• “I demonstrate strong time management skills when hitting project deadlines.”
• “I communicate project updates with all team members and relevant stakeholders in a timely manner.”
• “When running project X, I was effective at delegating tasks and following up on work to make sure our team stayed on deadline.”
• “I am effective at taking ownership of new projects and managing their successful completion.”

Team Support and Enablement

• “I always review my team member’s work within 24 hours of being asked.” 
• “Because of my feedback on this project, XYZ was completed faster.” 
• “I supported the success of our customer conference by being a speaker, and received praise from our VP of Marketing.”
• “I go above and beyond to make sure our team operates at its best, and I regularly provide help and support to team members when working on a collective goal.”

Non-Technical Skills

• “My problem-solving skills helped overcome a key strategic challenge in a recent project.”
• “Because of my effective decision-making skills, we were able to complete project XYZ in a timely manner.”
• “I regularly contribute my ideas and perspectives in team meetings to help boost our team’s output and goal accomplishment.”
• “I’m successful at staying on top of my to-do list, and regularly communicate progress with team members on shared projects.”

Ongoing Contributions

• “I maintain and moderate a critical daily community discussion channel.” 
• “I reach out to prospects early in the morning, since they’re in a different time zone than I am.”
• “I send out a weekly update to the entire organization about my project or function.”
• “I helped launch and manage a new Employee Resource Group that supports our LGBTQ+ employees.”

Examples of How to Talk About Areas of Improvement

It can be hard to talk about your mistakes or recognize room for improvement in aspects of your work. For this reason, tone is particularly important when it comes to this portion of your self-assessment.

When talking about any areas for improvement, focus on honesty, and try not to be defensive, minimize errors, or blame others in your self-evaluation. Remember that everything you say is from your own perspective, so it’s a good practice to phrase things accordingly, such as “I found out I benefit from x”, or “I found I work best in x conditions”. 

Reflecting on where you need to improve can also be a perfect opportunity to talk about how you want to grow in your career or improve in your job. When talking about mistakes or known problems during the review period, stay positive and emphasize the solution and next steps. You want to position yourself as a problem-solver with self-awareness.

For example, perhaps you weren’t prepared to take on a task because you weren’t trained. Propose enrolling in a class to help you step up your career development and take on more responsibilities.

When reflecting on your areas for improvement, try emulating the following examples:

• “I can sometimes struggle to take the lead in project management scenarios. I’d really like to take on some leadership skills classes to help me develop.”
• “I find it hard to share my ideas with team members on how to approach a project or piece of work, because I get overwhelmed when talking in a larger group. This year, I’d really like to learn how to develop my confidence with some mentoring.”
• “I made a scheduling mistake that contributed to a delay on our team’s recent project. I learned better time management skills as a result and have a plan to manage these situations better in future.”
• “I struggle with my presentation skills in front of a large audience. Is there someone in our wider team I can learn from?”

Crafting a Roadmap for Future Progression

Your self-assessment is a chance to be your own biggest advocate. As you work through the review process, try not to look at it as exposing your weaknesses, past failures, or mistakes. Instead, look at it as an opportunity, with your manager’s help, to take ownership of your career path, celebrate your wins, and unravel any niggling issues.

Working through this collaborative process should feel like a conversation with your manager that gives you a roadmap to help you perform at your very best in the future. For more support, download our Self-Evaluation Template . 

Related content

Performance Review Examples: The Essential Guide for Managers

How to Mitigate Recency Bias in Performance Reviews

What to expect from your first ever performance review

Performance Review Questions for Peers, Managers, and Direct Reports

The Value of Mid-Year Reflections

Reflecting on the year thus far helps you recognize how far you've come..

Updated July 5, 2024 | Reviewed by Davia Sills

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• It's important to acknowledge the surprises and happiness felt along the way.

Looking back on the first half of this year can bring up a melange of emotions in many. Did I achieve everything I wanted to? Maybe not. Did things go to plan? Rarely. Am I where I wish I'd be mid-year? Not quite.

This can bring a moment of disappointment, but it doesn't need to. Even if things didn't go to plan, it doesn't mean good things didn't happen at all. This is the beauty of life.

The only thing that is certain in our day-to-day life is uncertainty. We can plan as much as we want, but we will still be faced with unexpected developments. And that's totally OK. Because it means that you've probably ended up doing a lot more than you initially planned to, even though it may not be the things you originally planned to.

A lot can happen and change in six months, and it's important to acknowledge this. This is what the mid-year reflections are for.

So, right now, take a moment to reminisce about your journey so far and remind yourself how far you've come.

1. Looking back on the last six months, what were your favorite achievements?

Anything goes. It can be as small or big as you want, and it doesn't matter what other people think of it. The most important part is that you were proud of yourself for achieving those things.

Maybe you read a good nonfiction book you've been meaning to read for ages. Maybe you've learned a new skill, tried a new hobby, or even cooked a new recipe. Or perhaps you've changed jobs, said no to something that didn't feel right, or stood up for yourself and your beliefs. What is it that you are genuinely proud of?

2. Looking back on you and your abilities, how did you grow?

Again, this is yours to answer however you wish. You can go rational, emotional, or spiritual —whatever feels right for you. Did you grow the courage to try something new—or forge a path of your own? Did you grow emotionally as you learned strategies to manage your anxiety or stress ? Or perhaps you grew in strength physically as you took better care of your body? Looking back on these last months, how do you feel you've grown the most?

3. Reflecting on this year so far, which have been some of your happiest moments?

Let's take a closer look and find those silver linings in the first half of this year. What were the moments that enabled you to feel contentment and calm? When were you feeling your most fulfilled? Which moments made you feel one with yourself and one with the world? Which moments made you laugh out loud? Think of what brought you genuine joy—and hold on to the memory of them.

If you look hard enough, you can remind yourself how far you have come as the beautiful human being you are. You see how much you've achieved, how much you've grown, and how many amazing moments you've had. Maybe this year hasn't exactly gone to plan, but amazing things likely still happened. This is one of the ingredients of this mad adventure called life: making the best of whatever happens. Enjoy it.

Susanna Newsonen , MAPP, is a philosopher and writer. Her mission is to spread hope and love, one reader at a time.

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Self Reflection Essay

Self reflection essay generator.

What goes through your mind when you have to write a self reflection essay? Do you ponder on your life choices, the actions you take to get where you want to be or where you are now? If you answered yes and yes to both of the questions, you are on the right track and have some idea on what a reflection essay would look like. This article would help give you more ideas on how to write a self reflection essay , how it looks like, what to put in it and some examples for you to use. So what are you waiting for? Check these out now.

10+ Self Reflection Essay Examples

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Defining Self

A person’s self that is different from the rest. On occasions it is considered as an object of a person’s view.

Defining Self Reflection

A self reflection is often described as taking a step back to reflect on your life. To take a break and observe how far you have become, the obstacles you have gone through and how they have affected your life, behavior and belief.

Defining Self Reflection Essay

A self- reflection essay is a type of essay that makes you express the experiences you have gone through in life based on a topic you have chosen to write about. It is a personal type of essay that you write about.  It makes you reflect on your life and journey to who you are today. The struggles, the fears, the triumphs and the actions you have taken to arrive at your current situation.

Tips on Writing a Self Reflection Essay

When writing a self reflection essay, there are some guidelines and formats to follow. But I am here to give you some tips to write a very good self reflection essay. These tips are easy to follow and they are not as complicated as some might believe them to be. Let’s begin. To write a good self reflection essay, one must first do:

• Think : Think about what you want to write. This is true for the title of your essay as well. Thinking about what to write first can save you a lot of time. After this tip, we move on to the next one which is:
• Drafting : As much as it sounds like a waste of time and effort, drafting what you are preparing to write is helpful. Just like in the first tip, drafting is a good way of writing down what you want and to add or take out what you will be writing later.
• State the purpose : Why are you writing this essay? State the purpose of the essay . As this is a self reflective essay, your purpose is to reflect on your life, the actions you did to reach this point of your life. The things you did to achieve it as well.
• Know your audience : Your self reflection essay may also depend on your audience. If you are planning on reading out loud your essay, your essay should fit your audience. If your audience is your team members, use the correct wording.
• Share your tips: This essay gives you the opportunity to share how you have achieved in life. Write down some tips for those who want to be able to achieve the same opportunity you are in right now.

How long or short can my self reflection essay be?

This depends on you. You may write a short self reflection essay, and you may also write a long one. The important thing there is stating the purpose of you writing your essay.

Writing a self reflection essay, am I allowed to write everything about my life?

The purpose of the self reflection essay is to reflect on a topic you choose and to talk about it.

Is there a limit of words to write this type of essay?

Yes, as much as possible stick to 300-700 words. But even if it may be this short, don’t forget to get creative and true in your essay.

A self reflective essay is a type of essay that people write to reflect on their lives. To reflect on a certain topic of their life and talk about it. Most of the time, this type of essay is short because this is merely to take a step back and watch your life throughout the beginning till the present time. Writing this type of essay may be a bit difficult for some as you have to dive deep into your life and remember the triumphs and the loss. The beauty of this essay though is the fact that you are able to see how far you have reached, how far you have overcome.

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Reflective Essay Examples

50 best reflective essay examples (+topic samples).

If you have ever read reflective essay examples, you would know that these types of written works examine the writer’s life experiences . When you write a reflective paper example, you write about your own experiences and explore how you’ve changed, grown or developed because of those experiences. There’s no standard format for this essay as it may vary depending on the target audience.

Table of Contents

• 1 Reflective Essay Examples
• 2 What is a reflective essay?
• 3 Reflective Paper Examples
• 4 Format of reflective essay
• 5 Creating the outline of reflective essay examples
• 6 Reflective Paper Samples
• 7 Tips for writing reflective essay
• 8 Reflective Essay Samples

What is a reflective essay?

A reflective essay is a type of written work which reflects your own self. Since it’s about yourself, you already have a topic to write about. For reflective essay examples, readers expect you to evaluate a specific part of your life. To do this, you may reflect on emotions, memories, and feelings you’ve experienced at that time.

Since you’re writing reflection essay samples about yourself, make sure that they’re interesting and exciting. This is very important so that your readers don’t get bored with what you’ve written. Reflective essays are very personal thus, they’re a special type of essay. As you write one, you need to reflect, think, and explain.

In the essay, you should demonstrate and describe different feelings or emotions which you’ve felt in the past. These statements breathe life into your essay as your readers start picturing what you’ve written in their minds. Reflective essays are very honest, personal, and emotional, especially those which describe painful experiences.

Reflective Paper Examples

Format of reflective essay

As aforementioned, reflective essay examples don’t have a standard format. They seem easy enough to write but once you’ve sat down to start writing, you may suddenly find the task very challenging! Besides the format, you must think about the life experience you want to write about and remember everything about it.

A reflective paper example is a lot like a personal journal or diary. Of course, the difference is that other people will read your essay. Therefore, you must write it with good structure and coherence. In this regard, reflective essays are a lot like the other types of essays too.

When writing a reflective essay, you will have to examine your own life experiences. The purpose of writing such an essay is to provide yourself with a platform to share your most meaningful life experiences with other people. You can also use it as a way to explore how your experiences have changed you as a person.

You can present reflective writing in different formats. Most of the time though, people use a learning log or a diary entry format. You can use these formats and others. Just make sure that your essay has a good flow and that it’s easy for other readers to understand.

The format to use for your reflection essay samples would depend on your target audience. You can make an academic reflective essay or you can make it as a general and informal piece of writing. If you need to write the essay for a class assignment, follow the format given to you by your teacher.

No matter what format you choose, you may write an essay which:

• Focuses on your personal growth Such an essay helps you learn how to evaluate and analyze the experiences you have had in your personal life. This helps promote emotional development and growth. It also helps you understand yourself and your behaviors better.
• Focuses on literature For this type of essay, you may have to include references to literature and apply these to your own life experiences. Such essays are commonly given as assignments to students in school.

Creating the outline of reflective essay examples

Before you write your reflective essay examples, you must create an outline for them. Although you’d write about your own life, creating an outline gives structure to your essay to serve as a guide for what you want to write about.

Whether you need to write an essay for school, for a magazine or for any other reason, creating an outline is the very first step. With a good outline, you have a better idea of how your essay will flow from one paragraph to the next all the way to the conclusion.

When creating the outline of your reflective paper example, keep it organized. Develop the outline gradually and put a lot of thought into it. In doing this, you make the writing process much easier. Here is a rundown of the steps involved in the essay-writing process:

• Choose a topic (a significant life experience you want to write about)
• Gather information
• Create an outline
• Write a draft
• Finalize your essay

Reflective Paper Samples

Tips for writing reflective essay

As you think about the content of your reflection essay samples, remember that the important thing is that such an essay must be highly personal but also engaging to readers. There’s so much more to reflective essays than just writing your story. You must also reflect on your experiences to engage your audiences.

For your starting point, think about the most significant experiences you had in your life. Those which had either a negative or a positive impact on you as a person. If the reflective essay is a school assignment, your professor would probably specify what you must write about. Here are some tips for you for writing your reflective paper example:

• Reflection The most important part of writing your reflective essay is the reflective process. Think about the personal experience you want to write about. Focus on what happened, how this experience made you feel, and how it affected your life. Explore your memories and emotions for this part of the process. As you’re recalling and reflecting on your life experience, take a lot of notes . Write down all the details you remember and try to be as clear and as detailed as you possibly can. Take as much time as you need for reflection. You can even close your eyes as you try to remember those experiences vividly. When you’re confident that you have recalled all of the details of your life experience, it’s time to write your essay. To make it more meaningful, try to answer some important questions about your life experience including: Did you learn anything new about yourself because of this experience? Have you grown or developed because of this experience? If so, in what way? Did this experience impact your life positively or negatively? If you had the chance to experience this all over again, would you do anything differently? Why did you behave in such a way at the time of this experience? Did you make the right choices? What are your general thoughts and feelings about this experience? Can you say that you learned from this experience? Did you gain any new perspectives or skills because of this experience? These are “signpost questions” which can help you write a more meaningful essay. These are just some examples, you can also think of your own questions to ask yourself. The point of these questions is to make sure that you think critically and deeply about the experience you’re writing about.
• Planning After you’ve reflected on your life experience, it’s time to start planning your essay. When it’s time to start, you might feel as if you’re not adequately prepared even though you’ve done a lot of reflection. This is a normal feeling, especially if you want to create a written piece which people will love reading. To ease your anxiety and doubt, come up with a well-rounded and comprehensive plan. The best way to do this is through an outline. With an outline to guide your writing process, you can come up with an essay that’s more coherent and which has a clear structure. An outline or plan is important for reflective essays. Since you’re writing about an emotionally-charged topic, you might find yourself getting “lost” along the way. This is especially true if you’re writing about a painful experience which still affects you until now. The outline serves as a map for you to keep your thoughts organized. In your outline, make sure to establish all of the fundamental details you wish to include in your essay. This helps you pick out and remove any superfluous information to make it easier to read and understand. Planning the points you want to write about makes it easier for you to stay on point. As such, your writing becomes a lot clearer and your readers can follow your line of thought. An outline also prevents you from missing out any relevant information. It’s very difficult and frustrating to go back after you’ve written the whole essay just to fit in this information! Planning your essay also saves you a lot of time. Coming up with the structure makes you more familiar with your essay even before you start writing it. Thus, you can spend more time writing, revising, and proofreading your essay to make it the best version possible.

