self assessment examples for critical thinking

Critical Thinking: 40 Useful Performance Feedback Phrases

Critical Thinking: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Critical Thinking: Exceeds Expectations Phrases

• Highly demonstrates assertive and decisive ability when finding solutions for problems.
• Knows how to communicate ideas and issues easily in a very clear and concise manner.
• Able to piece together elements and come up with proper deductions on issues.
• Knows how to clarify problems and solutions easily so that other people can understand.
• Evaluates ideas and opinions in an unbiased manner without favoritism.
• Thinks through issues in a very logical manner that results in finding the best solution to a problem.
• Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.
• Takes in into consideration different and varied perspectives when solving problems.
• Examines the implications and possible consequences to any particular action carefully.
• Solves problems one by one so as not to mix up issues and ideas.

Critical Thinking: Meets Expectations Phrases

• Uses strategic approachability and skill when it comes to solving issues.
• Demonstrates well assertive and decisive ability when it comes to handling problems.
• Tries to always consider all factors at play before deciding on a particular methods or way.
• Gathers all the required facts and figures before starting to solve a particular problem.
• Always seeks to ask questions as a form of finding a sound basis to solving a problem.
• Not afraid to make mistakes and tries to find creative ways to handle any issue.
• Looks at issues in different angles and not in a one-sided way.
• Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.
• Questions regularly to find out if the decision taken will achieve the desired effect.
• Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

Critical Thinking: Needs Improvement Phrases

• Does not take the time to consider all factors available before making a decision carefully.
• Looks at issues in a one-sided manner instead of having different varied ways of looking at it.
• Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.
• Not willing to do proper research and relies on outdated data and information.
• Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.
• Not willing to accept corrections and take calculated risks when necessary.
• Does not show enough willingness to try to improve the critical thinking skills.
• Does not present ideas and points in a logical order or outline.
• Looks at issues in a biased and unfair way by not evaluating all factors.
• Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect

Critical Thinking: Self Evaluation Questions

• How well do you research and gather facts and information before solving an issue?
• Give an instance you hurriedly made a decision without thinking it through and what was the result?
• Elaborate on a given occasion that you made the best decision. How did you feel about it?
• How well do you consider all the factors available before making your decision?
• Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?
• Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?
• How well do you consider having a concrete conclusion when presenting your ideas?
• When expressing your ideas do you deliver them in a logical manner?
• Do you usually look at issues in a one-sided manner or at different angles?
• How flexible are you when it comes to trying different ways of solving problems other than the intended way.

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Self-Evaluation Examples: Empower Your Workforce for Success

• October 27, 2023

Fuel success with 90+ examples of self evaluation to unleash your team’s potential!

Self-evaluation is a crucial cornerstone of a successful 360-degree performance review process. It’s not just a mere checkbox on the to-do list; it’s a critical element that can make or break the effectiveness of the entire evaluation process. It’s the moment when employees have the chance to tell their story, showcasing their achievements and areas of career growth. But here’s the catch: if they don’t fill it out correctly, it can leave HR professionals in the dark, struggling to gauge an accurate picture of an employee’s performance . 

This is why aiding employees in crafting an effective self-evaluation is important.

In this blog, we aim to provide you with a practical solution. We’ll share over 90 self-evaluation examples that your employees can easily utilize to gain a better understanding of how to construct their self-appraisals.

Before diving in, make sure to set clear goals and communicate expectations to your team based on their KPIs. This ensures that employees understand what’s expected of them and allows them to assess their work performance, backed by data for a comprehensive evaluation. With Peoplebox, aligning self-appraisal with performance goals becomes a seamless process for you and your team.

What Criteria Does the Self-evaluation Form Include?

Before your employees begin writing their self-appraisals, it’s essential that they have a clear understanding of the key criteria on which they should evaluate their own performance. Here are the fundamental criteria that make up an effective self-evaluation form, share it with your employees to assist them in crafting more insightful and impactful self-appraisals.

Accomplishments

In any performance evaluation, aligning accomplishments with organizational goals is paramount. Encourage employees to detail their achievements that directly contribute to the company’s mission and objectives. For instance, if an employee played a pivotal role in increasing sales by 20% or completed a project ahead of schedule, these are noteworthy accomplishments that should be highlighted.

Areas of Improvement

The ability to recognize and acknowledge areas for improvement is a crucial trait in professional growth. Employees should candidly discuss areas where they believe they can enhance their performance. Whether it’s a need for additional training or a particular skill set, this self-evaluation criterion fosters a proactive approach to self-improvement.

On job competencies

Understanding one’s strengths is as important as recognizing weaknesses. Employees should list their core competencies and strengths, emphasizing how these attributes contribute to their team and the organization as a whole. This encourages employees to take pride in their skills and boosts their confidence.

Things you value in the company

Incorporating this element into the self-evaluation process demonstrates an employee’s commitment to the organization’s values and culture. Encourage employees to share what they value most about the company, whether it’s the collaborative work environment, the opportunities for growth, or the company’s commitment to social responsibility. This not only reinforces the alignment between the employee and the company’s values but also helps in understanding organizational culture from an employee perspective.

Goals for next quarter

The forward-looking aspect of self-evaluation is often underestimated. Employees should set goals for the upcoming quarter or evaluation period. Whether it’s setting specific performance targets, acquiring new skills, or taking on additional responsibilities, this criterion reflects an employee’s commitment to personal and professional development.

Performance management platforms like Peoplebox make goal-setting and tracking easy. With options to assign owners, choose goal cycles, and track progress every step of the way, goal setting becomes a streamlined and collaborative process.

Social and Soft Skills

In today’s interconnected workplace, social and soft skills are invaluable. During self-appraisal, employees should reflect on how their communication, teamwork, leadership, and adaptability skills have contributed to their effectiveness within the organization. Encouraging employees to provide concrete examples of situations where their soft skills made a difference adds depth to their self-assessment.

With a performance management software like Peoplebox, you can seamlessly integrate self-evaluation into your feedback process. This fosters a proactive approach to personal growth by encouraging employees to candidly discuss areas for improvement and recognize their core competencies. Try it out yourself!

Now that we have covered the key criteria to consider, let us dive into 90+ self-evaluation examples to empower your workforce for success.

But before that, it’s crucial to recognize that the quality of the answers is directly linked to the quality of the questions posed. Unsure about the right questions for a performance review? We’ve got you covered! Download our FREE ebook, filled with a curated list of impactful questions designed to enhance your performance review process. 

90+ Employee Self-evaluation Examples

To make the self-evaluation process more effective, we’ve compiled an extensive list of specific examples of self-evaluation. These employee self-evaluation examples are categorized into achievements and areas for growth, covering a wide range of job-related skills and personal development aspects.

Self-evaluation Examples for Work To Assess Teamwork And Collaboration Skills

Effective teamwork and collaboration are at the heart of a thriving workplace. To evaluate these essential skills, employees should be prepared to reflect on their ability to work cohesively with others during self-appraisals.

Here are some key questions to consider:

How well do you work with your team? Can you share an example where your contribution to the team helped the company reach or near its business goal?

Example 1: “I consistently fostered a positive team environment by actively participating in group discussions and encouraging open communication. This led to our team consistently meeting project deadlines.”

Example 2: “I played a key role in resolving a team conflict by mediating between two conflicting parties, which resulted in improved collaboration and better productivity.”

Areas for Improvement

Example 1: “While I work well within my immediate team, I need to actively seek cross-functional collaboration to leverage diverse perspectives and insights.” Example 2: “I sometimes struggle to express my new ideas clearly in group settings, which occasionally leads to misunderstandings. I aim to enhance my communication skills in team meetings.”