Reflective Essay Samples

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Persuasive Essay Examples

Reflecting With a Mid-Year Review

Well, y’all—it’s June. We’ve made it halfway through the year! Before we hop into any sort of blog post, I think we all deserve an enormous hug and pat on the back for that. I’m sending so many hugs to you!

But in the spirit of making it halfway through, I want to share one of my favorite practices with you: the mid-year review. Given my love for all things planning and goal-setting and living a well-designed life, it shouldn’t come as too much of a surprise that I love reviewing plans and goals and life designs just as much.

The mid-year review is a common practice for a lot of companies. It’s an opportunity for companies and their employees to reflect on goals set at the beginning of the year, and the first six months of progress (or lack thereof). It’s also an opportunity to readjust goals and plans for the rest of the year.

It’s near impossible to anticipate the activities of an entire year at the start , so the mid-year review offers the perfect opportunity to realign as necessary, once you’re successfully six months in. And so, even though I work for myself, I like to check in, reflect, and reassess my own “well-designed life” in the middle of every year.

I like to apply this process to more than just work, too. After setting (and revisiting) a few personal New Year’s resolutions, it’s nice to check in with myself at the halfway point and see how things are going.

Personally, I like to check in using my Well-Designed Year  workbook . I reflect on the first six months of the year, review the list of my heart goals, and reconnect with my core purpose—or, the overlap of my principles, my powers, and my passions.

You can do a mid-year review without the Well-Designed Year, too (though might I recommend you grab yours in 2017?). Here’s a few quick and easy tips to help you through the process:

Congratulate and Celebrate

This isn’t just about planning for the rest of the year, this is also about celebrating everything that you’ve accomplished so far—even if all you think you’ve accomplished is successfully keeping your family healthy and fed through the first half of the year.

(Ahem, that is a MAJOR accomplishment!)

Start your review by making a list of three (or more!) accomplishments from this first half of the year. Think on it, and pick the stuff that you’re really proud of. For instance, I’m really proud of the major changes we’ve made in our family diet over the past couple months.

As with any reflective process, I think it’s important to recognize and celebrate what went right . Give yourself some credit!

Consider What’s Working (and What Isn’t)

Whether you started the year with a list of big (and small) goals or not, you likely know which activities, habits, relationships, etc. have been working for you—and which haven’t. Take some time to review your New Year’s resolution lists, or start making some lists right now.

That new weekly spin class habit? That might be worth keeping. But the daily Starbucks habit? That you may want to curb. That being said, please keep in mind, that these are your lists—this is about what’s working and what isn’t working for you , and nobody else. Don’t feel like you need to cut back on Starbucks, if that’s what’s working for you!

The mid-year review process is a personal one (at least, for those of us who don’t do it with a manager in an office), so make sure you keep it that way. You’re intentionally building the life you want by doing this work, so feel free to be honest about what works best for you!

Check and Reassess Your Goals

Lastly, take a minute to review the goals you’ve set—whether you set them in January, or started jotting them down throughout this review. Are your goals (both personal and professional) still aligned with the life you want to live? With the person you want to be? With the relationships you want to build and the work you want to create?

I’ve said it before and I’ll likely say it again and again and again—goals and resolutions are great, but only when they intentionally align with how you want to feel, the person you want to be, and the life you want to live.

This mid-year review process shouldn’t just be another to-do on your list; it should be an opportunity to actively create a life that’s worth living. Make sure the goals you set in January, and the new ones you set today, are allowing you to live just that.

The mid-year review process is not meant to make you feel bad for what you haven’t yet accomplished or what may not be going well in your life. Rather, it’s about reflecting and reevaluating, as necessary, to ensure you’re always being intentional about the way you spend your time and the goals you’re pursuing.

There’s no need to stay tied to an idea or a goal, just because you planned to pursue it once. The value of doing a mid-year review is in your ability to tweak your vision for the rest of the year, based on the information you have at hand now. It’s about flexibility and change, honest reflection and celebration.

Even if you didn’t envision the year ahead or set goals in January, you have the opportunity to do so now. It’s never too late to start intentionally designing the life you want to live!

Have you done a mid-year review? What would you celebrate? Have you successfully accomplished any goals—or are there any you’d scrap? Share some of your mid-year review insights in the comments below!

Whitney English's philosophy of wholehearted, creative living is a recipe for a beautiful life that anyone can follow. Through her blog, shop, and insights, Whitney offers a wealth of knowledge and experience, delivered with a warmth and kindness that make her feel like an old friend. For anyone seeking inspiration, guidance, or simply a friendly voice to guide them, Whitney is a true treasure - a shining example of what can be achieved with hard work, perseverance, and a generous spirit.

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Home — Essay Samples — Life — Myself — Self Reflection

Essays on Self Reflection

Self-reflection essay topic examples.

Step into the world of self-reflection essays! These essays are all about taking a closer look at yourself and your experiences. Whether you want to share your thoughts, compare the past to the present, describe significant moments, persuade others to try new self-improvement practices, or share personal stories of growth, we've got various topics for you. In these essays, you'll dive deep into your beliefs, values, and the things that have influenced you. Join us on this journey of self-discovery as we explore the importance of self-reflection and how it can lead to personal growth and positive changes. These essay examples will encourage you to reflect on your own life and experiences in a meaningful way, and it's all written in a down-to-earth style, just like a friend sharing their thoughts.

Argumentative Essays

Argumentative self-reflection essays involve presenting and defending a personal viewpoint or belief. Here are some topic examples:

• 1. Argue the significance of self-reflection in personal growth and development.
• 2. Defend your stance on the importance of self-compassion in overcoming life's challenges.

Example Introduction Paragraph for an Argumentative Self-Reflection Essay: Self-reflection is a journey of understanding oneself, a path that leads to personal growth and transformation. In this essay, I will argue that self-reflection plays a pivotal role in our development, helping us navigate the complexities of life and become the best versions of ourselves.

Example Conclusion Paragraph for an Argumentative Self-Reflection Essay: In conclusion, self-reflection is not merely a process; it is a valuable tool for self-improvement and emotional well-being. As I reflect on my own journey, I am reminded of the profound impact that self-compassion and introspection have had on my life, urging me to continue this lifelong practice.

Compare and Contrast Essays

Compare and contrast self-reflection essays involve analyzing the differences and similarities between past and present experiences. Consider these topics:

• 1. Compare and contrast your beliefs and values from your teenage years to your current ones.
• 2. Analyze the differences in your approach to handling stress now compared to five years ago.

Example Introduction Paragraph for a Compare and Contrast Self-Reflection Essay: The journey of self-reflection allows us to compare our past selves to our present selves, highlighting the evolution of our beliefs and values. In this essay, I will explore the transformation in my own perspectives and coping mechanisms over the years.

Example Conclusion Paragraph for a Compare and Contrast Self-Reflection Essay: In conclusion, the comparison of my past and present self reveals the ever-changing nature of human growth and adaptation. As I embrace the differences and celebrate the similarities, I am reminded of the continuous learning that life offers.

Descriptive Essays

Descriptive self-reflection essays enable you to vividly depict a significant life event or personal experience. Here are some topic ideas:

• 1. Describe a moment of self-realization that transformed your perspective on life.
• 2. Paint a detailed portrait of a person who has had a profound influence on your personal growth.

Example Introduction Paragraph for a Descriptive Self-Reflection Essay: Self-reflection often involves revisiting specific moments in life that have left an indelible mark on our souls. In this essay, I will immerse myself in the memory of a transformative experience, exploring the profound impact it had on my outlook and choices.

Example Conclusion Paragraph for a Descriptive Self-Reflection Essay: In conclusion, the descriptive exploration of my transformative experience reminds me of the power of self-awareness and the ability to change the course of one's life. As I look back on that pivotal moment, I am filled with gratitude for the lessons learned and the person I have become.

Persuasive Essays

Persuasive self-reflection essays involve convincing your audience of the importance of a particular self-improvement practice or mindset. Consider these persuasive topics:

• 1. Persuade your readers to embrace mindfulness meditation as a daily self-reflection practice.
• 2. Argue for the benefits of keeping a personal journal as a tool for self-discovery and growth.

Example Introduction Paragraph for a Persuasive Self-Reflection Essay: Self-reflection is a deeply personal journey, and in this essay, I will endeavor to persuade you of the transformative power of mindfulness meditation. By sharing my own experiences, I hope to inspire you to embark on this introspective path.

Example Conclusion Paragraph for a Persuasive Self-Reflection Essay: In conclusion, the persuasive argument for mindfulness meditation as a self-reflection practice underscores its potential to bring inner peace and self-awareness. As we explore the benefits together, I invite you to consider incorporating this practice into your daily life.

Narrative Essays

Narrative self-reflection essays allow you to share a personal story or experience that shaped your self-awareness and growth. Explore these narrative essay topics:

• 1. Narrate a journey of overcoming a personal fear or limitation and how it transformed you.
• 2. Share a story of a life-changing conversation you had with someone that led to deep self-reflection.

Example Introduction Paragraph for a Narrative Self-Reflection Essay: Self-reflection often emerges from the stories of our lives. In this narrative essay, I will recount a personal journey of conquering a fear that held me back for years. Through this narrative, I hope to convey the power of self-discovery in the face of adversity.

Example Conclusion Paragraph for a Narrative Self-Reflection Essay: In conclusion, the narrative of overcoming my fear is a testament to the resilience of the human spirit. As I reflect on this journey, I am reminded that self-reflection can lead to the discovery of our inner strength and the ability to transcend our limitations.

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How to Write a Reflective Essay With Tips on Effective Self-Analysis (Step-by-Step Guide) 2023-2024

Writing an essay, particularly a reflective one, can be an enriching experience that enables introspection and self-analysis. In this guide, we will explore the step-by-step process of crafting a reflective essay with a focus on effective self-analysis. Whether you are a student or a professional, understanding how to write a reflective essay will enhance your critical thinking skills and personal growth. From choosing a topic to revising and editing, we will cover all the necessary aspects to help you produce a compelling reflective essay. By following these guidelines, you can develop a reflective essay that not only facilitates self-analysis but also showcases your growth and critical thinking abilities. GradeSmiths further supports your academic journey by offering the convenience of paying for essays and accessing expert online assignment help. With GradeSmiths, you can receive the necessary guidance and assistance to excel in your writing endeavors.

Step 1: Selecting an Engaging Topic

When starting your reflective essay, carefully choose a topic that has had a significant impact on you. It could be an achievement, a challenging situation , or a moment of personal growth. By selecting a specific incident or experience, you can delve deeper into its analysis and provide valuable insights to your readers.

Step 2: Gathering Thoughts and Emotions

Before diving into the writing process, take some time to gather your thoughts and emotions related to the chosen experience. Engage in techniques such as free-writing or brainstorming to jot down all the ideas that come to mind. This exercise will help you capture the essence of your reflections and ensure that no important details are overlooked during the analysis .

Step 3: Developing an Outline

An outline serves as a roadmap for your reflective essay, enabling you to organize your thoughts in a clear and logical manner. Identify key points and main arguments that you want to discuss in your essay. Divide your essay into sections, including an introduction, body paragraphs, and conclusion. By structuring your essay in advance, you’ll have a solid foundation to build upon.

Step 4: Crafting an Engaging Introduction

The introduction is the gateway to your reflective essay and should engage the reader’s attention. Begin with a compelling hook or an intriguing anecdote related to your experience. Provide context and background information to help the reader understand the significance of the experience. Finally, present a clear and concise thesis statement that highlights the main focus of your essay.

Step 5: Developing Well-Structured Body Paragraphs

The body paragraphs form the core of your reflective essay. Each paragraph should focus on a specific aspect of the experience and provide supporting evidence and examples. Analyze your thoughts, emotions, and reactions during the experience, exploring the reasons behind them. Reflect on the significance of the experience and its impact on your personal growth and development.

Step 6: Applying Self-Analysis Techniques

To deepen your self-analysis, apply various techniques such as SWOT analysis or self-questioning. Assess your strengths, weaknesses, opportunities, and threats in relation to the experience. Consider how the experience has shaped you as an individual, what lessons you have learned, and identify areas for improvement. This process allows you to gain deeper insights into yourself and your journey.

Step 7: Writing a Thought-Provoking Conclusion

In the conclusion of your reflective essay, summarize the main points discussed in the body paragraphs. Reflect on the overall significance and implications of the experience you shared. Offer final thoughts and insights gained from the self-analysis process. Conclude your essay on a positive note, highlighting the growth and lessons learned through the reflective process.

Step 8: Revising and Editing for Polished Writing

Once you have completed your initial draft, it’s essential to revise and edit your reflective essay. Review it for clarity, coherence, and overall structure. Check for grammar, spelling , and punctuation errors. Seek feedback from peers or instructors to gain different perspectives and identify areas that need improvement. Taking the time to revise and edit ensures your essay is polished and effectively conveys your message.

Tips for Effective Self-Analysis in Reflective Essays

When writing your essay , it’s important to keep these tips in mind to effectively convey your ideas and engage your readers:

• Be genuine and authentic: When sharing your thoughts and emotions, be true to yourself. Avoid exaggeration or embellishment and express your experiences and feelings sincerely.
• Use descriptive language: Create a vivid and engaging narrative by incorporating descriptive language. Paint a picture with words to make your essay more captivating and memorable.
• Connect personal experiences to broader concepts: Demonstrate your critical thinking skills by linking your personal experiences to broader c oncepts or theories . Show how your experiences relate to larger societal issues or academic knowledge.
• Reflect on implications and personal growth: Take time to reflect on the implications of your experience and how it has contributed to your personal growth. Discuss the lessons learned and the insights gained from the experience.
• Analyze strengths, weaknesses, opportunities, and threats : Assess your strengths, weaknesses, opportunities, and threats in relation to the experience. Reflect on how the experience has affected your self-awareness and identify areas for improvement.
• Identify lessons learned and impact on perspective: Highlight the key lessons you have learned from the experience and how they have influenced your perspective . Discuss any shifts in mindset or changes in your outlook.
• Consider alignment with future goals: Evaluate how the experience aligns with your future goals and aspirations. Discuss how it has shaped your ambitions or influenced your career path.
• Be open to constructive criticism : Embrace feedback from others and be open to constructive criticism. Consider different perspectives and use feedback to refine your ideas and strengthen your essay.
• Revise and edit for clarity and coherence: Take the time to revise and edit your essay. Ensure that your ideas flow logically, your sentences are clear, and your essay is coherent. Eliminate any errors or inconsistencies.
• Maintain a positive and reflective tone: Throughout your essay , maintain a positive and reflective tone. Show gratitude for the experience and demonstrate your willingness to learn and grow.

By following these tips, you can effectively communicate your ideas, showcase your personal growth, and craft a compelling essay that leaves a lasting impression on your readers.

Writing a reflective essay with effective self-analysis is a valuable exercise that allows for self-reflection, personal growth, and the development of critical thinking skills. By following the step-by-step guide provided, you can navigate the process seamlessly. Remember to choose a compelling topic, gather your thoughts and emotions, create an outline, and craft a captivating introduction . Develop your analysis in the body paragraphs, applying self-analysis techniques to gain deeper insights. Conclude your essay by summarizing the main points and offering final reflections. With these tips, you’re well on your way to writing a stellar reflective essay that showcases your journey of self-discovery.

Take away Notes

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Everything You Need to Know About Writing a Self-Review (Template Included!)

Ah, performance review season! Hopefully you’re hopping into this stretch with a confident step. But, if you’re not that’s normal, too—you’ll probably want to read this and this to get your nerves under control.

Odds are that you’re reading this because you’ve been asked to write a self-review before your formal one. Or, if not that, your boss is sending vague requests like, “Plan on discussing your progress this year. Bring a few examples on paper.”

This can be intimidating—maybe you’re not sure what to talk about, or maybe you’re a horrible writer and can’t imagine churning out complete sentences about yourself, or maybe you’re unsure of how honest you should really be.

Don’t stress—here’s everything you need to know.

What’s a Self-Review?

As the name suggests, this is your opportunity to look back on and document your past performance as well as pave the way for future growth and opportunity in your current role.

What makes a good self-review? “One that’s honest and admits both your wins and any shortcomings—and not just if there were shortcomings, but how you grew from them and how you would do things differently,” says The Muse’s Director of HR Shannon Fitzgerald .

Why Do Companies Do Them?

No one knows what you do on a daily basis better than you, so companies want to hear it straight from you. Since it’s considered in tandem with your manager’s review (and sometimes even peer reviews), it helps HR see whether you’re keeping up with your responsibilities and if any red flags need to be addressed. And, it brings in an element of fairness by letting you tell your story (and not just taking your manager’s word for it).

“We’re looking to see consistency between the manager and employee. If the manager says one thing and the employee says another thing then there’s a disconnect that we need to intervene,” says Fitzgerald.

HR might also look for trends. Has the employee mentioned a certain type of feedback several times? Or hinted at getting a promotion for the past couple cycles? These signs are worth looking into.

Your manager is also looking at your self-review to see how you want to grow. So, the more you can provide, the easier it’ll be for your boss to take action and help you get there.

How Will it Benefit Me?

For one thing, it’s a great way to track your accomplishments and goals and have them all in one place.

For another thing, it’s a nice chance for you to become more self-aware. By having to actually list out what you’ve done, where you want to be, and how you’ll get there, you’re putting your career into perspective and giving yourself a chance to really carve out your path.

Maybe you’re struggling to work well with your boss, or prioritize assignments, or hit deadlines. You can use your self-review as a chance to explain yourself but also bring these problems to light so they can be resolved.

Finally, it’s a great jumping off point for improving a challenging situation. Maybe you’re struggling to work well with your boss, or prioritize assignments, or hit deadlines. You can use your self-review as a chance to explain yourself but also bring these problems to light so they can be resolved.

How Do You Go About Writing One?

Chances are if you’re asked to complete a self-review, HR has given you some direction or prompt to get started.

However, if that’s not the case, these questions are a great place to start:

• What projects have you enjoyed working on the most, and why?
• What projects are you most proud of?
• What are the things you’ve learned?
• What are some things you would have done differently looking back?
• What has your boss done to help you do your job better? What could they do differently?
• Did you receive any feedback during the review period, either from your boss or your peers, that resonated with you? Why?
• What upcoming projects are you excited about?
• Do you feel like you’re adding skills to your resume? If not, what would you like to add?
• What areas would you want more feedback on?

If you walk into your meeting with solid answers to the above when your boss just asked you to “start thinking about the wins and losses of the past year,” you’ll instantly look like someone who takes their career seriously and should be considered an all-star on the team.

Now, in terms of actually putting pen to paper, Fitzgerald suggests starting with bullet points and building a story from there. If you’re not sure what you’ve done, turn to documentation for reference—emails, your calendar, meeting agendas, to-do lists, notes from your check-ins or one-on-ones.

If you’re not sure what you’ve done, turn to documentation for reference—emails, your calendar, meeting agendas, to-do lists

In addition, if you work collaboratively, email a few co-workers and ask them what accomplishments they can think of off the top of their head (and if you want to win all the self-awareness points, also ask them what area they think you can most improve in: skills and training, organization, or communication).

Plus, you should “always look back on the last review and what you said you would do,” adds Fitzgerald. Have you accomplished any of those goals?

“It’s also helpful to talk it over with someone,” she suggests. “Talk to a friend about it, and after you organize your thoughts it’ll be easier to just regurgitate on paper. And it doesn’t have to be done in one sitting. As soon as you’re done, wait and read it again the next morning and see if it still holds true.”

The last point is key: Make sure you’ve looked it over with fresh eyes before submitting it.

Oh, and another point—don’t lie. One, because your company can’t help with what they don’t know. And two, you’re human, so you definitely have room to grow and your boss probably has a few thoughts on those areas. So, you look far more professional if you point them out before they do.

“I’ve had people say, ‘Why wouldn’t I just always put a glowing review? Why would I want my manager to think any less of me?’ But if you put something really glowing but you have areas you need to improve on, it may just look like you have a potentially serious blindspot,” says Fitzgerald.

Not to mention, a “perfect” review also puts you in a tough place—you’ll never be able to live up to it. So, it’s just easier to be honest and transparent.

Want a little more help? We made this handy self-review worksheet that’ll make it way easier to get your thoughts on paper.

How to Write a Self Evaluation (With Examples)

First step, be honest about your hits and misses.

Self evaluations are performance assessments that bring you and your manager together to rate your performance over a given time span (quarterly, semi-annually, annually) either using a scale (one to 10 or one to five) or by answering open-ended questions. You complete the evaluation and so does your manager. During the performance review , the two of you compare notes to arrive at a final evaluation.

What Is a Self Evaluation?

Self evaluations are performance assessments that both employees and managers complete. They can be done quarterly, semi-annually or annually, and range from open-ended questions discussed to ratings given on a numeric scale.

Writing about yourself, especially if those words are going to be part of your permanent work record, can be daunting. But it doesn’t have to be. In fact, self evaluations give you a voice in your performance review , and they’re opportunities to outline your career goals and get help in reaching them.

Below, we’ll examine self evaluation benefits, tips and examples, plus how both employees and managers can complete them successfully.

More on Self Evaluations Self-Evaluations Make Stronger Leaders. Here’s How to Write One.

Benefits of Self Evaluations 

1. help employees and managers prepare for performance reviews.

Completing a self evaluation can help guide the eventual performance-review conversation in a structured, but meaningful, way. It also helps both parties get an idea of what needs to be discussed during a performance review, so neither feels caught off guard by the conversation.

2. Give Employees an Opportunity to Reflect on Their Progress

Since self evaluations are inherently reflective, they allow employees to identify and examine their strengths and weaknesses. This helps employees both know their worth to an organization and what they still have left to learn. 

“Self evaluations enable employees to see their work in its entirety,” Jill Bowman, director of people at fintech company Octane , said. “They ensure that employees reflect on their high points throughout the entire year and to assess their progress towards achieving predetermined objectives and goals.”

3. Help Managers Track Employee Accomplishments

Employee self assessments help managers more accurately remember each employee’s accomplishments. “As many managers often have numerous direct reports, it provides a useful summary of the achievements of each member,” Bowman said.

4. Improve Employee Satisfaction

Academic literature indicates that employees are more satisfied with evaluations that involve two-way communication and encourage a conversation between manager and employee, according to Thomas Begley, professor of management at Rensselaer Polytechnic Institute . 

The thing is, employees have to trust that the process is fair, Begley added. If they believe it is, and they’re treated fairly and respectfully during the process, employees react positively to self evaluations.

5. Can Decrease Employee Turnover

Some companies see tangible results from self evaluations. For example, Smarty , an address-verification company, enjoys low staff turnover, said Rob Green, chief revenue officer. The self-evaluation method, coupled with a strong focus on a communication-based corporate culture, has resulted in a 97 percent retention rate, Green told Built In.

Related 6 Ways to Be More Confident in Performance Reviews

How to Write a Self Evaluation

The ability to write a self evaluation is a critical career skill.

“Self evaluations give you a platform to influence your manager and in many cases, reframe the nature of the relationship with your manager,” Richard Hawkes, CEO and founder of Growth River , a leadership and management consulting company, said. “And all results in business happen in the context of relationships.”

Below are some tips on how to complete a self evaluation.

1. Track Your Work and Accomplishments

Daily or weekly tracking of your work can help you keep track of your progress and also prevent last-minute “what on earth did I do the last six months?” panic at performance evaluation time, said Peter Griscom, CEO at Tradefluence . “Strip down the questions to two or three, and just ask yourself, ‘How well did I communicate today?’ ‘How well did I solve problems today?’ ‘What have I achieved today?’” Griscom said. “Get in the habit of writing those things out and keeping track and over time.”

2. Answer Honestly  

For his first self evaluation, Griscom remembers wondering how to best answer the questions. After he asked his manager for guidance, Griscom answered the questions as accurately as he could. “What came out of it was really valuable, because it gave me a chance to reflect on my own achievements and think about where I can improve,” he said. “It forced me to do the thinking instead of just accepting feedback.”

3. Highlight Your Achievements

If your boss has a handful of direct reports, chances are good they haven’t noticed each of your shining moments during a review period. This is your chance to spotlight yourself. Quotas exceeded, projects finished ahead of schedule, fruitful mentoring relationships, processes streamlined — whatever you’ve done, share it, and don’t be shy about it, said Alexandra Phillips , a leadership and management coach. Women, especially, tend not to share achievements and accomplishments as loudly or often as they should. “Make sure your manager has a good sense of where you’ve had those wins, large and small, because sometimes they can fly under the radar,” Phillips added.

4. Admit Weaknesses and How You Have Grown 

If you’ve made a whopper mistake since your past review, mention it — and be sure to discuss what you’ve learned from it. Chances are good your manager knows you made a mistake, and bringing it up gives you the opportunity to provide more context to the situation.

5. Acknowledge Areas of Improvement

Be prepared for your manager to point out a few areas for improvement. This is where career growth happens. “If you want something,” whether it’s a promotion or move to another department, “you need to know how to get there,” said Phillips.

Related What Are Short-Term Career Goals? (With 12 Examples)

Self Evaluation Examples and Templates Answers

Still not sure what to do when you put pen to paper? Here are six open-ended self evaluation sample questions from the Society for Human Resource Management, as well as example answers you can use to prepare for your own self evaluation.

1. Job Performance Examples

List your most significant accomplishments or contributions since last year. How do these achievements align with the goals/objectives outlined in your last review?

How to answer with positive results: In the past year, I successfully led our team in finishing [project A]. I was instrumental in finding solutions to several project challenges, among them [X, Y and Z]. When Tom left the company unexpectedly, I was able to cover his basic tasks until a replacement was hired, thus keeping our team on track to meet KPIs. 

I feel the above accomplishments demonstrate that I have taken more of a leadership role in our department, a move that we discussed during my last performance review.

How to answer with ways to improve: Although I didn’t meet all of my goals in the last year, I am working on improving this by changing my workflow and holding myself accountable. I am currently working to meet my goals by doing [X, Y and Z] and I plan to have [project A] completed by [steps here]. I believe that I will be able to correct my performance through these actionable steps.  

Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.

I feel I could do better at moving projects off my desk and on to the next person without overthinking them or sweating details that are not mine to sweat; in this regard I could trust my teammates more. I plan to enlist your help with this and ask for a weekly 15-minute one-on-one meeting to do so.  

Identify two career goals for the coming year and indicate how you plan to accomplish them.

One is a promotion to senior project manager, which I plan to reach by continuing to show leadership skills on the team. Another is that I’d like to be seen as a real resource for the organization, and plan to volunteer for the committee to update the standards and practices handbook.  

2. Leadership Examples

Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.

How to answer with positive results: Yes. I have established mentoring relationships with one of the younger members of our team, as well as with a more seasoned person in another department. I have also successfully taken over the monthly all-hands meeting in our team, trimming meeting time to 30 minutes from an hour and establishing clear agendas and expectations for each meeting. Again, I feel these align with my goal to become more of a leader.

How to answer with ways to improve: Since the last review period, I focused my efforts on improving my communication with our team, meeting my goals consistently and fostering relationships with leaders in other departments. Over the next six months, I plan on breaking out of my comfort zone by accomplishing [X, Y and Z].  

What activities have you initiated, or actively participated in, to encourage camaraderie and teamwork within your group and/or office? What was the result?

How to answer with positive results: I launched the “No More Panicked Mondays” program to help on-site and remote colleagues make Mondays more productive. The initiative includes segmenting the day into 25-minute parts to answer emails, get caught up on direct messages, sketch out to-do lists and otherwise plan for the week ahead. NMPM also includes a 15-minute “Weekend Update” around lunch time, during which staff shares weekend activities. Attendance was slow at first but has picked up to nearly 90 percent participation. The result overall for the initiative is more of the team signs on to direct messages earlier in the day, on average 9:15 a.m. instead of the previous 10 a.m., and anecdotally, the team seems more enthusiastic about the week. I plan to conduct a survey later this month to get team input on how we can change up the initiative.

How to answer with ways to improve: Although I haven’t had the chance to lead any new initiatives since I got hired, I recently had an idea for [A] and wanted to run it by you. Do you think this would be beneficial to our team? I would love to take charge of a program like this.  

3. Professional Development Examples

Describe your professional development activities since last year, such as offsite seminars/classes (specify if self-directed or required by your supervisor), onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, other—please describe.

How to answer with positive results: I completed a class on SEO best practices and shared what I learned from the seminar during a lunch-and-learn with my teammates. I took on a pro-bono website development project for a local nonprofit, which gave me a new look at website challenges for different types of organizations. I also, as mentioned above, started two new mentoring relationships.

How to answer with ways to improve: This is something I have been thinking about but would like a little guidance with. I would love to hear what others have done in the past to help me find my footing. I am eager to learn more about [A] and [B] and would like to hear your thoughts on which courses or seminars you might recommend. 

Related How to Find the Right Mentor — and How to Be One

Types of Self Evaluations

Self evaluations can include rating scale questions, open-ended questions or a hybrid of both. Each approach has its own set of pros and cons to consider.