Self Assessment Examples For Assessing Job Performance

Evaluating job performance is pivotal in any organization. Employees should critically assess their contributions to the company’s goals.

Here are some guiding questions for this self-evaluation:

What are your major accomplishments in your current role? How have you contributed to the organization’s success?

Example 1: “I consistently exceeded my quarterly sales targets by implementing innovative sales strategies and maintaining strong client relationships.”

Example 2: “I played a pivotal role in optimizing our project management system, which resulted in a 20% reduction in project completion time.”

Example 1: “I occasionally struggle with time management, which leads to minor delays in project completion. I plan to improve my time management skills to meet deadlines more consistently.”

Example 2: “While my technical skills are strong, I want to enhance my soft skills to improve client interactions and public speaking, and maintain better relationships.”

Self evaluation To Assess Job Performance And Future Goals

Self-assessment for job performance isn’t just about the present; it’s also an opportunity to envision and plan for the future with clear expectations.

Consider these questions:

Have you achieved your previous job performance goals? What are your future career goals and how are you working towards them?

Self appraisal examples highlighting accomplishments

Example 1: “I achieved all the goals set in my last performance review, and I’m on track to meet my long-term career objectives, which include securing a leadership role within the next two years.”

Example 2: “I consistently seek opportunities for professional growth and have completed four online courses in the last year to enhance my skills and knowledge.”

Self appraisal examples highlighting areas for Improvement

Example 1: “I sometimes find it challenging to align my daily tasks with my long-term goals. I plan to create a more structured career development plan to bridge this gap.”

Example 2: “While I excel in my current role, I lack experience in a few critical areas required for future leadership. I intend to seek mentorship and training in those specific areas.”

Self-evaluation Focused On KPIs

Key Performance Indicators (KPIs) provide clear benchmarks for success. Self-evaluation in this context involves analyzing one’s alignment with these metrics.

Reflect on these questions during your self-assessment process:

How have you performed against your KPIs? Have you contributed to improving the KPIs within your department or team?

Example 1: “I consistently met or exceeded all my Key Performance Indicators (KPIs) for the year, leading to a 15% increase in departmental efficiency.”

Example 2: “I successfully streamlined our KPI tracking process, reducing manual work and allowing for real-time updates on progress.”

Example 1: “While I perform well on established KPIs, I need to work on setting more challenging KPIs to continue driving growth in our department.”

Example 2: “I sometimes struggle to adapt to new KPIs introduced mid-year. I plan to become more flexible in my approach to ensure better performance.”

Work Environment And Company Culture Self-evaluation

Company culture is essential to employee satisfaction and productivity. To evaluate one’s impact on the work environment and culture , consider these questions:

How have you contributed to fostering a positive work environment and company culture? Have you actively addressed workplace issues or conflicts?

Self appraisal comments highlighting accomplishments

Example 1: “I actively contributed to our company’s culture of diversity and inclusion by organizing a cultural awareness workshop, which received positive feedback from colleagues.”

Example 2: “I played a key role in maintaining a positive work environment by consistently addressing workplace issues and fostering a sense of belonging among my team members.”

Self assessment comments covering areas for Improvement

Example 1: “While I am an advocate for workplace culture, I sometimes struggle to balance my commitments in this area with my core job responsibilities.”

Example 2: “I aim to improve my conflict resolution skills to help address any arising tensions within the team effectively .”

Leadership Skills Self-evaluation Examples

Leadership skills are key for personal growth and team success. To assess these skills, think about your actions as a leader and how they influence your team.

What leadership accomplishments can you highlight? How have you mentored or inspired your team members?

Example 1: “I successfully led a cross-functional team through a challenging project, resulting in a 30% increase in project efficiency and a 15% cost reduction.”

Example 2: “I actively mentor team members, and my team’s overall performance improved by 20% this year, thanks to my leadership and guidance.”

Example 1: “While I excel in day-to-day leadership, I need to enhance my long-term strategic planning abilities to guide the team towards broader objectives.”

Example 2: “I aim to improve my delegation skills to empower team members more effectively and reduce the pressure on myself.”

Self-evaluation To Assess Communication And Interpersonal Skills

Effective communication is the cornerstone of workplace relationships. To evaluate your communication and interpersonal skills, reflect on these questions:

How well do you communicate with your colleagues, superiors, and clients? Have you actively sought and incorporated feedback from others?

Example 1: “I am proficient in delivering clear and concise presentations, and I received positive feedback from clients for my effective communication.”

Example 2: “I actively seek feedback from team members and colleagues, which has led to better collaboration and more open communication within our department.”

Example 1: “I occasionally struggle with written communication, so I am working to improve my written correspondence skills to ensure clarity and professionalism.”

Example 2: “I need to work on my active listening skills to ensure that I fully understand the perspectives of others in meetings and discussions.”

Self Assessment Examples To Evaluate Emotional Intelligence

Emotional intelligence is increasingly recognized as a vital skill. To assess your emotional intelligence, ask yourself:

How do you handle workplace conflicts and challenging emotional situations? Are you aware of your own emotions and their impact on your decision-making and interactions?

Example 1: “I consistently handle workplace conflicts with empathy and understanding, fostering a more harmonious work environment.”

Example 2: “I have developed a high degree of emotional resilience, which has allowed me to manage stressful situations effectively and ensure a positive impact on others.”

Example 1: “While I am emotionally intelligent, I sometimes struggle with recognizing and addressing emotions in others. I aim to enhance my empathy skills further.”

Example 2: “I need to work on my self-awareness to better understand how my emotions can impact my decision-making and interactions with others.”

Self-evaluation Examples for Work To Assess Problem Solving And Decision Making Skills

Problem solving and decision making are integral to professional growth. To evaluate these skills, consider the following:

How have you tackled complex problems and challenges in your role? Do you make well-informed decisions and analyze data effectively?

Example 1: “I consistently resolve complex problems by breaking them down into manageable steps and collaborating with team members, leading to a XX% reduction in project delays.”

Example 2: “I have a track record of making well-informed decisions by thoroughly analyzing data and considering potential risks, resulting in successful project outcomes.”

Example 1: “While I excel in routine problem-solving, I aim to improve my ability to think ‘outside the box’ and explore more creative solutions.”

Example 2: “I sometimes hesitate in decision-making, which can cause minor delays. I plan to enhance my confidence in making quick, effective decisions.”

Self-evaluation Examples for Work To Evaluate Time Management And Productivity

Time management and productivity are crucial in any job. For self-assessment, ponder these questions:

How well do you manage your time to meet deadlines and prioritize tasks? Have you adopted effective time management techniques to boost productivity?

Example 1: “I consistently meet deadlines and prioritize tasks effectively, resulting in a 10% increase in my daily productivity .”

Example 2: “I actively use time management techniques, like the Pomodoro method, to stay focused and achieve my daily tasks efficiently.”

Example 1: “I sometimes struggle with multitasking, which can impact my efficiency. I plan to work on improving my ability to juggle multiple tasks effectively.”

Example 2: “I aim to minimize distractions during work hours to further enhance my time management skills and boost my overall productivity.”

Self-evaluation To Assess Ethical Conduct

Maintaining ethical conduct and work ethics is essential for personal and organizational integrity. To assess your adherence to these values, ask yourself:

How consistently do you uphold your company’s ethical standards? Have you actively promoted ethical practices within your team or department?

Self appraisal comments highlighting strength 

Example 1: “I adhere to our company’s code of ethics without exception and consistently model ethical behavior for my team, resulting in a culture of integrity.”

Example 2: “I have actively promoted ethical practices by reporting any unethical behavior or violations, thereby upholding our organization’s values.”

Self appraisal comments highlighting areas for Improvement

Example 1: “I need to work on my ability to handle ethical dilemmas more effectively, seeking guidance when necessary to make the right decisions.”

Example 2: “I aim to enhance my ethical decision-making by further understanding our company’s specific ethical guidelines and their implications.”

If you want to know more about the ethics in performance management , check out our blog post!

Self-evaluation To Assess Adaptability And Resilience

In a constantly changing world, adaptability and resilience are invaluable traits. Reflect on these questions for self-assessment:

How well do you adapt to changes in your work environment and projects? Are you resilient in the face of challenges and setbacks?

Example 1: “I effectively adapted to a sudden shift in project priorities, ensuring that our team remained productive and delivered results ahead of schedule.”

Example 2: “I consistently maintain a positive attitude in the face of challenges, which has been recognized by colleagues and has inspired a resilient mindset within the team.”

Example 1: “While I handle most changes well, I occasionally find it challenging to adapt to significant shifts in project scope. I am working on improving my adaptability in such cases.”

Example 2: “I aim to enhance my stress management skills to maintain resilience in high-pressure situations.”

Self-evaluation Examples Evaluating Customer Service Skills

In roles involving customer interactions, customer service skills are vital. To assess these skills, consider the following:

• How well do you handle customer interactions and address their needs?
• Have you built strong relationships with clients to enhance repeat business and referrals?

Example 1: “I consistently receive positive feedback from clients for my responsive communication and problem-solving abilities, resulting in a 20% increase in customer satisfaction.”

Example 2: “I have developed strong relationships with key clients, which has led to increased repeat business and referrals.”

Example 1: “While I excel in customer interactions, I sometimes need to improve my product knowledge to answer more technical questions.”

Example 2: “I occasionally struggle with handling irate customers effectively. I am working on de-escalation techniques to improve in this area.”

Critical Thinking Self-appraisal Examples

Critical thinking is the foundation of effective decision-making. To evaluate your critical thinking skills, ask yourself these questions while self-evaluating:

How do you approach problems and make decisions by considering different perspectives? Have you promoted a culture of critical thinking and innovation within your team?

Example 1: “I consistently approach problems with a critical mindset, analyzing data and considering multiple perspectives to arrive at well-informed decisions.”

Example 2: “I have successfully trained my team to think critically, fostering a culture of innovation and efficiency.”

Example 1: “I aim to enhance my problem-solving creativity to generate more out-of-the-box solutions to complex challenges.”

Example 2: “I sometimes find it challenging to maintain critical thinking under tight deadlines. I plan to improve my ability to think clearly in high-pressure situations.”

 Self-appraisal Examples To Evaluate Negotiation Skills

Negotiation skills are crucial in many roles. To assess your negotiation skills, think about your approach and effectiveness in negotiations. Reflect on these questions:

How well do you negotiate to achieve favorable outcomes? Are you assertive and well-prepared in negotiations, and do you maintain a collaborative approach?

Example 1: “I negotiate advantageous terms in contracts, saving the company XX% on supplier agreements.”

Example 2: “I have successfully mediated between team members in conflict, helping them find common ground and reach mutually beneficial solutions.”

Example 1: “I sometimes struggle with assertiveness during negotiations. I am working on improving my ability to stand firm on key points while maintaining a collaborative approach.”

Example 2: “I aim to enhance my negotiation preparation skills to enter discussions with more information and leverage.”

Self-Evaluation Examples for Creativity and Innovation

Creativity and innovation are essential for driving progress and maintaining a competitive edge. To assess your creativity and innovation skills, reflect on these questions:

How well do you generate new and creative ideas? Are you able to implement innovative solutions effectively? How do your creative efforts contribute to team and organizational success?

Example 1: “I introduced a new project management tool that streamlined our workflow, resulting in a 25% increase in team productivity.”

Example 2: “I developed a creative marketing campaign that increased our social media engagement by 30%.”

Example 1: “I need to push myself to think outside the box more frequently and bring more innovative solutions to the table.”

Example 2 : “While I often have creative ideas, I sometimes struggle to execute them effectively. I plan to improve my project management skills to bring my ideas to fruition.”

Self-Evaluation Examples for Adaptability

Adaptability is crucial in a rapidly changing work environment. To assess your adaptability skills, reflect on these questions:

How well do you adjust to new situations and challenges? Are you flexible and open to change? How do you maintain productivity and effectiveness in different environments?

Example 1 : “I quickly adapted to a new software system and trained my team on its use, reducing downtime during the transition.”

Example 2 : “I successfully navigated the challenges of remote work, maintaining productivity and team communication.”

Example 1: “I sometimes find it difficult to adjust to sudden changes in project scope. I plan to improve my flexibility and adaptability in such situations.”

Example 2: “I need to develop better coping strategies for handling unexpected challenges to maintain my productivity.”

Self-Evaluation Examples for Professional Development

Ongoing professional development is key to career growth. To assess your professional development efforts, reflect on these questions:

How committed are you to continuous learning and improvement? Do you seek out opportunities to enhance your skills and knowledge? How do your professional development activities benefit your role and organization?

Example 1 : “I completed a certification in data analysis, which has enhanced my ability to interpret and utilize data in my role.”

Example 2: “I attended several leadership workshops and have implemented new strategies to improve team morale and productivity.”

Example 1 : “I need to allocate more time for continuous learning and professional development to stay updated with industry trends.”

Example 2 : “While I attend training sessions, I sometimes struggle to apply the new skills effectively. I aim to practice and integrate these skills more consistently.”

Self-Evaluation Examples for Customer Satisfaction

Customer satisfaction is vital for business success. To assess your customer satisfaction skills, reflect on these questions:

How effectively do you meet and exceed customer expectations? Are you proactive in seeking and responding to customer feedback? How do your efforts contribute to overall customer satisfaction and loyalty?

Example 1 : “I received positive feedback from clients for my responsiveness and problem-solving skills, which has led to repeat business.”

Example 2 : “I implemented a customer feedback system that has helped us improve our services and increase customer satisfaction by 15%.”

Example 1 : “I need to enhance my ability to handle difficult customer interactions to ensure all clients feel valued and heard.”

Example 2 : “While I respond promptly to customer inquiries, I plan to improve my follow-up process to ensure complete satisfaction.”

Self-Evaluation Examples for Time Management

Effective time management is crucial for productivity. To assess your time management skills, reflect on these questions:

How well do you prioritize tasks and meet deadlines? Are you able to manage your time effectively to maximize productivity? How do you handle distractions and maintain focus on important tasks?

Example 1: “I consistently meet project deadlines by prioritizing tasks and managing my time effectively.”

Example 2 : “I adopted time-blocking techniques that have significantly increased my productivity and focus.”

Example 1: “I occasionally struggle with procrastination on less enjoyable tasks. I plan to implement better strategies to tackle these tasks promptly.”

Example 2 : “I need to improve my ability to estimate the time required for complex projects to avoid last-minute rushes.”

Self-Evaluation Examples for Technical Skills

Technical skills are fundamental to many roles. To assess your technical skills, reflect on these questions:

How proficient are you with the technical tools and systems required for your role? Are you continuously updating your technical knowledge and skills? How do your technical abilities contribute to your overall performance and team success?

Example 1 : “I developed a new feature for our software that has been well-received by users and has increased user engagement.”

Example 2: “I improved my coding skills by learning a new programming language, which has enabled me to take on more complex projects.”

Example 1 : “I need to stay updated with the latest technological advancements and integrate them into our projects more effectively.”

Example 2 : “While proficient in several technical skills, I plan to broaden my expertise by learning new tools and technologies relevant to our field.”

Self-Evaluation Examples for Interpersonal Skills

Strong interpersonal skills are key to effective teamwork and collaboration. To assess your interpersonal skills, reflect on these questions:

How well do you communicate and collaborate with colleagues? Are you able to resolve conflicts and build positive relationships? How do your interpersonal skills contribute to team and organizational success?