1. Rating Self Evaluation

Rating scale self evaluations give a list of statements where employees are asked to rate themselves on a scale of one to five or one to ten (generally the higher the number, the more favorable the rating). 

For example, in Smarty’s self evaluations, it uses a tool called 3A+. This one calls for employees and managers to sit down and complete the evaluation together, at the same time. Employees rate themselves from 3, 2 or 1 (three being the best) on their capability in their role; A, B or C on their helpfulness to others, and plus or minus on their “diligence and focus” in their role. Managers rate the employees using the same scale. A “perfect” score would be 3A+, while an underperforming employee would rate 2B-.

At the performance evaluation meeting, managers and employees compare their ratings, and employees ask for feedback on how they can improve.

But rating systems can have their challenges that are often rooted in bias . For example, women are more likely to rate themselves lower than men. People from individualistic cultures, which emphasize individuals over community, will rate themselves higher than people from collectivist cultures, which place a premium on the group rather than the individual.

2. Open-Ended Question Self Evaluation

Open-ended questions ask employees to list their accomplishments, setbacks and goals in writing. The goal of open-ended questions is to get employees thinking deeply about their work and where they need to improve. 

Open-ended questions allow employees a true voice in the process, whereas “self ratings” can sometimes be unfair , Fresia Jackson, lead research people scientist at Culture Amp , said. 

With open-ended questions, employees tend to be more forgiving with themselves, which can be both good and bad. Whatever result open ended questions bring about, they typically offer more fodder for discussion between employees and managers.

3. Hybrid Self Evaluation

Hybrid self evaluations combine both rating questions and open-ended questions, where employees assess their skills and accomplishments by using a number scale and by answering in writing. This type of self evaluation lets employees provide quantitative and qualitative answers for a more holistic reflection. 

Self-Evaluation Questions for Performance Reviews

If you’ve never done a self evaluation, or if you just need a refresher before your next performance review, looking over some examples of self evaluation questions — like the ones below — can be a helpful starting point.

Common Self-Evaluation Questions for Performance Reviews

• What are you most proud of?
• What would you do differently?
• How have you carried out the company’s mission statement?
• Where would you like to be a year from now?
• List your skills and positive attributes.
• List your accomplishments, especially those that impacted others or moved you toward goals.
• Think about your mistakes and what you’ve learned from them.
• What are your opportunities to grow through advancement and/or learning?
• How do the above tie to your professional goals?

Self-Evaluation Questions for Career Planning and Growth

• What are you interested in working on?
• What are you working on now?
• What do you want to learn more about?
• How can I as your manager better support you?
• What can the company do to support your journey?
• How can the immediate team support you?
• What can you do to better support the team and the company? 

Self-Evaluation Questions for Performance and Career Goals

• How did you perform in relation to your goals?
• What level of positive impact did your performance have on the team?
• Did your performance have a positive impact on the business?
• What was your level of collaboration with other departments?
• What corporate value do you bring to life?
• What corporate value do you most struggle to align with?
• Summarize your strengths.
• Summarize your development areas.
• Summarize your performance/achievements during this year.
• How would you rate your overall performance this year? 

Related How to Set Professional Goals

How Should Managers Approach Self Evaluations?

It’s clear here that self evaluations, as a type of performance review, are more employee- than manager-driven. That said, managers are a key ingredient in this process, and the way managers handle self evaluations determines much about how useful they are and how well employees respond to them. To make sure they’re as effective as possible, consider these suggestions.

Train Managers on How to Use Evaluations

“If you don’t, there’s no point in doing them, because the manager is going to be the one driving the conversations,” Elisabeth Duncan, vice president of human resources at Evive, said. “Without training, the [evaluations] will be a checkbox and not meaningful.”

Don’t Use Ratings Formulaically

The results of self evaluations that employ a scale (say, one to five) can vary wildly, as one manager’s three is another manager’s five. Use the scale to identify and address discrepancies between the manager’s and employee’s answers, not to decide on raises or promotions across the company.

Hold Self Evaluations Often

They work best as career-development tools if they’re held semi-annually, quarterly or even more often. “It’s about an ongoing, consistent conversation,” Duncan said.

Tailor Them For Each Department

Competencies in sales very likely differ from competencies in tech, marketing and other departments. Competencies for junior-level employees probably differ wildly from those for senior managers. Self evaluations tailored to different employee populations will be more effective, and fairer.

Stress That the Rating Is Just the Start

The rating or the open-ended questions are the beginning of the evaluation process; they are not the process itself. “These are tools to trigger a conversation,” Duncan said.

Overall, think of self evaluations as a way to engage with your manager and your work in a way that furthers your career. Embrace the self evaluation and get good at writing them. In no time at all, you’ll find that they can be a productive way to reflect on yourself and your skillset.

Frequently Asked Questions

What is a self evaluation.

A self evaluation is a personal assessment used for employees to reflect on their strengths, weaknesses, accomplishments and overall progress during an allotted time on the job.

Self evaluations are often completed quarterly, semi-annually or annually, and can include numbered rating questions or open-ended written questions.

How do you write a good self evaluation?

An effective self evaluation is one where you highlight your achievements and instances of growth as well as areas for improvement during your given period of time at work. Tracking specific accomplishments and metrics can be especially helpful for writing a good self evaluation.

Jessica Powers contributed reporting to this story.

Recent Career Development Articles

How to write a self-evaluation that will impress your boss (with examples)

• January 28, 2022

Would you rather listen to a conversation on this topic? Feel free to listen to our podcast👇

Let me guess: You’re here because your boss sent you a self evaluation form as part of your performance review, and you’ve been staring at it for 15 minutes, unable to write a single word.

Your hesitation is totally understandable! At best, self evaluations (and performance reviews in general) can feel like nothing more than another form of status update. At worst, they can feel like a high-stakes tightrope walk in which people are afraid of pointing out their mistakes or of praising themselves too highly.

Download your FREE self-evaluation template that will impress your boss.

Yep, it’s free. And trust us…it will help!

Despite their bad reputation, self evaluations (also known as self assessments or self appraisals) are worth taking seriously. A good self evaluation can have concrete benefits: improving your boss’ impression of you, putting you in line for a promotion, and even boosting your salary (more on how to do that later).

So let’s talk about how to write a self evaluation that shows the traits managers are looking for in high performers, along with examples of self evaluations you can build on.

Only You Can Save Performance Reviews

Performance reviews are like fruitcakes at Christmas:  Everyone hates them , yet they keep coming back, year after year. But why should discussing our job performance be so painful? It’s not because we’re terrible team members—it’s because the system is flawed. Employees are under tremendous pressure to prove their worth during performance appraisals but often walk away feeling misunderstood, undervalued, and confused by vague feedback. According to a  survey of Millennials by TriNet,  a human resources company:

• 62% have felt blindsided by performance reviews
• 31% feel they’ve received biased or unfair feedback
• 59% feel their manager isn’t prepared to give feedback

So what can you do to make sure your manager understands what a stellar employee you are and reflect that in your overall performance assessment?  Become your own biggest cheerleader and equip your manager to do the same.

If your manager isn’t holding up their side of the dea l by giving you actionable, constructive feedback, you’ve got to do it yourself. Wee’ll show you how to highlight your accomplishments, growth areas, and goals in a way that makes you stand out from the pack.

How to Write a Self Evaluation For a Performance Review

First, let’s start with a solid self evaluation structure. It should look something like this:

• Goals (personal or assigned)
• Areas of accomplishment since last review
• Insights on productivity
• Areas of improvement since last review
• Growth plan or professional development plan
• Company values/personal values

If your manager or HR department gave you  a form to fill out , that’s fine—but, most likely, it only exists for documentation purposes. If you really want to wow your manager, make sure everything in this outline is covered in your employee self appraisal, even if you have to add extra sections or pages.

1. Goals (Personal or Assigned)

This is similar to areas of accomplishment but important to call out on its own. Everybody has projects to work on, but your boss may have suggested other professional development goals for you to work toward. Maybe you’re supposed to be learning to use a piece of software, taking the lead on a project, or handling more customer management. If you haven’t discussed professional development with your manager, here are  three free professional development templates  to help you introduce these goals into your one-on-ones. Ideally, you’ll also have some personal goals of your own to talk about, whether that’s improving your time management, giving more confident presentations, or leveling up your skills in a specific area of your work. Regardless of the goal, in your self evaluation, you should show what progress you’ve made since your last assessment. Have you hit your benchmarks as planned? Hopefully, the answer is yes, but even if you haven’t fully achieved your goals, this can still be an opportunity to shine, as long as you show thoughtfulness and self-awareness. Bringing feedback from your last review into the next one will show you paid attention and care about your boss’s opinion.

Goal self evaluation example:

Goal:  Help our marketing team increase conversion rates from 3–5% on landing pages. Action:  Our marketing team has been focusing on beefing up our inbound campaigns, so I decided to go through the Hubspot Inbound Marketing Certification Course so I could speak our team’s language and help create better lead magnets. We didn’t quite reach our goal—we ended up increasing the conversion rate to 4.5%. However, this was important progress because it’s the first time we’ve done a project like this. I learned so much about testing and best practices, and now I feel ready to lead more tests in the coming year.

2. Areas of Accomplishment Since Last Review

It can be tempting to gloss over this section with a quick summary of your duties—but  don’t make that mistake . Don’t assume your manager will remember your accomplishments from the past year (or quarter or 90 days, depending on how often you have reviews) unless you draw attention to them. This section is your highlight reel, and if you’re gunning for a promotion, it’s also your audition. For example: If you’re a significant contributor to a project, include it in this section. And don’t just write the name of the project; make sure you also highlight the project’s status, what your involvement was, and the impact this project had on the company. These details are important to your manager because:

• They care about the projects you’re working on and want to know their status and other key details.
• They care about what’s occupying your time, as opposed to other projects you could be working on.

Areas of accomplishment self evaluation example:

I designed a new user flow last quarter. This took a significant amount of my work time, and it took collaborating with three different departments to make it a success. While I worked on this task, I took the opportunity to learn new software because I knew it would be a useful skill while I help out the design team (since Analisa is on leave). I’m proud to say that I completed this project two days ahead of schedule. We used it to map out priorities for product development at the end of the quarter, and I think it will be useful as a reference document for the design team for several more years.

What if you can’t remember what you worked on? To refresh your memory, ask yourself if you:

• Served on a committee
• Were assigned to a long-running project
• Wrote any reports or summaries for your boss
• Took the lead on an extra project you weren’t assigned to
• Took on a new responsibility
• Mentored someone on the team
• Took on your first direct report
• Attended events or conferences
• Designed or conducted trainings (even informal ones)
• Made an introduction for a team member
• Have any recurring to-dos or calendar events
• Have key meetings on your calendar (going all the way back to your last review)

If you can answer “yes” to one of these items, it might be an accomplishment worth mentioning. Take the time to dive deep—you never know what you (or your boss) might have forgotten!

Don’t want to dig through old emails?  With Uptick , you can quickly search through your one-on-one meeting notes for keywords and find you wrote down along the way as well as your manager’s reactions.

3. Insights on Productivity

This is the section of the self evaluation where you look under your own hood to figure out what makes you tick. What are the behaviors and circumstances that are helping you thrive, and what’s holding you back from being your most productive? Answering a question that personal can seem intimidating, but remember: Managers want you to be self-aware. It makes their job much easier when you have the ability to call out triumphs and failings, and then self-correct. It’s even better if you understand the impact you’re having on the team (and vice versa). When you collect these insights and share them with your manager, they’re getting priceless information about team culture. To uncover insights, ask yourself these questions:

• Did I have any breakthroughs, even small ones?
• When did I feel most productive? Least productive?
• What part of my job felt most challenging? What felt most rewarding?
• Which teammates brought out the best in me, and why?
• Which of my habits best served my productivity? Which ones sabotaged it?

Insight self evaluation examples:

I’ve come to the realization that I often engage in negative self-talk. Sometimes it’s not even conscious—more of a feeling that “I could never learn that skill” or “I must not be very smart if this project is overwhelming me.” I don’t know if the team can tell, but this affects my confidence. I want to be able to take projects on with gusto, so this is something I’m going to work on. Do you have any resources that you recommend?

If your insights are more critical or they focus on other people, that’s okay. But it’s hard for your manager to help if you don’t give them specific examples and say how you’d like them to intervene. Describe the reason you think the challenge exists, why it’s hard for you, and how you’ve tried to overcome it. You may have overcome this challenge already, but that doesn’t mean you shouldn’t make a note of it.

The people who sit near me are often quite loud during the lunch hour, and that’s when I get the highest call volume from our customers. I’ve talked to them about it, but the issue hasn’t gotten much better. I’m not sure what to do about it. I need to be at my desk to take calls, but this situation makes it hard to focus on the customer. Can we talk about a way to fix this?

4. Areas of Improvement Since Last Review

“Areas of improvement” is the part of the self assessment that really makes people sweat, but there’s no need to be intimidated. This is an opportunity to show that you possess self-awareness about your weak spots, and the drive to work on them—and that’s exactly what managers are looking for in their high performers. Self-awareness is an ever-elusive trait—but easier when you dedicate time to it. We recommend spending at least an hour to come up with areas of improvement, along with action steps to address them. This will help your manager find tangible ways to help you grow. They probably have their own ideas of how you can improve, but pointing out those areas and asking for help shows that you’re responsive and teachable. Some managers are passive, so you might need to pointedly ask them if they have any areas of improvement for you. Don’t shy away from asking for this feedback directly—it will give you important insight into your manager’s priorities.

We all have areas we need to improve. This isn’t about shaming yourself or being negative. It’s about taking an honest look in the mirror so you can grow—not just as an employee, but as a human being.

Areas of improvement performance review examples:

When I’m in the middle of work, especially writing, I tend to get frustrated with interruptions. I’ve noticed that I try to end the conversation quickly so I can get back to my tasks. I’d like to work on more open communication with my team so we both know what to expect from each other. For example, I can let everyone know that when I have my headphones in, it means I need to stay focused. I also had an idea to make a visual desk toy that indicates when it’s okay to interrupt me. How do you feel about me testing that out in the next two weeks?

5. Growth Plan or Professional Development Plan

Nothing says leadership skills like suggesting next steps for yourself. Again, your manager might have their own ideas on your developmental plan, but don’t wait around for them to share. You know yourself best, so read through everything you’ve written in your self-reflection so far and consider what to do next to keep growing.

Professional development employee review example:

I’m eager to take the next step in my professional development by gaining a deeper knowledge of analytics. Our professional development stipend would cover one to three courses, and there are several affordable options from edX in statistics, data analysis, or audience analytics. I’d like to choose a course and get your approval. Then I can bring my learning back to the team. For example, I could: • Facilitate a workshop or lunch-and-learn • Make recommendations on training topics for our customers • Suggest new ways to optimize marketing analytics

6. Company or Personal Core Values

This section should summarize how you conduct yourself as a person and as a member of the organization. By starting here, your boss will understand how you see yourself aligning with the company’s values, or how you define them for yourself if they aren’t stated by the company.