Example 1 : “I built strong relationships with my colleagues, which has improved team collaboration and project outcomes.”

Example 2 : “I effectively resolved conflicts within the team by facilitating open and constructive communication.”

Example 1 : “I need to improve my ability to provide constructive feedback to colleagues to help them grow and develop.”

Example 2 : “While I communicate well with my immediate team, I plan to improve my networking skills to build connections across the organization.”

Self-Evaluation Examples for Goal Setting

Effective goal setting is essential for achieving success. To assess your goal-setting skills, reflect on these questions:

How well do you set and achieve your goals? Are your goals specific, measurable, achievable, relevant, and time-bound? How do your goals align with team and organizational objectives?

Example 1: “I set and achieved ambitious goals for the quarter, including increasing our sales by 20%.”

Example 2 : “I successfully outlined and followed a clear career development plan, resulting in a promotion.”

Example 1 : “I need to set more specific and measurable goals to track my progress more effectively.”

Example 2 : “While I achieve my goals, I sometimes struggle with setting realistic timelines. I plan to improve my goal-setting process to include more achievable deadlines.”

Self-evaluation Examples For Start, Stop, Continue Feedback

The “Start, Stop, Continue” approach is a simple yet effective way to assess your work habits. To use this approach for self-evaluation, ask yourself:

What new habits or actions should you start implementing for personal and professional growth? What existing habits or actions should you stop to improve your performance? What current practices or behaviors should you continue because they contribute positively to your work and development?

Peoplebox simplifies start/stop/continue feedback with its built-in templates, making the process effortless.

Self-evaluation Examples for New Tasks You Must Start

Example 1: “I plan to start actively seeking cross-functional projects to broaden my skills and knowledge within the organization.”

Example 2: “I intend to start providing more constructive feedback to my peers to foster a culture of growth and improvement within the team.”

Self-evaluation Examples for Tasks You Must Stop

Example 1: “I recognize that I need to stop procrastinating on certain tasks and start addressing them promptly to improve productivity.”

Example 2: “I should stop engaging in non-essential tasks during work hours and stay focused on my core responsibilities.”

Self-evaluation Examples for Tasks You Must Continue

Example 1: “I will continue actively participating in team-building activities to maintain a positive work environment.”

Example 2: “I intend to continue my daily routine of reviewing industry news to stay updated on current trends and best practices.”

Align Performance Review with Business Goals Using Peoplebox

Feedback and reviews are the cornerstone of your company’s success. When implemented correctly, it sets a culture of continuous improvement and growth. With advancements in digital technology, performance management tools like Peoplebox can come in handy. 

It seamlessly integrates with your existing collaboration tools like Slack and Team and help you streamline your employee feedback and reviews. 

Integrate Peoplebox seamlessly with your Slack or Microsoft Teams application to unlock a range of benefits. Conduct tailored 360-degree reviews and administer employee engagement and life surveys effortlessly. Send personalized reminders for 1:1 meetings, check-ins, and goal updates, fostering better communication and alignment. Facilitate discussions and alignment on progress towards goals and strategic initiatives, ensuring everyone is on the same page. Run productive 1:1 meetings with structured agendas and talking points.

Streamline the onboarding process for new employees, setting them up for success from day one. With Peoplebox supporting your HR operations, eliminate unnecessary complexity and provide your employees with the exceptional experience they deserve.

Talk to our solutions experts to know how Peoplebox can help.

Frequently Asked Questions

What is self-evaluation, and why is it important in a performance review process.

Self-evaluation is an opportunity for employees to assess their own performance, highlighting achievements, areas for improvement, and future goals. It’s crucial because it provides employees with a voice in the evaluation process, fosters self-awareness, and ensures a well-rounded view of their performance.

What criteria should be included in a self-evaluation form?

A comprehensive self-evaluation form should include criteria such as accomplishments, areas of improvement , on-the-job competencies, values alignment with the company, goals for the future, and assessment of social and soft skills.

How can employees effectively showcase their accomplishments in a self-evaluation?

Employees can effectively showcase their accomplishments by providing specific examples of achievements that align with organizational goals. Quantifiable results, such as meeting sales targets or completing projects ahead of schedule, should be highlighted.

What should employees focus on when identifying areas for improvement in their self-evaluations?

When identifying areas for improvement, employees should focus on acknowledging weaknesses, recognizing the need for additional training or skill development, and demonstrating a proactive approach to self-improvement.

How can HR software like Peoplebox facilitate the self-evaluation process?

HR software like Peoplebox streamlines the self-evaluation process by providing customizable templates, integration with collaboration tools like Slack, goal-setting features, reminders for review deadlines, and facilitating discussions between employees and managers.

How to write a self-appraisal?

Writing a self-appraisal involves a thorough evaluation of your performance, aligning your accomplishments with organizational goals. Begin by carefully reviewing your job description and aligning your accomplishments with its requirements. Use specific self-evaluation examples and metrics to quantify your achievements. Be honest in assessing your strengths and weaknesses, and outline clear goals for development. A well-crafted self-appraisal demonstrates self-awareness and initiative.

What is self-evaluation in simple words?

Self-evaluation is essential for personal and professional growth. It is a reflective process where you assess your performance. Self-evaluation involves critically examining your actions, behaviors, values, and achievements to determine your strengths and weaknesses. This helps you identify areas for improvement and set goals for future development.

How do I evaluate myself?

To effectively evaluate yourself, establish clear performance criteria aligned with your job role. Gather evidence of your work, such as completed projects, client feedback, and process improvements. Compare your performance to these standards, identifying areas of excellence and opportunities for development. This self-assessment process provides valuable insights for career advancement.

How do you write a good self-evaluation example?

A strong self-evaluation is specific, measurable, and impactful. Use concrete examples to illustrate your accomplishments and quantify your results whenever possible. Highlight your contributions to team goals and organizational success. Focus on demonstrating your skills, knowledge, and abilities while showcasing your problem-solving and initiative.

How do you start a self-evaluation sentence?

Start a self-evaluation sentence by being specific about your accomplishments. For instance, instead of saying, ‘I completed my project on time,’ describe the specific steps you took, the challenges you faced, and the outcomes you achieved. This provides a clear picture of your performance and shows your ability to reflect and learn from your experiences.

What went well examples for self-performance review?

When describing your successes, use the STAR method: Situation, Task, Action, Result. Provide a clear context for your achievements, outline the challenges you faced, and detail the steps you took to overcome them. Quantify the impact of your actions and highlight the positive outcomes. By using compelling examples, you can effectively communicate your value to the organization.

Examples of what went well in a self-performance review include achieving set goals, completing projects, or making significant contributions to the team. For instance, ‘Launched a successful marketing campaign, resulting in an 8% increase in leads’. These examples demonstrate your ability to contribute to the organization’s success.

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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

7 Examples of Areas of Improvement in Performance Reviews

How to Avoid Unwelcome Surprises in Your Next Performance Review

A Comprehensive Guide to Performance Management Cycles

The Difference Between Developmental and Performance Reviews (And Why You Need Both)

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Structures for Student Self-Assessment

What is the Critical Thinking Test?

Critical thinking practice test, take a free practice critical thinking test, practice critical thinking test.

Updated November 16, 2023

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a practice critical thinking test.

The test consists of three questions . 

After you have answered all the questions, you will be shown the correct answers and given full explanations.

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test .

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Six friends are seated in a restaurant across a rectangular table. There are three chairs on each side. Adam and Dorky do not have anyone sitting to their right and Clyde and Benjamin do not have anyone sitting to their left. Adam and Benjamin are not sitting on the same side of the table.