If your company has clearly stated values, then you’ve got it easy.  Just write out each of your company’s core values and how you’ve embodied them since your last review. Use a detailed example from a time when you went the extra mile and how it benefited the company.

Core value performance review comment example:

Core value: Customers come first We always aim to deliver our product on time, even if it means extra work. When one of our customers had mid-project delays this year, it affected our project delivery dates. They said they understood if our timeline was delayed because of the mistakes. But I did some research and realized that on-time delivery would be possible with about 15 extra hours of work. I put in the additional time to communicate with the team, explain the situation to our customer, and make sure they got their product when it was initially promised to them.

If your company doesn’t have a defined set of values, that’s okay.  Title this section “My core values.” If you need help,  check out this resource  that walks you through how to define your core values. Keep it to five or fewer—after all, if everything is core, then nothing is. Once you’ve identified your core values, give at least one example of how you exemplified each trait since your last review.

Get More From Your Self Evaluation

You’ve put all this work into your self evaluation, and it’s a thing of beauty. So don’t just hand it to HR and forget it when you can put it to work in your professional life in a lot of creative ways. As promised, here are a few ways to make your self evaluation go even further when it comes to career progression:

• Add areas of accomplishment (#2 on this list)  to your resume, personal website or portfolio, and LinkedIn profile. Now you’ll be up-to-date in case you want to freelance, network, or search for jobs.
• Use insights on productivity (#4) and areas of improvement (#5)  to generate a list of content ideas to boost your thought leadership credibility on your own media. These could be LinkedIn posts, videos, blog posts, podcasts, webinars . . . the list goes on.
• Use goals (#3) and areas of accomplishment (#2)  to come up with ideas for trainings, presentations, or even a conference talk. If you’re an expert in something, teach your team! If there’s something you’d like to learn, chances are you’re not the only one, so help create opportunities for growth.
• Look over the entire self evaluation  and look for patterns. Write them down, pick one to three ideas that resonate the most, and use them to create a  personal statement  or  tagline . This can be used in your LinkedIn headline, resume, online bios, elevator pitch—anywhere you want a stronger personal brand.
• Review goals (#3) and areas of accomplishment (#2)  to prepare for salary negotiation with your employer. A well-thought-out list of what you bring to the table and why it’s valuable is essential to any negotiation. If you come prepared with a positive attitude and relevant market research (e.g., average salaries and responsibilities for someone with your job title), you’ll be well on your way to a raise.

Your Self Evaluation Is an Opportunity, Not a Punishment

Hopefully, you’ll come away from this guide understanding how to write a self evaluation with confidence. You should be equipped to showcase your accomplishments, as well as pick examples of areas for improvement that help, rather than hurt, your career. If you put thought into your self evaluation and are willing to be self-aware, you’re guaranteed to stand out and get the kind of performance evaluation you deserve.

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10 questions for mid-year reflection.

Is it just me…

… or does it feel like the first half of the year went by at triple-warp-speed?

It feels like two seconds ago that I was celebrating New Years Eve. Cake and champagne. Wishes and goals. Then I glanced at my computer, answered a few emails, looked up, and whaaaaat just happened? Um. It’s the middle of June?!?

This week, I’ve been feeling an urge to slooo-oow down, exhale, sit cross-legged in the center of my bed, and take stock of everything that’s happened since January 1st. Because it’s been… a lot. I came up with 10 questions to percolate on. If you’d like to join me for some mid-year reflection, here are the q’s…

– 10 QUESTIONS –

1. What were my goals at the beginning of this year?

2. Are my goals the same—or have things changed?

3. Is there something I’ve been doing lately—like a writing project, a business project, or any kind of project or commitment—that’s not feeling “right” anymore? Do I need to keep doing it? What would happen if I just stopped?

4. What’s something I’m sick of hearing myself say, over and over? Like, “I really need to start…” “I really need to stop…” “Seriously, for real, this week I will…”

5. What’s something I definitely want to create, achieve, or experience before the end of this year?

6. Who are some people I feel jealous of right now—and why? What do they have—or appear to have—that I want?

7. Who’s someone who’s been an important part of my life this year—like an amazing friend, mentor, or colleague? Have I said “thank you” to that person recently?

8. What’s something I see out in the world that breaks my heart? What could I do, say, create, or contribute to be “part of the solution”?

9. Fill in the blank: “This year, one of the best decisions I made was _______.”

10. And lastly: Fill in the blank: “This year, I feel proud of myself because _______.”

Maybe you’ll want to answer those questions in your journal. Or on your blog. Or with friends around the dinner table. Or aloud, muttering to yourself as you walk across the Super Target parking lot. So many options! And if you enjoy digging into interesting questions, you might like this , too. Enjoy!

• Alternatives

Mid Year Review Examples: 45+ Best Performance Review Phrases (With Tips)

Jane Ng • 02 May, 2023 • 8 min read

The mid year review has become more common in the employee performance management process as it helps to create a healthy corporate culture with feedback and recognition of contributions. Furthermore, the results of the midyear review will simplify year-end audits for the organization. As well as promote and strengthen positive relationships between management and employees, and improve higher business performance.

Despite bringing the numerous benefits, this concept is still unfamiliar to you. So, today's article will explore mid-year review and provide mid year review examples to help you evaluate effectively!

Table of Contents

What is mid year review, mid year review examples, tips for conducting a effective mid year review.

• Key Takeaways 

Tips for Better Engagement

• Employee Performance Evaluation
• 360-degree feedback
• Manager Feedback Examples

A mid-year review is a performance management process that involves assessing employee performance, including their self-assessment.

It usually occurs halfway through the year and can take the form of a small group review or a formal one-on-one discussion between an employee and a manager. The mid year review will require the following outputs:

• Evaluate employee progress toward their current goals and establish new ones (if necessary) that align with organizational goals.
• Evaluate employee performance and ensure employees are on track and focused on the right priorities.
• Review employee performance, and identify strengths and areas for improvement.

Moreover, it is also an opportunity for employees to share their opinions, views, and challenges. This help managers acknowledge employee contributions and provide necessary guidance and support.

Better Ways for Engagement at Work

• 360 degree feedback
• Manager feedback examples

Looking for an engagement tool at work?

Use fun quiz on AhaSlides to enhance your work environment. Sign up to take free quiz from AhaSlides template library!

Mid Year Performance Review Examples

1/ productivity - mid year review examples.

Emma is a hard-working and enthusiastic employee. She also has strong technical skills thanks to her long working experience. 

Emma's problem, on the other hand, is that she focuses too much on the minor details while ignoring the big picture of her assignment or the group's goals. This leads to her being slow in the work process, getting caught up in unnecessary things, missing deadlines, and affecting the team's productivity.

As Emma's manager, you can review and give her feedback as follows:

Positive feedback:

• Hardworking, perfectionist, and highly meticulous in performing tasks.
• Professional and with great enthusiasm, complete the work with good quality.
• Provide ideas and solutions to challenges facing the team.

Needs improvement:

• Not taking full advantage of the capacity to improve efficiency and improve productivity.
• Easily distracted and scattered energy and non-assigned tasks.
• Frequently miss deadlines, lack of commitment on time to complete work, leading to (list of tasks) being revised many times.

Solution: 

• Could use time management tools or ask for training to improve time management skills.
• Identify time wasters and prioritize tasks to increase productivity. 
• Create a personal development plan and set SMART goals and track progress towards them. 

2/ PROBLEM-SOLVING - Mid Year Review Examples

Chandler is an employee of the marketing department. When realizing that customers are not responding well to the new campaign of product and there is a risk of not meeting KPIs. He immediately finds the problem and the reason why they are not meeting the needs of the customers through different survey methods.

After a month of tweaking and trying new approaches. His campaign was successful and exceeded KPIs.

Here's what you can encourage and show appreciation for Chanlder's efforts.

• Capable of solving problems quickly and creatively.
• Capable of offering multiple solutions to the problem.
• Collaborate and communicate well with members and other departments to solve problems.
• Not preparing plan B, or plan C if the implementation plan is giving results that are not as good as expected.
• Need to set more appropriate and realistic goals to adjust when problems arise.
• Might improve team brainstorming solutions.
• Might request assistance with difficulties.

3/ COMMUNICATION - Mid Year Review Examples

Lan is an employee with good technical skills. Although she has been with the company for a year, she still cannot find a way to communicate effectively with the team or with the manager. 

During meetings, she often stays quiet or has difficulty expressing his ideas clearly to his colleagues. This sometimes causes misunderstandings and delays in work.

As her manager, you can help her with

• Have good listening skills to give feedback and opinions when needed.
• Accept with an open mind the comments of others about your expression and communication skills.
• Not having the confidence to communicate with people clearly, and unambiguously.
• Not knowing how and what to communicate with team members and direct reports leads to ambiguity and misunderstandings.
• Could plan to improve communication skills with the training and coaching programs offered by the company.

4/ ACCOUNTABILITY - Mid Year Review Examples

Rachel is a marketing specialist at an advertising agency. She has strong creative skills and technical expertise. But for the past six months, she has been neglecting work, missing deadlines, and not responding to client calls. 

When asked about this problem, she often avoids and blames colleagues or makes excuses for external reasons. In addition, she also complained about having to carry out too many plans on her own.

As a manager, you should discuss this issue with her as follows:

• Have good professional skills and can guide and help colleagues.
• Have a clear vision and take steps accordingly to reach the goal.
• Have creativity at work, renewing perspectives regularly.
• Not willing, responsible, and mature enough to take ownership of the job.
• Not having time management skills and prioritizing work tasks.
• Ineffective communication and cooperation skills with colleagues.
• Could ask for help from the manager and team members to reduce the workload
• Improve time management skills and project management.
• Commit to deadlines and regularly report on work progress to the manager.

5/ LEADERSHIP - Mid Year Review Examples

Clair is the team leader of your company's technology development team. However, she has been struggling with some aspects of her leadership role, particularly motivating and engaging her team.

When conducting a mid year review with her, you have the following assessments:

• Have the ability to train and coach team members as well as interns with her strong professional skills.
• Have a vision and be able to set the team's goals to align with the goals of the organization.
• Not having employee motivation strategies to help team members feel engaged and improve work performance.
• Not having learned listening skills or provided tools to help team members give feedback and opinions.
• Not identifying a leadership style that is suitable for her and the team.
• Improve leadership skills by entering leadership training and effective management practices. 
• Provide more frequent feedback and recognition to the team and work on building stronger relationships with them. 

Mid Year Self Assessment Examples

Instead of a manager providing feedback and solutions, a mid-year self-assessment is an opportunity for employees to reflect on their own performance over the past six months. 

Here are some examples of questions that can guide employees during the mid-year self-assessment:

• What were my most significant accomplishments in the first half of the year? How did I contribute to the success of the team?
• What were the challenges I faced, and how did I overcome them? Did I ask for help when needed?
• What new skills or knowledge have I acquired? How have I applied them in my role?
• Have I met my performance targets for the first six months of the year? If not, what steps can I take to get back on track?
• Is my collaboration with my team and other departments effective? Have I demonstrated effective communication and collaboration skills?
• Have I received feedback from my manager or colleagues that I need to address? What actions can I take to improve in these areas?
• What are my goals for the second half of the year? How do they align with the organization's goals and priorities?

Here are some tips for conducting a successful mid-year review:

• Prepare in advance: Before starting, review the employee's job description, performance goals, and feedback from previous reviews. This will help you identify specific areas for discussion, and ensure you have all the necessary information.
• Set clear expectations: Provide clear instructions and an agenda to employees about what is expected of them during the review, including the topics to be discussed, the length of the meeting, and any documents or data needed.
• Two-way communication: The mid year review should be a conversation, not just a performance review. Encourage employees to share their thoughts and opinions, ask questions, and provide feedback.
• Provide specific examples: Use specific examples to illustrate points and provide evidence of good performance or areas for improvement. This will help employees understand their strengths and weaknesses and identify actionable steps for improvement.
• Identify growth opportunities: Identify training opportunities or resources that can help employees improve their skills and performance and set new goals.
• Regular follow-up: Schedule regular check-ups with employees to monitor progress toward goals and provide ongoing feedback and support.

Key Takeaways

Hopefully, these specific Mid Year Review Examples have provided you with an overview of what to expect during a mid-year review, including how to evaluate employee performance and offer guidance for employee self-assessment.

And make sure to check out the features and templates library of AhaSlides to facilitate regular employee feedback and conduct successful performance reviews!

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• Internet , Productivity

15 Best Self Evaluation Performance Review Examples in 2024

• Best Self Evaluation Performance Review Examples

Crafting a self-evaluation for a performance review can be a daunting task. It’s crucial to strike the right balance between showcasing your achievements and acknowledging areas for improvement. To help you navigate this process, we’ve put together a table summarizing the key aspects of effective self-evaluation examples.

This table breaks down each example by its merits, pros, cons, and the overall impact it could have on your review. Whether you’re highlighting teamwork skills or setting future goals, this table serves as a quick reference to ensure your self-evaluation is comprehensive, balanced, and effective.

This table serves as a concise summary and guide for crafting effective self-evaluation performance reviews.

If you’ve been asked to complete a yearly self-evaluation or write a self-assessment after a project, it might seem overwhelming, especially if this is your first time doing so.

Regardless of the job you have or the project you were working on, there are a few principles you need to stick to when writing a self-evaluation essay about your own performance. Today, I’ll be giving you some tips and also a few self-evaluation review examples for inspiration of your own performance review.

Why Is a Self-Evaluation Review Important?

Example #1:, example #2:, example #3:, example #4:, example #5:, example #6:, example #7:, example #8:, example #9:, example #10:, example #11:, example #12:, example #13:, example #14:, example #15:, don’t sweat it, be true to yourself, use hard data to back up your accomplishments, be honest and recognize flaws, proofread your work, ask for feedback, understand what your manager wants, set smart goals, wrapping it up.

ARMMY PICCA/ Shutterstock.com

A self-evaluation performance review gives you a chance to highlight your strengths while demonstrating that you can recognize your flaws and are working on improving them at the same time.

Self-evaluations allow you to open your employer’s mind to your thought process while working on the project. They can learn more about you and what makes you tick – knowing your strengths can allow them to play to those strengths, giving you room to grow.

Furthermore, it shows that you can be honest about your weaknesses and that you have an open and curious mind. It demonstrates that you are motivated to work on yourself and improve your performance in all areas, helping the company grow in the process.

A well-written self-assessment can pave the way to getting bonuses and promotions. It can also make it more likely for your managers to assign you projects that you enjoy working on and have the right skills and expertise for.

Now that you know why crafting your self-assessment performance review carefully is important, let’s move on to some examples.

Point to Your Accomplishments

Miha Creative/ Shutterstock.com

On the one hand, you don’t want to come off as egoistic or bragging. Managers don’t like workers who are full of themselves.