If Ethan is not sitting next to Dorky, who is seated immediately to the left of Felix?

You might also be interested in these other PRT articles:

Critical Thinking Self Assessment

Critical thinking self-assessment is an evaluation of one's ability to think critically and analyze a situation. it seeks to understand how someone reasons and makes decisions, as well as their ability to think objectively and logically. it usually involves a series of questions or activities designed to measure the individual's skills in areas such as problem-solving, decision-making, creativity, and analytical ability. .

2 minutes to complete

Eligibility

Eligibility to complete a Critical Thinking Self Assessment includes being at least 18 years of age, having a basic understanding of logical reasoning and critical thinking concepts, and having access to a computer or other device with internet access.

Questions for Critical Thinking Self Assessment

I look for evidence before believing claims

I consider issues from different perspectives

I feel confident to present my own arguments even when it challenges the views of others

I actively seek evidence that might counter what Ialready know

My opinions are influenced by evidence rather than justpersonal experience and emotion

If I am not sure about something, I will researchto find out more

I know how to search for reliable information to develop my knowledge of a topic

Assessments Similar to Critical Thinking Self Assessment

• Critical Thinking Assessment Tool
• Critical Thinking Skills Assessment
• Critical Thinking Evaluation Form
• Critical Thinking Skills Survey
• Critical Thinking Ability Test
• Critical Thinking Competency Test

Here are some FAQs and additional information on Critical Thinking Self Assessment

What is critical thinking, critical thinking is the ability to think clearly and rationally, understanding the logical connection between ideas. it involves the evaluation of sources, such as data, facts, observable phenomena, and research findings. critical thinking also involves analyzing and synthesizing information from various sources in order to make informed decisions and come to sound conclusions., how can i assess my critical thinking skills, there are a variety of self-assessment tools available to help you assess your critical thinking skills. these tools typically involve answering questions about your approach to problem-solving and decision-making., how can i improve my critical thinking skills, improving your critical thinking skills requires actively engaging in activities that challenge you to think critically. examples of activities that can help you develop your critical thinking skills include: reading, discussing, and debating topics with others; taking time to reflect on your thoughts and ideas; and questioning assumptions and biases., want to use this template, loved by people at home and at work.

What's next? Try out templates like Critical Thinking Self Assessment

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41+ Critical Thinking Examples (Definition + Practices)

Critical thinking is an essential skill in our information-overloaded world, where figuring out what is fact and fiction has become increasingly challenging.

But why is critical thinking essential? Put, critical thinking empowers us to make better decisions, challenge and validate our beliefs and assumptions, and understand and interact with the world more effectively and meaningfully.

Critical thinking is like using your brain's "superpowers" to make smart choices. Whether it's picking the right insurance, deciding what to do in a job, or discussing topics in school, thinking deeply helps a lot. In the next parts, we'll share real-life examples of when this superpower comes in handy and give you some fun exercises to practice it.

Critical Thinking Process Outline

Critical thinking means thinking clearly and fairly without letting personal feelings get in the way. It's like being a detective, trying to solve a mystery by using clues and thinking hard about them.

It isn't always easy to think critically, as it can take a pretty smart person to see some of the questions that aren't being answered in a certain situation. But, we can train our brains to think more like puzzle solvers, which can help develop our critical thinking skills.

Here's what it looks like step by step:

Spotting the Problem: It's like discovering a puzzle to solve. You see that there's something you need to figure out or decide.

Collecting Clues: Now, you need to gather information. Maybe you read about it, watch a video, talk to people, or do some research. It's like getting all the pieces to solve your puzzle.

Breaking It Down: This is where you look at all your clues and try to see how they fit together. You're asking questions like: Why did this happen? What could happen next?

Checking Your Clues: You want to make sure your information is good. This means seeing if what you found out is true and if you can trust where it came from.

Making a Guess: After looking at all your clues, you think about what they mean and come up with an answer. This answer is like your best guess based on what you know.

Explaining Your Thoughts: Now, you tell others how you solved the puzzle. You explain how you thought about it and how you answered. 

Checking Your Work: This is like looking back and seeing if you missed anything. Did you make any mistakes? Did you let any personal feelings get in the way? This step helps make sure your thinking is clear and fair.

And remember, you might sometimes need to go back and redo some steps if you discover something new. If you realize you missed an important clue, you might have to go back and collect more information.

Critical Thinking Methods

Just like doing push-ups or running helps our bodies get stronger, there are special exercises that help our brains think better. These brain workouts push us to think harder, look at things closely, and ask many questions.

It's not always about finding the "right" answer. Instead, it's about the journey of thinking and asking "why" or "how." Doing these exercises often helps us become better thinkers and makes us curious to know more about the world.

Now, let's look at some brain workouts to help us think better:

1. "What If" Scenarios

Imagine crazy things happening, like, "What if there was no internet for a month? What would we do?" These games help us think of new and different ideas.

Pick a hot topic. Argue one side of it and then try arguing the opposite. This makes us see different viewpoints and think deeply about a topic.

3. Analyze Visual Data

Check out charts or pictures with lots of numbers and info but no explanations. What story are they telling? This helps us get better at understanding information just by looking at it.

4. Mind Mapping

Write an idea in the center and then draw lines to related ideas. It's like making a map of your thoughts. This helps us see how everything is connected.

There's lots of mind-mapping software , but it's also nice to do this by hand.

5. Weekly Diary

Every week, write about what happened, the choices you made, and what you learned. Writing helps us think about our actions and how we can do better.

6. Evaluating Information Sources

Collect stories or articles about one topic from newspapers or blogs. Which ones are trustworthy? Which ones might be a little biased? This teaches us to be smart about where we get our info.

There are many resources to help you determine if information sources are factual or not.

7. Socratic Questioning

This way of thinking is called the Socrates Method, named after an old-time thinker from Greece. It's about asking lots of questions to understand a topic. You can do this by yourself or chat with a friend.

Start with a Big Question:

"What does 'success' mean?"

Dive Deeper with More Questions:

"Why do you think of success that way?" "Do TV shows, friends, or family make you think that?" "Does everyone think about success the same way?"

"Can someone be a winner even if they aren't rich or famous?" "Can someone feel like they didn't succeed, even if everyone else thinks they did?"

Look for Real-life Examples:

"Who is someone you think is successful? Why?" "Was there a time you felt like a winner? What happened?"

Think About Other People's Views:

"How might a person from another country think about success?" "Does the idea of success change as we grow up or as our life changes?"

Think About What It Means:

"How does your idea of success shape what you want in life?" "Are there problems with only wanting to be rich or famous?"

Look Back and Think:

"After talking about this, did your idea of success change? How?" "Did you learn something new about what success means?"

8. Six Thinking Hats 

Edward de Bono came up with a cool way to solve problems by thinking in six different ways, like wearing different colored hats. You can do this independently, but it might be more effective in a group so everyone can have a different hat color. Each color has its way of thinking:

White Hat (Facts): Just the facts! Ask, "What do we know? What do we need to find out?"

Red Hat (Feelings): Talk about feelings. Ask, "How do I feel about this?"

Black Hat (Careful Thinking): Be cautious. Ask, "What could go wrong?"

Yellow Hat (Positive Thinking): Look on the bright side. Ask, "What's good about this?"

Green Hat (Creative Thinking): Think of new ideas. Ask, "What's another way to look at this?"

Blue Hat (Planning): Organize the talk. Ask, "What should we do next?"

When using this method with a group:

• Explain all the hats.
• Decide which hat to wear first.
• Make sure everyone switches hats at the same time.
• Finish with the Blue Hat to plan the next steps.

9. SWOT Analysis

SWOT Analysis is like a game plan for businesses to know where they stand and where they should go. "SWOT" stands for Strengths, Weaknesses, Opportunities, and Threats.