On the other hand, being able to recognize your accomplishments is a positive trait, not a negative one.

Drawing attention to your biggest accomplishments throughout the year or while working on your project shows why you are a valuable asset to the team.

One way to point to your accomplishments without coming across as arrogant is by simultaneously pointing to some of your weaknesses. At the same time, mention how you plan on addressing those weaknesses, so they don’t cause any issues in the future.

Also Read : Best Personal Mission Statement Examples

“As a mortgage broker, I exceeded my target goals by 12% throughout most of the year, using targeted outreach methods like PPC ads to reach a broader audience. I used tactics like offering part of my commission to bring down clients’ rates to attract more clients overall, thus winning for me and the company.

However, in the last few months of the year, while still reaching my target goal for the quarter, I noticed a slight decrease in my performance due to unexpected changes in the real estate market.

Going forward, I will analyze ways to quickly adapt my marketing strategy and messaging to ever-changing market situations to avoid this problem in the future.”

Photo by RODNAE Productions from Pexels

“As part of my work on increasing our customer retention rate, I came up with loyalty programs that incentivize customers to make repeat purchases and purchase premium memberships, thus increasing our overall retention rate by more than 15%.

I have tested out various trial programs to offer customers a way to try out services without committing, so they can see the value of those services firsthand. This has attracted undecided customers by giving them some time to decide before committing financially.

I have also identified features and services that customers have been asking for, creating a roadmap to introduce those features, and keeping customers updated about future feature releases to make sure they don’t cancel their subscriptions.

By being proactive and asking customers for feedback and adding a feature request form on our site, I was able to make customers feel listened to and create a priority-based list to work on.

While much remains to be done in this regard, our increased customer retention rate has improved our bottom line and allowed us to allocate more to our advertising budget.”

Also Read : Best Executive Summary Examples

Highlight Your Teamwork

Pormezz/ Shutterstock.com

Unless you’re working alone, chances are that your employer values teamwork . Your communication skills and ability to work seamlessly with your teammates will lead to increased productivity from you and everyone you are working with.

“I loved working with my teammates. Adjusting to new work environments can sometimes be a challenge, but I soon found myself settling in. I discovered immense value in collaborating with my teammates, getting their feedback on my work, and getting exposed to new insights and viewpoints.

Similarly, I tried to support my co-workers and provide constructive feedback at all times. I found I’m more productive when working closely with others – not relying on them to get my job done, but collaborating on finding solutions to pressing problems.”

Discuss Company Culture and Brand Goals

Gorgev/ Shutterstock.com

In your assessment, show that you understand the CEO’s goals and how you fit in with the company culture . Discuss why you enjoy working in that particular environment, and explain how the company’s vision aligns with your own.

“Working on this project has allowed me to rediscover my passion and life goals. I’ve thoroughly enjoyed working in an environment that conforms to my ideals and where I feel comfortable expressing myself and becoming the best version of myself.

I’ll continue to strive to help the company grow and achieve its goals.”

Point to Your Strong Work Ethic

Photo by Cedric Fauntleroy from Pexels

All employers value dedicated workers with strong work ethics. If you’ve gone above and beyond in your job, working at times when you were not required and being diligent to put in the necessary hours, talk about that.

Also Read : Part-time vs Full-time

“Throughout the year, I’ve demonstrated a strong work ethic, ensuring I come to work on time – and often, earlier than necessary. I’ve stayed at work late to ensure I finished things up that day instead of pushing them off until the next day.

Despite having the opportunity to, I haven’t taken vacation days, preferring to instead bring my best performance to the table for the good of the company. While I’ve given myself ample opportunities to relax and de-stress, I realize how critical my time is for this company’s growth.”

Discuss Your Willingness to Learn

Oscar M Sanchez/ Shutterstock.com

Employers also value workers who have a willingness to learn. Having an open mind about learning new skills and improving existing ones shows you aren’t satisfied with staying in the same place in your career and have a strong sense of ambition.

Even more than that, managers love employees who use their free time to learn new skills . If an employee takes the initiative and is proactive about expanding their skillset and knowledge, without relying on their boss to provide learning opportunities, they may start considering possible promotions for that employee.

“I’ve consistently been practicing my coding and programming skills , but I feel there is always room to improve and more skills to learn. I have purchased courses from Udemy and signed up for coding academies online to expand my skill set and become proficient in additional programming languages.

In the future, this knowledge will allow me to build better apps, software, tools, and websites that will offer customers an improved user experience.”

Photon Photo/ Shutterstock.com

“Understanding the latest best SEO practices is critical, which is why I subscribe to multiple newsletters and attend online webinars and conferences frequently. That allows me to learn about new algorithm updates and strategies that allow us to stay one step ahead of our competitors at all times while ensuring our clients maintain their high rankings.

It also helps me avoid common mistakes that can lead to decreased rankings in the long run. I’ve also taken a content marketing course at my local community college to ensure I understand the basics of an effective content marketing strategy.”

Stress Your Quality Customer Service

Photo by Yan Krukov from Pexels

Keeping customers happy is the foundation of any successful business, small or large. If your work involves dealing with customers, whether as a sales rep, support rep, or in any other capacity, stress how you keep customers happy, thus maintaining a high retention rate.

“When dealing with customers , I listen to them attentively, trying to understand the exact issues they are facing before trying to come up with solutions. I ensure the customers I deal with feel heard, and I make sure they know how much we appreciate their business.

At the same time, I try to find a solution for any problem a customer is facing. I go above and beyond to try to please customers , within reason, as I understand how critical customer satisfaction is for the success of this company.

One thing I never do is talk over customers or try to make them feel inadequate. I try to read between the lines and pinpoint concerns that they may be hesitant to talk about outright.

Furthermore, I try to anticipate issues that may arise and deal with them proactively, thus ensuring a lighter load on the customer support team and helping the company run smoothly. By putting myself in my customers’ shoes and by listening closely, I can comprehend what is really bothering them and provide alternative solutions.

A large percentage of clients have gone on to become repeat customers after their interactions with me, demonstrating that I made them feel that we can meet their needs, one of the cornerstones of good customer relationships.

When encountering hostile or difficult customers, I’ve used strategies and de-escalation tactics that I developed to deal with them without resorting to accusations or putting the blame on them.

Furthermore, when providing feedback, either through support ratings or feedback forms, a large percentage of customers have expressed satisfaction with the support experience I have provided them.

At the same time, I am aware of my limitations, and I refer cases to my teammates or manager when I feel I am unable to provide adequate support or offer satisfactory solutions.”

Also Read : What Is WFH? – A Guide

Set Goals for the Future and Explain How You’ll Reach Them

Pictrider/ Shutterstock.com

A good way to show you’ll continue to be a valuable asset to the team is by setting goals for yourself in your assessment. Explain how you plan on reaching those goals.

“Over the past half year, I’ve created social media profiles on Facebook, Twitter, and Instagram from scratch, managing to attract over 10,000 targeted followers across all platforms.

Going forward, I plan to increase social media engagement by 20% over the next six months compared to the last six months.

To do that, I’ll focus on publishing interesting content with eye-catching graphics. Using advanced research tools, I’ll use targeted hashtags to get more exposure while engaging with others and collaborating with influencers and micro-influencers.”

“While sales have been great, I plan on increasing sales by at least 10% over the next quarter without increasing our ad spend. To do that, I will create an affiliate program and offer exclusive bonuses to first-time affiliates who bring in a certain number of sales, allowing our affiliates to do the work for us at no added cost.”

Photo by Helena Lopes from Pexels

To show that you are willing to change and adapt, ask for feedback at the end of your assessment.

“Despite all these accomplishments, I recognize that there is always room for improvement, which is why I’m asking for feedback and constructive criticism on how I can do better.

I’d appreciate any advice you have about which areas I need to focus on going forward. If there’s something I overlooked, please let me know, so I can correct it.”

Show You Are a Problem Solver

Hadayeva Sviatlana/ Shutterstock.com

Being a problem solver and being quick on your feet to come up with solutions to new challenges are traits that employers like. Talk about that in your self-assessment.

Also Read : Goal vs Objective

“I am a fast thinker and come up with creative solutions to challenges in real time. I don’t rely on others to solve my problems for me, instead preferring to use my creativity to smooth over difficulties and overcome obstacles.

I try to anticipate potential challenges in advance, often creating a Plan B and even a Plan C in case my original plan doesn’t work out. That way, I can stay productive and avoid wasting time or burdening others due to delays in turnaround times.”

Don’t Be Afraid to Talk About Your Weaknesses

Your manager likely wants to see if you can recognize your own weaknesses and failures. Don’t be afraid to be honest and mention them.

“Sometimes, I let issues in my personal life distract me from my work. Relationship problems, for example, sometimes affect my mental state and prevent me from maintaining a clear and focused mind at work.

In the future, I will practice meditation and work on separating personal and work life, so I can give 100% of myself at work. I might block notifications from messaging apps or turn off my personal phone altogether while at work to avoid letting distractions prevent me from doing my job.”

“I sometimes struggle with a lack of organization and self-discipline. This interferes with my ability to meet deadlines and keep up with the fast pace of our workplace.

In the future, I will focus on becoming more organized and disciplined, starting with my personal life. I recognize the importance of being dedicated and organized in general, and how being so in my personal life will influence my professional performance.”

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“Sometimes, I lack the motivation to continue putting in my best work. However, I plan to combat that by keeping track of my long-term goals and setting short-term goals , using apps and sticky notes, to help me stay on track.

Furthermore, I plan on listening to audiobooks and self-help podcasts to help me increase my productivity, keep myself motivated, and ensure I don’t lose sight of what I’m trying to do in the world and for this company.”

Hacks for Writing the Perfect Self-Assessment Performance Review

It’s normal to be nervous when writing a self-assessment review. A lot of employees don’t know where to start or what to talk about.

Here are some hacks to help you out.

Don’t sweat it too much or get anxious about what your manager will think of you. Your self-assessment is rarely the deciding factor for managers when deciding whether to give you a bonus, promote you, fire you, etc.

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In the same vein, don’t try to impress your manager too hard. You don’t want to come across as someone who lacks self-confidence.

Write a true and honest assessment – put your true thoughts into writing.

Photo by Karolina Grabowska from Pexels

Whenever possible, use hard data and statistics to prove your accomplishments.

Don’t just say you have made customers happier, for example. Instead, use feedback ratings and customer retention rates to back up your claims.

Make a list of your accomplishments and identify the most important ones. They might be what sets you apart from other team members, or they might be accomplishments that were hard to achieve or which are bringing long-lasting results to the business.

Check Out : Best Elevator Pitch Examples

Many employees think that recognizing their weaknesses and drawbacks in their self-assessment reviews is the wrong course of action. After all, their thinking goes, why draw attention to weaknesses that their managers may have actually overlooked?

Shouldn’t that hurt their chances of success at the company rather than help them?

The truth, though, is that your manager likely already recognizes your flaws. Nobody is perfect, and nobody is expecting you to be.

What your manager likely does want to see is whether you can own up to your mistakes and errors. Someone who is able to do some soul-searching and work on themselves is also open to feedback.

On the other hand, someone who thinks they are perfect will set off red flags. It’s a sign that they are not open to constructive criticism and won’t do the necessary work to get better at their jobs.

Of course, you don’t want your entire self-assessment to focus on your flaws. You should be playing up your strengths first before moving on to your weaknesses.

At the same time, not mentioning them at all can do more harm than good.

Also Read : Students’ Strengths & Weaknesses Examples

Before submitting your self-assessment, proofread it to make sure there are no grammar and spelling mistakes . These mistakes can show a lack of attention to detail or indicate laziness.

Your coworkers have likely been asked to write self-assessment reviews as well. Why not ask them for help?

Two minds are better than one. If you are new at the company, you can ask teammates who have been around longer than you what your manager wants to see in the yearly self-assessment reviews.

Alternatively, ask a trusted co-worker to read your self-assessment and give you feedback. They may even notice some strengths of yours that you failed to mention or accomplishments you left out.

Why is your manager asking you for a self-assessment review? Before you start, ask for clarity if you haven’t been given clear guidelines.

For example, does your manager want a long essay or a short recap? Should you be discussing your performance for the entire year or a specific project?

In your review, show you are ambitious. Create goals for yourself that meet the SMART criteria:

Setting abstract goals that are hard to measure or which you won’t be able to achieve, for example, won’t do much to show your employer how serious you are.

Don’t copy and paste any of these self-assessment examples. Instead, review them and use them for inspiration to create your own self-assessment.

Be concise in your assessment. Avoid writing too much fluff or talking about yourself too much; instead, focus on the things you have done and the results you are bringing to the company.

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

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A Mid-Year Reflection for Teachers and Students

As we edge towards the end of the calendar year and the first half of the school year, we can benefit from taking stock of what has happened thus far and also, put aside regretful events or actions that might hold us back from a good start in the new year. I have explored these aspects of reflection with staff members, and my dear colleague, Rachael Kessler, of blessed memory, used it with students.

Here is a reflection activity for school leaders to facilitate with faculty, and one for teachers to use with students in secondary schools:

Faculty Reflection: Send Your Regrets

This can be done as an individual staff member, within a Professional Learning Community (PLC), in a department, by grade level, or as an entire faculty. The orientation for the activity is as follows: "Today, we are taking a look at what we have and have not accomplished this school year. Take a moment and reflect on what you hoped would happen as we started the school year. Now take a moment to consider which of these has not happened as you hoped."

Once you have identified this, answer this question: "What is something that is holding back your success?"

"After you have identified this obstacle, write it down, put it in an envelope, address and stamp it to Santa (or the North Pole), and mail it." Sending your regrets -- identifying what has gotten in the way and committing to get past it as we start the New Year -- is a powerful activity that can help move us forward.

These directions are geared for the individual. If you do this in a group of any kind, then you can share the hopes, what has not happened, and, especially, what are the factors holding back success. Sometimes, you as an individual may change what would write as a result of hearing the reflections shared by the group. But at the end, everyone individually writes their own regrets and they get sent in one large envelope.

Student Reflection: Package Your Past

This is a variation of an activity in which my colleague asked students to bring their most important memories and reflections as they transition from middle to high school and from high school to their next step. Here, we are going to ask middle or high school students to review the school year so far. This is best done in an advisory or group guidance period, particularly if you want students to share with one-another. There needs to be a safe environment in which students know their feelings and observations will be validated and treated in a caring way.

Here is the script:

We are going to share with each other something positive about the school year, and something that we don't like that is holding us back. As we get ready for the start of next year, there is time to make sure we put behind us some things that might keep us from the success we would like.

First, take a moment to think about what has been positive for you during this school year so far. Write it down. Then, share it with one of your classmates for a minute, each reading your idea to the other. Then, join up with two other classmates and share your ideas. Come up with the best two things that have been positive for you this year, and then we will share them all.

As students share their ideas, put them on a piece of newsprint or poster paper that you will continue to keep on display, with a title like, "Things We Want to Keep Going in the New Year."

After this, with the remaining time or on another day, tell students that you now want them to think about things that are holding them back from success, from reaching their goals, and/or from having the kind of school they would most like to have. As before, ask them to think about what they feel is holding them back and write it down. Then, have them share it with one of their classmates.

After that, you can proceed in one of two ways. You can have students share their ideas with their classmates and then write down their final ideas, or you can move directly to having them write down individually, on pieces of paper, what they think is most holding them back. As they are preparing to write, tell them that they are going to take all of the things that are holding them back, and send them away. You are going to put them all in an envelope and mail them to the North Pole. You are not sure what is going to happen, whether anyone will get them or not, or do anything with them or not, but that does not matter. You are sending them away, so that they will not be such problems in the New Year.

After everyone has written their idea, have them put it in the envelope and make a point of sealing and addressing it so that they can see it, and tell them that you will mail it the next day.

Why Reflect?

We know there are many things in schools that can be changed, but there are many that cannot, or at least we are not sure how to change them. This includes, in particular, a history of failure. The symbolism of sending away what we can't change can be very powerful and liberating for your students -- and for you and your colleagues.

What activities have you used to inspire students to let go of the past and look to the future? What regrets and plans for the rest of the school year are on your mind? Please share with us in the comment section below.

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Don’t Underestimate the Power of Self-Reflection

• James R. Bailey
• Scheherazade Rehman

Focus on moments of surprise, failure, and frustration.

Research shows the habit of reflection can separate extraordinary professionals from mediocre ones. But how do you sort which experiences are most significant for your development?

• To answer this questions, the authors asked 442 executives to reflect on which experiences most advanced their professional development and had the most impact on making them better leaders.
• Three distinct themes arose through their analysis: surprise, frustration, and failure. Reflections that involved one or more or of these sentiments proved to be the most valuable in helping the leaders grow.
• Surprise, frustration, and failure. Cognitive, emotional, and behavioral. These parts of you are constantly in motion and if you don’t give them time to rest and reflect upon what you learned from them, you will surely fatigue.

Empathy, communication, adaptability, emotional intelligence, compassion. These are all skills you need to thrive in the workplace and become a great leader. Time and again, we even hear that these capabilities are the key to making yourself indispensable — not just now but far into the future. Soft skills, after all, are what make us human, and as far as we know, can’t be performed well by technologies like artificial intelligence.

• James R. Bailey is professor and Hochberg Fellow of Leadership at George Washington University. The author of five books and more than 50 academic papers, he is a frequent contributor to the Harvard Business Review, The Hill, Fortune, Forbes, and Fast Company and appears on many national television and radio programs.
• Scheherazade Rehman is professor and Dean’s Professorial Fellow of International Finance. She is director of the European Union Research Center and former Director of World ExecMBA with Cybersecurity, has appeared in front of the U.S. House and Senate, and been a guest numerous times onPBS Newshour, the Colbert Report, BBC World News, CNBC, Voice of America, and C-Span.

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Employee Guide: How to Write a Mid-Year Review for Yourself and Others

• Performance

What is a mid-year review?

For employees, for organizations, key achievements.

• Quantify your impact 

Highlight contributions to team and company goals

• Identify core strengths 

Focus on specific development goals

Outline areas of improvement, how to write a mid-year review for yourself, how omni helps organizations drive progress.

Research indicates that 98% of employees feel disengaged from work if they receive little to no feedback. While receiving employer feedback boosts morale, self-evaluation can be tricky. How can you objectively assess your performance without exaggeration or downplaying?

This is particularly difficult when evaluating team achievements or addressing your own shortcomings, especially if influenced by managerial oversights.

All these hurdles are common when considering how to write a mid-year review for yourself and others. Let’s dive into the details, including what to include in your reviews and tips to craft a compelling narrative that shows your commitment to improvement within the organization.

A mid-year performance review is a scheduled check-in between an employer and an employee, typically held around the halfway mark of the year. It’s a rather relaxed, one-on-one conversation to discuss the employee’s progress, performance, and areas of improvement. These reviews allow managers to suggest strategy changes and address concerns before the detailed year-end review.

While usually informal, some employers may prefer a more structured evaluation. The review assesses progress toward current goals and may establish new goals if necessary. Employees are encouraged to share their perspectives and any obstacles they’ve encountered to receive guidance for success.

Relevant reads: How to Write a Performance Review in a Remote Work Environment

Why should employees write a mid-year review? 

Before discussing how to write a mid-year review for yourself, let’s briefly explore its benefits for both employees and the organization.

• Gain self-awareness: reflecting on your performance halfway through the year helps focus on your strengths, weaknesses, and areas for improvement. It allows you to step back, analyze progress and plan for growth.
• Proactively address concerns: identifying challenges early enables you to take proactive stress to address them before they escalate. Tackling issues promptly can prevent them from becoming larger problems.
• Demonstrate initiative and drive your development: conducting a mid-year review shows your commitment to continuous improvement and excellence in your role. Taking initiative can make a positive impact on supervisors and colleagues.
• Celebrate your wins: recognizing achievements from the first half of the year boosts confidence and energizes you for upcoming challenges, inspiring you to strive for excellence.
• Set goals for the remainder of the year: use the mid-year review to set clear, actionable goals for the second half of the year. This provides direction and focus, maximizing your efforts for the rest of the year.
• Gather valuable information : mid-year reviews provide valuable insights into employee performance, progress, and challenges. This information aids in decision-making regarding HR budget , training initiatives, and strategic planning.
• Foster open communication : encouraging employees to share feedback creates a workplace culture where they feel valued, leading to higher engagement levels.
• Align expectations : mid-year reviews realign employee goals and expectations, ensuring everyone is working towards common goals.
• Improve employee engagement: involving employees in the review process demonstrates that their contributions are recognized. This appreciation and involvement boost employee engagement and commitment.
• Course correct : Mid-year reviews help organizations to address employee concerns promptly and realign efforts to achieve organizational goals.

Take your performance management to the next level!

Components to Include in a Mid-Year Review

To understand how to write a mid-year review, you need to include the right sections that cover your achievements, contributions, and areas of improvement.

Acknowledge significant achievements, such as meeting project milestones or exceeding sales targets, with concrete data or metrics wherever possible.

For example, “I successfully led a project team that implemented a new CRM system, resulting in a 20% increase in sales leads.”

Quantify your impact 

Use specific, measurable data to back up your achievements. For instance, “I implemented a new customer feedback system that resulted in a 30% increase in customer satisfaction scores compared to previous year.”

Demonstrate how your work supports broader organizational goals, citing specific examples of projects where you contributed to these objectives and collaborated with team members.

Identify core strengths 

Showcase your leadership abilities, problem-solving skills, and adaptability to new technologies. Highlight instances where you’ve taken initiative, led projects, and positively influenced team members.

Mention the goals you set at the beginning of the year and assess your progress. Discuss strategies to achieve these goals, especially if you’re slightly behind target.

For instance, as a sales representative who set a goal to achieve a 15% increase in monthly sales volume compared to last year. However, at the mid-year review, you found that you achieved a 12% increase, slightly below target. The mid-year review can help identify strategies to boost sales performance in the remaining months by focusing on areas of improvement and building on successful strategies.

Reflect on skills that could be developed to improve your performance, such as technical skills, communication skills, and conflict resolution.

By including these sections in your mid-year review, you can provide a comprehensive overview of your performance and demonstrate your commitment to growth and development within the organization.

If you’re unsure where to start, discover strategies for structuring self-evaluation conversations now!

Tips on How To Write a Mid-Year Review

In the next section in our guide on how to write a mid-year review, we’ll explore the essential tips for writing a review, whether for yourself or other team members.

If you are writing a mid-year for yourself, here’s what you need to focus on:

Review and reflect on past performance reviews

Begin by revisiting previous performance evaluations or feedback, including written assessments and meeting notes. Look for key points regarding strengths, areas for improvement, accomplishments, and feedback. Also, review your goals and their progress.

Based on this, ask yourself these questions to conduct your self-evaluations better :

• What specific actions or behaviors were praised by my manager or colleagues?
• Are there any recurring themes or patterns in the feedback I’ve received?
• How have I addressed previous areas for improvement since the last review?
• What insights have I gained about my strengths and weaknesses?
• Have there been any unexpected challenges or successes that I can learn from?
• How have I grown professionally since my last review?

Omni Tip on how to write a mid year review: Create a running doc or list that you update weekly or monthly with projects you’ve worked on and wins you’ve had throughout the year. This makes it easier to recall when it comes time to review and reflect on your performance!

Use the SMART framework

Setting SMART goals is another helpful tip on how to write a mid-year review. Based on past performance evaluations, you’ll have new goals. Break these larger objectives into smaller, actionable tasks.

For example, instead of saying “I will try to improve my sales performance in the next few months,” you can say, “I will increase my monthly sales by 15% compared to the previous quarter by the end of the year. To achieve this, I will attend at least two additional monthly networking events, allocate one hour daily to follow up with potential clients, and enroll in a sales training course by the end of Q3.”

This approach ensures your goals are specific, measurable, and tied to a timeline, making it easier to track progress and make adjustments.

Be honest and objective

It is important to approach how to write a mid-year review with honesty and objectivity, acknowledging both successes and setbacks. Avoid being overly critical or lenient.

For example, if you’ve made progress in meeting deadlines but faced challenges on a specific project, address it directly:

“During the XYZ project, miscommunication led to rework and missed deadlines. I take full responsibility and plan to improve my communication by scheduling regular check-ins and actively listening to team input.”

This demonstrates your commitment to improvement and responsibility for your actions.

Include feedback from others

Feedback from others can provide valuable insights on your performance from different perspectives, shaping how to write a mid-year review.  Your supervisor provides insights into their expectations, your strengths, and areas for improvement.

Peers offer a unique perspective on how to write a mid-year review for yourself, noting strengths and areas to develop that your supervisor may not have observed.

Additionally, feedback from external sources like mentors can provide valuable guidance and constructive criticism to support your growth.

Structure review with clarity 

Your mid-year review should provide clarity on accomplishments, challenges, goals, and development areas, each with subheadings for further detail. Along with that, keep in mind the following:

• Use concise and objective language and avoid unnecessary verbosity
• Focus on solutions and proactive measures to address challenges instead of dwelling solely on problems
• Maintain a positive and constructive tone throughout the review
• Structure your review document logically and provide evidence to support your claims

Reframe shortcomings as opportunities for growth

Managers don’t expect perfection; they value individuals with a growth mindset who see shortcomings as opportunities. Identify root causes behind your shortcomings and use them to improve.

For example, if you missed project deadlines, explain how you’ll implement a more structured planning process for future improvement.

If you want to learn how to write a mid-year review for another individual or team, focus on the following areas:

Gather data and feedback

Collect quantitative and qualitative data from various sources to assess outcomes and workplace commitment. Use performance evaluations, project reports, and feedback from colleagues and supervisors. Consider conducting 1-on-1 meetings or surveys to gather input from team members, peers, or stakeholders.

Provide clear and unbiased feedback

Review progress toward the goals and expectations set at the beginning of the year or in the previous review. Use specific examples, observations, and outcomes to provide clear and concise feedback. While giving feedback, ensure you keep any personal opinions aside and base feedback on collected information, avoiding performance appraisal bias and judgements.

Balance positive and constructive feedback

It’s vital to acknowledge all achievements, big or small, to recognize an individual’s or team’s contribution. However, a balanced evaluation includes both praise and constructive criticism. little and big wins to show the contribution made by the individual or team. To illustrate, while praising an increase in customer retention rates, suggest exploring new strategies to diversify customer outreach. Provide specific examples of successes and areas of improvement to promote balanced growth.

Rely on facts and figures over opinion

It is important that your feedback is based on facts and figures rather than assumptions or personal opinions. Support your statements with quantifiable measures wherever possible.

Here’s an example:

“In the past six months, your sales figures have consistently exceeded the department average by 15%.  Your performance is particularly noteworthy considering the challenging market conditions we’ve faced. Your ability to close deals efficiently and maintain strong client relationships is reflected in our recent survey’s 95% positive customer feedback.” 

While not every point can be quantified, using numbers strengthens your feedback and demonstrates thorough research.

Knowing how to write a mid-year review for yourself or others is crucial to assess progress. Set new goals, and identify areas for improvement.

With well-structured self-evaluation strategies, you can confidently navigate your performance review, unlocking your full potential and driving personal and organizational achievements. Omni’s customizable performance review feature allows managers to design a self-evaluation template for employee performance reviews, track employee submissions, and derive critical insights to drive business decisions all in one centralized platform.

Performance reviews don’t have to be a dreaded task, with the right framework and guidance, the exercise can become a useful tool in self-reflection and professional development.

For more resources on how to write a mid-year review for yourself and others,

Join the 83% of Omni customers who have unlocked new, actionable insights after using our performance management module, and book a free demo with our team today.

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Voices of the Global Community

Increasing first-year student engagement through mid-year self-reflections.

Holly Martin , Advising First-Year Students Interest Group Chair  

One method for assisting students in self-reflection and significant conversation is to ask students to complete a short on-line questionnaire before their first advising session of the second semester. Results of this self-reflection can be used to help the student and advisor not only assess student progress towards goals, but to work together to revise and brainstorm strategies better tailored toward reaching those goals.

Having students fill out the questionnaire before an advising session and then reviewing it with them during the session is preferable to simply asking the questions during the session. With the students’ responses already before them, advisors and students can choose which responses merit more discussion or raise important questions. Student responses,  however lengthy or brief, often provide evidence of students’ early academic growth and successes including student developmental stage, study skills abilities, changes of interest, and referral needs.

Pre-submission of the questionnaire allows advisors and students to concentrate on those responses most pertinent to students at that point in their academic careers.

Presently, advisors within the First Year of Studies at the University of Notre Dame use an on-line 'Self-Reflection Questionnaire' to help expand second-semester advising discussions into areas that promote academic engagement. The questionnaire consists of short, plainly worded questions that mirror First Year of Studies' learning objectives. The on-line questions are sent to all first-year students immediately prior to their return to campus for the second semester. Students’ responses to the on-line questionnaire are automatically returned to advisors as they are completed. In its first year, voluntary student response to the First Year of Studies questionnaire was excellent with over 75 percent of first-year students participating.

First-year students are asked the following:

1. In what ways have you grown intellectually over the last four months?

This question helps students take note of their growing skills and interests. In advising sessions students and advisors identify and celebrate intellectual growth and build on that growth.

2. What are your academic strengths?

This question challenges students to think about their interests and strengths. Advisors find answers to this question helpful in discussing possible majors and programs. While concentrating on the positive, answers to this question also can lead to specific suggestions for improvement.

3. Which classes have you found most interesting and why?

It is important that we pay attention to why students find some courses more engrossing than others. These insights into students’ learning habits provide insight into their developing interests.