There are a lot of SWOT templates out there for how to do this visually, but you can also think it through. It doesn't just apply to businesses but can be a good way to decide if a project you're working on is working.

Strengths: What's working well? Ask, "What are we good at?"

Weaknesses: Where can we do better? Ask, "Where can we improve?"

Opportunities: What good things might come our way? Ask, "What chances can we grab?"

Threats: What challenges might we face? Ask, "What might make things tough for us?"

Steps to do a SWOT Analysis:

• Goal: Decide what you want to find out.
• Research: Learn about your business and the world around it.
• Brainstorm: Get a group and think together. Talk about strengths, weaknesses, opportunities, and threats.
• Pick the Most Important Points: Some things might be more urgent or important than others.
• Make a Plan: Decide what to do based on your SWOT list.
• Check Again Later: Things change, so look at your SWOT again after a while to update it.

Now that you have a few tools for thinking critically, let’s get into some specific examples.

Everyday Examples

Life is a series of decisions. From the moment we wake up, we're faced with choices – some trivial, like choosing a breakfast cereal, and some more significant, like buying a home or confronting an ethical dilemma at work. While it might seem that these decisions are disparate, they all benefit from the application of critical thinking.

10. Deciding to buy something

Imagine you want a new phone. Don't just buy it because the ad looks cool. Think about what you need in a phone. Look up different phones and see what people say about them. Choose the one that's the best deal for what you want.

11. Deciding what is true

There's a lot of news everywhere. Don't believe everything right away. Think about why someone might be telling you this. Check if what you're reading or watching is true. Make up your mind after you've looked into it.

12. Deciding when you’re wrong

Sometimes, friends can have disagreements. Don't just get mad right away. Try to see where they're coming from. Talk about what's going on. Find a way to fix the problem that's fair for everyone.

13. Deciding what to eat

There's always a new diet or exercise that's popular. Don't just follow it because it's trendy. Find out if it's good for you. Ask someone who knows, like a doctor. Make choices that make you feel good and stay healthy.

14. Deciding what to do today

Everyone is busy with school, chores, and hobbies. Make a list of things you need to do. Decide which ones are most important. Plan your day so you can get things done and still have fun.

15. Making Tough Choices

Sometimes, it's hard to know what's right. Think about how each choice will affect you and others. Talk to people you trust about it. Choose what feels right in your heart and is fair to others.

16. Planning for the Future

Big decisions, like where to go to school, can be tricky. Think about what you want in the future. Look at the good and bad of each choice. Talk to people who know about it. Pick what feels best for your dreams and goals.

Job Examples

17. solving problems.

Workers brainstorm ways to fix a machine quickly without making things worse when a machine breaks at a factory.

18. Decision Making

A store manager decides which products to order more of based on what's selling best.

19. Setting Goals

A team leader helps their team decide what tasks are most important to finish this month and which can wait.

20. Evaluating Ideas

At a team meeting, everyone shares ideas for a new project. The group discusses each idea's pros and cons before picking one.

21. Handling Conflict

Two workers disagree on how to do a job. Instead of arguing, they talk calmly, listen to each other, and find a solution they both like.

22. Improving Processes

A cashier thinks of a faster way to ring up items so customers don't have to wait as long.

23. Asking Questions

Before starting a big task, an employee asks for clear instructions and checks if they have the necessary tools.

24. Checking Facts

Before presenting a report, someone double-checks all their information to make sure there are no mistakes.

25. Planning for the Future

A business owner thinks about what might happen in the next few years, like new competitors or changes in what customers want, and makes plans based on those thoughts.

26. Understanding Perspectives

A team is designing a new toy. They think about what kids and parents would both like instead of just what they think is fun.

School Examples

27. researching a topic.

For a history project, a student looks up different sources to understand an event from multiple viewpoints.

28. Debating an Issue

In a class discussion, students pick sides on a topic, like school uniforms, and share reasons to support their views.

29. Evaluating Sources

While writing an essay, a student checks if the information from a website is trustworthy or might be biased.

30. Problem Solving in Math

When stuck on a tricky math problem, a student tries different methods to find the answer instead of giving up.

31. Analyzing Literature

In English class, students discuss why a character in a book made certain choices and what those decisions reveal about them.

32. Testing a Hypothesis

For a science experiment, students guess what will happen and then conduct tests to see if they're right or wrong.

33. Giving Peer Feedback

After reading a classmate's essay, a student offers suggestions for improving it.

34. Questioning Assumptions

In a geography lesson, students consider why certain countries are called "developed" and what that label means.

35. Designing a Study

For a psychology project, students plan an experiment to understand how people's memories work and think of ways to ensure accurate results.

36. Interpreting Data

In a science class, students look at charts and graphs from a study, then discuss what the information tells them and if there are any patterns.

Critical Thinking Puzzles

Not all scenarios will have a single correct answer that can be figured out by thinking critically. Sometimes we have to think critically about ethical choices or moral behaviors. 

Here are some mind games and scenarios you can solve using critical thinking. You can see the solution(s) at the end of the post.

37. The Farmer, Fox, Chicken, and Grain Problem

A farmer is at a riverbank with a fox, a chicken, and a grain bag. He needs to get all three items across the river. However, his boat can only carry himself and one of the three items at a time. 

Here's the challenge:

• If the fox is left alone with the chicken, the fox will eat the chicken.
• If the chicken is left alone with the grain, the chicken will eat the grain.

How can the farmer get all three items across the river without any item being eaten? 

38. The Rope, Jar, and Pebbles Problem

You are in a room with two long ropes hanging from the ceiling. Each rope is just out of arm's reach from the other, so you can't hold onto one rope and reach the other simultaneously. 

Your task is to tie the two rope ends together, but you can't move the position where they hang from the ceiling.

You are given a jar full of pebbles. How do you complete the task?

39. The Two Guards Problem

Imagine there are two doors. One door leads to certain doom, and the other leads to freedom. You don't know which is which.

In front of each door stands a guard. One guard always tells the truth. The other guard always lies. You don't know which guard is which.

You can ask only one question to one of the guards. What question should you ask to find the door that leads to freedom?

40. The Hourglass Problem

You have two hourglasses. One measures 7 minutes when turned over, and the other measures 4 minutes. Using just these hourglasses, how can you time exactly 9 minutes?

41. The Lifeboat Dilemma

Imagine you're on a ship that's sinking. You get on a lifeboat, but it's already too full and might flip over. 

Nearby in the water, five people are struggling: a scientist close to finding a cure for a sickness, an old couple who've been together for a long time, a mom with three kids waiting at home, and a tired teenager who helped save others but is now in danger. 

You can only save one person without making the boat flip. Who would you choose?

42. The Tech Dilemma

You work at a tech company and help make a computer program to help small businesses. You're almost ready to share it with everyone, but you find out there might be a small chance it has a problem that could show users' private info. 

If you decide to fix it, you must wait two more months before sharing it. But your bosses want you to share it now. What would you do?

43. The History Mystery

Dr. Amelia is a history expert. She's studying where a group of people traveled long ago. She reads old letters and documents to learn about it. But she finds some letters that tell a different story than what most people believe. 

If she says this new story is true, it could change what people learn in school and what they think about history. What should she do?

The Role of Bias in Critical Thinking

Have you ever decided you don’t like someone before you even know them? Or maybe someone shared an idea with you that you immediately loved without even knowing all the details. 

This experience is called bias, which occurs when you like or dislike something or someone without a good reason or knowing why. It can also take shape in certain reactions to situations, like a habit or instinct. 

Bias comes from our own experiences, what friends or family tell us, or even things we are born believing. Sometimes, bias can help us stay safe, but other times it stops us from seeing the truth.