4. Which classes have been most challenging, and how did you handle those challenges?

This important question helps students and advisors explore how students rise to academic challenges. This is another opportunity to celebrate past achievements and brainstorm student-specific suggestions for further study skills development.

5. Are you comfortable sharing your thoughts and ideas with peers in class?

Advisors can assist less secure students in understanding that they will become more comfortable sharing their insights in class as they become more confident in their knowledge of their major subject area. Tips concerning how to be ready to join in discussions are a natural part of the conversation here as well.

6. Have you taken advantage of opportunities to learn outside of the classroom? Please give examples.

Students generally interpret this question to mean their use of professors' office hours and/or attending review sessions or tutoring. While that is encouraged, answers to this question also provide an opportunity to point out that attending campus art events, joining volunteer and club activities, and participating in other forms of on-campus engagement are at the heart of learning outside of the classroom. At this point in an advising session, the advisor should know the student well enough to suggest specific events or activities to the student.

7. Is there a topic on which you might like to do research?  How did you become interested in it?

Except in the physical and social sciences where students can join on-going research projects, few first-year students are ready to identify research topics. This question challenges students to think about areas they might find most interesting as they move forward in their education. In other words, to think of their education as more than fulfilling externally prescribed requirements.

8. Are you becoming the person you want to be?

This question is primarily asked to help students think about their educations in the context of the whole person, but it also provides students the opportunity to indicate pressing personal difficulties that may be affecting their academic work.

The value of the mid-year self-assessment questionnaire is that it helps students build upon an analysis of their own experiences. Many students have never been asked to think about these kinds of questions before; they have focused on grades and requirements, not on the larger picture. These questions challenge them to focus on what they have learned so far about their academic likes and dislikes, their strengths, their goals, and what strategies have been effective for reaching those goals. Their answers provide a place for advisors to start productive conversations.

In addition to the students' high school records and tests, first-semester grades, and impressions gathered from earlier conversations, this brief mid-year self-reflection exercise can help guide advising discussions. Answers to these questions provide insight into students' development levels so advisors can work with them more effectively. More specifically, pre-advising session questionnaires can assist advisors in identifying students who feel academic or personal anxiety, students who are academically advanced in their interests, and how well students’ academic strategies are serving their needs. While this tool focuses conversations on student appraisals of their academic lives, students' self-reflections can also help advisors note emerging trends among all of their first-year students.

Mid-year self-reflections can help students become more directly engaged in their own educations. When kept with students’ records or portfolios these self-reflections can offer insight as students look back on their first-year goals, strategies and experiences.

Holly E. Martin Assistant Dean, First Year of Studies University of Notre Dame [email protected]

Cite this article using APA style as: Martin, H. (2011, December). Increasing first-year student engagement through mid-year self-reflections. Academic Advising Today, 34 (4). Retrieved from [insert url here] 

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Self-evaluation examples: 60 of the best sample answers for employees and managers

Self-evaluations are essential for employee, and organisational development and help employees reflect on their performance, identify strengths and weaknesses, and set goals for improvement.

Self-evaluations provide several benefits, including improved self-awareness, increased ownership, better communication, trust, and development planning.

To aid in the self-evaluation process, it's helpful to have a set of examples to draw inspiration from. This article provides 60 of the best sample answers for employees and managers preparing for a self-evaluation.

How teams benefit from self-evaluations

Self-evaluations can provide valuable insight and help create a more positive and productive performance review process. Let’s look the some of the top benefits.

Improved self-awareness

Self-evaluations help employees reflect on their performance and identify their strengths and weaknesses. This can lead to improved self-awareness and personal growth.

Increased Ownership

When employees are involved in the evaluation process, they take more ownership of their work and are more committed to meeting their goals and objectives.

Better Communication

Self-evaluations allow employees to communicate their accomplishments, goals, and concerns to their managers. This helps to establish open and honest lines of communication, which can improve the team's overall performance.

Objectivity

Self-evaluations can help reduce the subjective bias that can sometimes occur during performance evaluations solely by managers. This can lead to a more objective and fair assessment of an employee's performance.

Development Planning

Self-evaluations can help employees identify areas where they need to improve and then work with their managers to develop a plan to address those areas.

Increased Trust

Employees who feel their contributions and efforts are recognised and valued are more likely to trust their managers and the organisation. This can increase engagement and commitment to the company's goals and objectives.

What is typically covered in a self-evaluation?

Self-evaluations typically cover a range of topics that assess an employee's performance, contributions, and development over a given period. Some common topics that are covered in self-evaluations include:

Accomplishments

This includes reviewing significant projects, tasks, and achievements the employee has accomplished over the review period.

Goals and Objectives

This includes an assessment of the employee's progress towards their individual goals and objectives and any changes or updates to their goals for the upcoming period.

Contributions to the Team and Organisation

This includes evaluating the employee's contributions to the team and organisation, such as collaboration, communication, and leadership.

Skills and Competencies

This includes a self-assessment of the employee's current skills and competencies and any areas where they need further development.

Professional Development

This includes an evaluation of the employee's efforts to further their professional development and growth, such as taking on new responsibilities, seeking additional training and development opportunities, and seeking feedback from others.

These are some of the most common topics covered in self-evaluations, but the exact content can vary depending on the organisation and the individual employee's role and responsibilities.

Understanding your strengths and weaknesses is crucial for personal growth, which can be greatly facilitated by structured self-evaluations. Roslin's self-evaluation tools allow you to reflect accurately on your performance, using tailored feedback that aligns with your career aspirations. Dive deeper into your professional journey and discover how Roslin can transform your self-assessment process.

Leadership examples

Positive comments.

• "I am proud of my ability to lead by example and consistently demonstrate a positive attitude and strong work ethic. I have inspired my team to work towards common goals, increasing productivity and morale."
• "I have successfully led multiple projects this year, ensuring they were completed on time and within budget. My strong organisational skills and attention to detail have allowed me to manage complex projects and delegate tasks effectively to my team."
• "I have made a conscious effort to foster a positive and inclusive work environment by promoting open communication and encouraging collaboration. This has resulted in a more cohesive and motivated team better equipped to meet our organisational goals."

Areas for improvement

• "I must improve my public speaking skills and become more confident in presenting to large groups. I plan to attend a public speaking course and seek opportunities to practice my skills."
• "I have sometimes struggled with delegating tasks effectively, leading to feelings of burnout and overwork for myself and my team. I plan to improve my delegation skills by setting clear expectations, providing ongoing support, and allowing team members to take ownership of their responsibilities."
• "I recognise that I can be too focused on the big picture and neglect to provide regular feedback and recognition to my team. I plan to make a more conscious effort to provide regular feedback, both positive and constructive, and to recognise the contributions and achievements of my team members."

Collaboration and teamwork examples

• "I have demonstrated strong teamwork skills by actively seeking out opportunities to collaborate with others and build positive relationships with my colleagues. I have consistently been able to find common ground and work towards shared goals, resulting in more efficient and effective work processes."
• "I have effectively supported my team members by sharing my knowledge and expertise and providing guidance and mentorship. This has resulted in a more cohesive and supportive work environment and has allowed my team to achieve better outcomes."
• "I have shown strong conflict resolution skills by navigating and resolving disagreements and challenges professionally and respectfully. This has helped to maintain positive and productive relationships within my team and across departments."
• "I recognise that I can sometimes be too focused on my own goals and tasks, neglecting to consider the needs and perspectives of others fully. I plan to be a more active listener and seek input and feedback from my colleagues to ensure everyone's needs and priorities are considered."
• "I have sometimes struggled to effectively communicate and coordinate with team members, leading to misunderstandings and delays. I plan to improve my communication skills by being clearer and more concise in my messaging and by making a greater effort to involve all team members in decision-making processes."
• "I recognise that I need to improve my time management skills, as this can impact my ability to collaborate with others effectively. I plan to prioritise my tasks, set clear deadlines, and seek support from my team when needed to ensure that all collaborative projects are completed on time and to the best of my ability."

Communication examples

• "I have consistently demonstrated strong communication skills in person and in writing. I have effectively conveyed my ideas and messages to many audiences and received positive feedback on my clear and concise writing style."
• "I have made a concerted effort to be an active listener, seeking out the perspectives and opinions of others and providing empathy and understanding. This has helped to build positive relationships with my colleagues and has allowed me to understand and respond to their needs more effectively."
• "I have effectively used various communication tools and platforms to reach and engage with my audience, including email, video conferencing, and social media. This has allowed me to reach a wider audience and to more effectively convey important information and updates."
• "I sometimes struggle to articulate my ideas and thoughts clearly, especially in high-pressure situations. I plan to improve my public speaking skills by attending workshops and seeking opportunities to practice my skills."
• "I have sometimes struggled to effectively communicate with people from diverse backgrounds and cultures, leading to misunderstandings and miscommunications. I plan to seek training and development opportunities to improve my cultural competency and better understand and communicate with people from diverse backgrounds."
• "I recognise that I can sometimes be too direct or blunt in my communication style, leading to negative perceptions and misinterpretations. I plan to improve my interpersonal skills by being more mindful of the tone and delivery of my messages and by seeking feedback from others on my communication style."

Job Knowledge examples

• "I have demonstrated a strong understanding of my role and responsibilities and a deep knowledge of industry best practices and emerging trends. This has allowed me to perform my job effectively and to make informed decisions that benefit my team and the organisation."
• "I have shown a commitment to continuous learning and professional development, regularly seeking opportunities to expand my knowledge and skills. This has kept me at the forefront of my field and has allowed me to bring new and innovative ideas to my role."
• "I have effectively applied my job knowledge to solve complex problems and to complete challenging projects. My strong analytical skills and attention to detail have allowed me to identify and resolve issues quickly and effectively, improving my work's overall efficiency and quality."
• "I recognise that I need to improve my technical skills in a specific area, as this will enhance my ability to perform my job and to provide value to the organisation. I plan to seek training and development opportunities to build my skills in this area."
• "I have sometimes struggled to keep up with new developments and changes in my field, leading to a lack of awareness of best practices and emerging trends. I plan to make a more conscious effort to stay informed and seek new learning opportunities regularly."
• "I recognise that I need to improve my project management skills, as this will enhance my ability to plan and execute projects effectively. I plan to seek out training and development opportunities to build my skills in this area and to apply my newfound knowledge to my current role."

Job performance examples

• "I have consistently exceeded expectations in the performance of my job duties, consistently meeting or exceeding project deadlines and delivering high-quality work."
• "I have taken the initiative to identify and address areas of improvement in my work and the work of my team, leading to increased efficiency and improved outcomes."
• "I have effectively collaborated with my colleagues and cross-functional teams, demonstrating strong teamwork skills and a positive attitude towards achieving common goals."
• "I must improve my time management skills to be more efficient and better prioritise my workload. I plan to seek training and development opportunities to build my skills in this area."
• "I have sometimes struggled to manage my workload effectively and to balance competing priorities, leading to stress and burnout. I plan to work on better prioritising my tasks and to seek out additional support when needed."

"I recognise that I need to improve my delegation skills to manage my workload effectively and to empower my team members. I plan to seek out training and development opportunities to build my skills in this area and to apply my newfound knowledge to my current role."

Time management examples

• "I have consistently demonstrated strong time management skills, effectively balancing my workload and meeting deadlines on time."
• "I have effectively prioritised my tasks and responsibilities, ensuring that high-priority items receive the attention they deserve."
• "I have implemented various time management techniques and tools, such as creating to-do lists and scheduling regular review sessions, which have greatly improved my efficiency and productivity."

"I recognise that I sometimes struggle with distractions and procrastination, leading to decreased efficiency and longer completion times for tasks. I plan to work on maintaining focus and reducing distractions to improve my time management skills."

Problem-solving examples

• "I have consistently demonstrated strong problem-solving skills, effectively identifying and addressing issues in a timely and efficient manner."
• "I have a curious and analytical mindset, which allows me to think outside the box and come up with creative solutions to complex problems."

"I recognise that I need to improve my decision-making skills, as this will enhance my ability to solve problems and make informed decisions effectively. I plan to seek training and development opportunities to build my skills in this area."

"I have sometimes struggled to manage my emotions and biases effectively when solving problems, leading to suboptimal solutions. I plan to develop emotional intelligence and objectivity when approaching problems."

"I recognise that I need to improve my research and data analysis skills, as this will enhance my ability to gather and interpret information needed to solve problems. I plan to seek training and development opportunities to build my skills in this area."

Company values examples

• "I have consistently demonstrated a strong commitment to the company's values, aligning my actions and decisions with the company's mission and goals."
• "I have been a role model for the company's values, inspiring my colleagues and team members to embody them in their work."
• "I have sought out opportunities to promote and reinforce the company's values, both within my work and interactions with others."
• "I must improve my understanding of the company's values and how they align with its mission and goals. I plan to seek training and development opportunities to build my knowledge in this area."
• "I have sometimes struggled to balance my workload and personal values effectively with the company's values, leading to conflicts. I plan to align my actions and decisions better with the company's values."
• "I recognise that I need to improve my communication skills. This will enhance my ability to effectively convey the company's values to others and promote a culture of values-driven decision-making. I plan to seek training and development opportunities to build my skills in this area."

Productivity examples

• "I have consistently demonstrated a strong work ethic and a commitment to productivity, consistently delivering high-quality work on time and exceeding expectations."
• "I have implemented various productivity techniques and tools, such as time tracking and task management software, which have greatly improved my efficiency and productivity."
• "I recognise that I sometimes struggle with distractions and procrastination, leading to decreased efficiency and longer completion times for tasks. I plan to work on maintaining focus and reducing distractions to improve my productivity."
• "I recognise that I need to improve my time management skills, as this will enhance my ability to balance my workload effectively and to meet deadlines. I plan to seek training and development opportunities to build my skills in this area."

Customer experience examples

• "I have consistently demonstrated a strong commitment to providing excellent customer service, always going above and beyond to meet the needs of our customers."
• "I have effectively communicated with customers, building strong relationships and gaining their trust and loyalty."
• "I deeply understand our customers' needs and preferences and have effectively used this knowledge to enhance the customer experience."
• "I sometimes struggle managing customer complaints and conflicts, leading to dissatisfaction and negative experiences. I plan to develop my conflict resolution skills and seek additional training in this area."
• "I have sometimes struggled to effectively manage my workload and balance competing priorities, leading to longer response times and reduced customer availability. I plan to work on better prioritising my tasks and to seek out additional support when needed."
• "I recognise that I need to improve my empathy and emotional intelligence skills, as this will enhance my ability to understand and respond to the needs of our customers effectively. I plan to seek training and development opportunities to build my skills in this area."

As you plan your professional development, consider how a comprehensive evaluation tool can streamline this process. With Roslin's performance review software , you can not only track your progress but also set actionable goals based on insightful analytics. Empower your career development with Roslin and make your next self-evaluation your stepping stone to success.

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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.  

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