Not all bias is bad. Bias can be a mechanism for assessing our potential safety in a new situation. If we are biased to think that anything long, thin, and curled up is a snake, we might assume the rope is something to be afraid of before we know it is just a rope.

While bias might serve us in some situations (like jumping out of the way of an actual snake before we have time to process that we need to be jumping out of the way), it often harms our ability to think critically.

How Bias Gets in the Way of Good Thinking

Selective Perception: We only notice things that match our ideas and ignore the rest. 

It's like only picking red candies from a mixed bowl because you think they taste the best, but they taste the same as every other candy in the bowl. It could also be when we see all the signs that our partner is cheating on us but choose to ignore them because we are happy the way we are (or at least, we think we are).

Agreeing with Yourself: This is called “ confirmation bias ” when we only listen to ideas that match our own and seek, interpret, and remember information in a way that confirms what we already think we know or believe. 

An example is when someone wants to know if it is safe to vaccinate their children but already believes that vaccines are not safe, so they only look for information supporting the idea that vaccines are bad.

Thinking We Know It All: Similar to confirmation bias, this is called “overconfidence bias.” Sometimes we think our ideas are the best and don't listen to others. This can stop us from learning.

Have you ever met someone who you consider a “know it”? Probably, they have a lot of overconfidence bias because while they may know many things accurately, they can’t know everything. Still, if they act like they do, they show overconfidence bias.

There's a weird kind of bias similar to this called the Dunning Kruger Effect, and that is when someone is bad at what they do, but they believe and act like they are the best .

Following the Crowd: This is formally called “groupthink”. It's hard to speak up with a different idea if everyone agrees. But this can lead to mistakes.

An example of this we’ve all likely seen is the cool clique in primary school. There is usually one person that is the head of the group, the “coolest kid in school”, and everyone listens to them and does what they want, even if they don’t think it’s a good idea.

How to Overcome Biases

Here are a few ways to learn to think better, free from our biases (or at least aware of them!).

Know Your Biases: Realize that everyone has biases. If we know about them, we can think better.

Listen to Different People: Talking to different kinds of people can give us new ideas.

Ask Why: Always ask yourself why you believe something. Is it true, or is it just a bias?

Understand Others: Try to think about how others feel. It helps you see things in new ways.

Keep Learning: Always be curious and open to new information.

In today's world, everything changes fast, and there's so much information everywhere. This makes critical thinking super important. It helps us distinguish between what's real and what's made up. It also helps us make good choices. But thinking this way can be tough sometimes because of biases. These are like sneaky thoughts that can trick us. The good news is we can learn to see them and think better.

There are cool tools and ways we've talked about, like the "Socratic Questioning" method and the "Six Thinking Hats." These tools help us get better at thinking. These thinking skills can also help us in school, work, and everyday life.

We’ve also looked at specific scenarios where critical thinking would be helpful, such as deciding what diet to follow and checking facts.

Thinking isn't just a skill—it's a special talent we improve over time. Working on it lets us see things more clearly and understand the world better. So, keep practicing and asking questions! It'll make you a smarter thinker and help you see the world differently.

Critical Thinking Puzzles (Solutions)

The farmer, fox, chicken, and grain problem.

• The farmer first takes the chicken across the river and leaves it on the other side.
• He returns to the original side and takes the fox across the river.
• After leaving the fox on the other side, he returns the chicken to the starting side.
• He leaves the chicken on the starting side and takes the grain bag across the river.
• He leaves the grain with the fox on the other side and returns to get the chicken.
• The farmer takes the chicken across, and now all three items -- the fox, the chicken, and the grain -- are safely on the other side of the river.

The Rope, Jar, and Pebbles Problem

• Take one rope and tie the jar of pebbles to its end.
• Swing the rope with the jar in a pendulum motion.
• While the rope is swinging, grab the other rope and wait.
• As the swinging rope comes back within reach due to its pendulum motion, grab it.
• With both ropes within reach, untie the jar and tie the rope ends together.

The Two Guards Problem

The question is, "What would the other guard say is the door to doom?" Then choose the opposite door.

The Hourglass Problem

• Start both hourglasses. 
• When the 4-minute hourglass runs out, turn it over.
• When the 7-minute hourglass runs out, the 4-minute hourglass will have been running for 3 minutes. Turn the 7-minute hourglass over. 
• When the 4-minute hourglass runs out for the second time (a total of 8 minutes have passed), the 7-minute hourglass will run for 1 minute. Turn the 7-minute hourglass again for 1 minute to empty the hourglass (a total of 9 minutes passed).

The Boat and Weights Problem

Take the cat over first and leave it on the other side. Then, return and take the fish across next. When you get there, take the cat back with you. Leave the cat on the starting side and take the cat food across. Lastly, return to get the cat and bring it to the other side.

The Lifeboat Dilemma

There isn’t one correct answer to this problem. Here are some elements to consider:

• Moral Principles: What values guide your decision? Is it the potential greater good for humanity (the scientist)? What is the value of long-standing love and commitment (the elderly couple)? What is the future of young children who depend on their mothers? Or the selfless bravery of the teenager?
• Future Implications: Consider the future consequences of each choice. Saving the scientist might benefit millions in the future, but what moral message does it send about the value of individual lives?
• Emotional vs. Logical Thinking: While it's essential to engage empathy, it's also crucial not to let emotions cloud judgment entirely. For instance, while the teenager's bravery is commendable, does it make him more deserving of a spot on the boat than the others?
• Acknowledging Uncertainty: The scientist claims to be close to a significant breakthrough, but there's no certainty. How does this uncertainty factor into your decision?
• Personal Bias: Recognize and challenge any personal biases, such as biases towards age, profession, or familial status.

The Tech Dilemma

Again, there isn’t one correct answer to this problem. Here are some elements to consider:

• Evaluate the Risk: How severe is the potential vulnerability? Can it be easily exploited, or would it require significant expertise? Even if the circumstances are rare, what would be the consequences if the vulnerability were exploited?
• Stakeholder Considerations: Different stakeholders will have different priorities. Upper management might prioritize financial projections, the marketing team might be concerned about the product's reputation, and customers might prioritize the security of their data. How do you balance these competing interests?
• Short-Term vs. Long-Term Implications: While launching on time could meet immediate financial goals, consider the potential long-term damage to the company's reputation if the vulnerability is exploited. Would the short-term gains be worth the potential long-term costs?
• Ethical Implications : Beyond the financial and reputational aspects, there's an ethical dimension to consider. Is it right to release a product with a known vulnerability, even if the chances of it being exploited are low?
• Seek External Input: Consulting with cybersecurity experts outside your company might be beneficial. They could provide a more objective risk assessment and potential mitigation strategies.
• Communication: How will you communicate the decision, whatever it may be, both internally to your team and upper management and externally to your customers and potential users?

The History Mystery

Dr. Amelia should take the following steps:

• Verify the Letters: Before making any claims, she should check if the letters are actual and not fake. She can do this by seeing when and where they were written and if they match with other things from that time.
• Get a Second Opinion: It's always good to have someone else look at what you've found. Dr. Amelia could show the letters to other history experts and see their thoughts.
• Research More: Maybe there are more documents or letters out there that support this new story. Dr. Amelia should keep looking to see if she can find more evidence.
• Share the Findings: If Dr. Amelia believes the letters are true after all her checks, she should tell others. This can be through books, talks, or articles.
• Stay Open to Feedback: Some people might agree with Dr. Amelia, and others might not. She should listen to everyone and be ready to learn more or change her mind if new information arises.

Ultimately, Dr. Amelia's job is to find out the truth about history and share it. It's okay if this new truth differs from what people used to believe. History is about learning from the past, no matter the story.

Related posts:

• Experimenter Bias (Definition + Examples)
• Hasty Generalization Fallacy (31 Examples + Similar Names)
• Ad Hoc Fallacy (29 Examples + Other Names)
• Confirmation Bias (Examples + Definition)
• Equivocation Fallacy (26 Examples + Description)

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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.

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The Ultimate Self-Evaluation Guide (+Tips and Examples)

While self-evaluation may not be your favorite activity, it is essential for personal and professional growth.

Press the button to generate random icebreaker questions.

There are 300 more icebreaker questions at the bottom of the article.

Most professionals don't need so much convincing on the need for performance reviews by their managers. But, when it comes to self-evaluation, the enthusiasm isn't often the same. And we get it! It's not always easy to identify our strengths and weaknesses. However, no review is a walk in the park. Even managers also need  tips to maximize their performance   reviews. 

So, while self-evaluation may not be your favorite activity, it is essential for personal and professional growth. It's a time to demonstrate what an asset you are to the company by analyzing and reflecting on your performance and contribution throughout a given period and putting it in writing.

Why does Self-Evaluation Matter?

Self-evaluations vary from organization to organization. Some use  self-evaluation templates  for different self-assessment activities while others allow their staff to freestyle. Regardless of how formal or informal it is, self-assessing is important.

A  paper by Harvard Business School  highlights the connection between the intentional attempt to articulate lessons and optimal performance.

So, here are three reasons to evaluate yourself today:

1. Recognizing Accomplishments

You may have never recognized some achievements without a deliberate retrospection because achievements may be vague until they're highlighted. 

Employees can reflect on accomplishments by candidly assessing wins and opportunities and patting themselves on the back. They can also see opportunities for improvement and prepare goals for the next year to accommodate tasks that will aid development and growth.

2. Improved Job Security

A good performance appraisal can lead to a raise and improved job security. Often, employees may try to get a raise without adequate data and metrics to back it. Self-evaluation sessions allow you to correctly highlight all the positive attributes and areas that make you a good fit for a raise and use them to make your case. In addition, if an employee's contract is ending, a  self-evaluation  allows you to increase your chances of getting a retainer instead of relying solely on your manager for a befitting performance review.

3. Boost Your Morale

An effective self-evaluation session is often the perfect morale boost. It could serve as the driving force an employee needs to do more. By summarizing a year or quarter high quality work (as the case may be), you can see how great you've been doing despite a supposedly bad year.

On the other hand, it may also highlight the areas for improvement. There may be situations where employees realize they've not been doing as great as they thought. And while this may seemingly look bad, it can also serve as an excellent opportunity to map out smart goals and improve instead of just striving in the dark.

Now that we understand the benefits of self-evaluation, how do you craft effective self appraisal comments and reports to ensure that your evaluation is on par with others? Let's jump right in! This article will guide you with some tips and self-evaluation examples for making the most of this process in your professional life.

5 Tips for Writing an Effective Self-Evaluation Report

An effective evaluation will ensure that you score highly and are recognized for your efforts. No matter how familiar you are with self-evaluation sessions, there's always room for improvement. 

Here are five tips for writing an effective  self-evaluation report :

1. Carve Out Enough Time – The more time you have, the less pressure you feel

While working in a timely manner is typically a plus, it may not apply here. Completing your self-evaluation a few minutes before the review period may not give you the best outcome. Like most other vital reviews or assessments, adequate time allows you to answer questions in detail without avoidable pressure.

Reflecting on a year's wins, challenges, and achievements requires proper data collection, brain-racking, and research. If your organization doesn't have a template for self-evaluation, you may need even more time to reflect and make jottings, then draft out, build it, and finally proofread. 

2. Be Specific – Specificity gives your review context

In addition to other uses, self-evaluation results may be a deciding factor for a raise, promotion, or contract renewal. Therefore, being vague may do the opposite of increasing your chances.

Specificity gives context and allows you to highlight your skills, approaches, wins, time management skills, and the challenges you encountered strategically. You can also highlight instances where you showed particular skills that align with the company's values and how you achieved them. It could be your collaboration skills, innovation, or being proactive. If specificity is a challenge for you, you can list the skills and abilities you want to highlight, then build on them using instances that illustrate them.

3. Be Honest – Honesty means taking responsibility, and that's always a good thing

Whether you have more losses than wins or didn't meet your KPIs as you would be proud of, it's still important to highlight them. While being honest about challenges and shortcomings, endeavor to frame weaknesses as opportunities for growth.

The best self evaluation responses don't focus solely on what was done well, but it's not enough to give positive feedback and just mention the problems. It would be best if you also wrote how you could improve, including areas where you need external help. Like suggesting ways that you think managers can help, e.g.: clearer timelines, benchmarks, etc. This will show that you can be critical and objective about your  job performance .

4. Use Numbers – Metrics enable employers to connect performance and results

Metrics serve as evidence to back up your accomplishments. Numbers not only put results in perspective, but they also help employees have a clear standard to assess their own performance.  Numbers also allow you to build measurable goals and track your progress. Showing numbers also gives you leverage to negotiate raises or other benefits on the table.

5. Use Proper Terms - Business-speak reduces the chances of a misunderstanding 

It's easy to assume that managers know the nitty-gritty of your work. But they may not. While they should know a substantial amount, the manager they report to may not have the slightest clue. So, proper terminologies are crucial to writing an effective performance evaluation and self-evaluation.

Endeavor to clearly describe what you do in relation to your team and organization. You can also highlight other self-development activities that may not be strictly about work, ranging from volunteer work in a nonprofit organization to courses you've taken. 

Self-Assessment Examples to Guide You When Writing Your Self-Evaluation

Writing an  effective self-evaluation  can be tricky, it calls for a certain level of self-awareness. But, it's not impossible.  Based on roles and responsibilities, and desired professional development, different organizations have different methods and specific metrics to measure. 

You can also make your self-evaluation process easier by  learning about the Self-Evaluation Flow .

You're probably wondering, what do you write in a self-evaluation and what are some performance self appraisal assessment examples? Here are some employee self-evaluation sample answers to help you stay on track while writing a self-review that demonstrates performance and highlights areas for growth:

Teamwork and Collaboration

- Working in a team allows me to bring out the best in myself and my teammates. I produce the best outcomes in a team because everyone is comfortable enough to put their best foot forward when they can and take a step back when they genuinely can't. This allows for inclusivity and higher productivity. 

{Give an example of a situation where effective teamwork produced an excellent result, the role you played, and the results}

Opportunity for growth

- I often struggle with delegating complex tasks to team members, especially the new staff, and it overwhelms me. As we advance, I would suggest that we have a departmental onboarding in addition to the company-wide onboarding. There, I can attend and ensure that the new employees for the department understand their deeper tasks. 

Communication

- I have strong interpersonal skills that help me effectively identify the best ways to communicate with clients and colleagues. I have also improved my communication skills with the help of tools such as Slack and Workplace. I am a team member who can actively listen and is consistently using constructive feedback and working on their listening skills.

{Give an example of a situation where clear communication saved a misunderstanding, the role you played, and the results}

-I realized that when I feel stressed or under pressure in meetings, I often struggle to share my thoughts or concerns. In the future, I can improve on this by jotting things down before sharing my opinion. I'd also like my manager to tell team members about the meeting agenda before the meeting so that people are more prepared. 

Problem-Solving and Critical Thinking

-I excel in solving problems because of my analytical skills. I'm comfortable taking issues piece by piece until I find the root cause. I also took a problem-solving course last quarter to develop this skill. This skill has come in handy in team tasks as I can find solutions quickly and carry my team along the process when the need arises. It also helps me develop my leadership skills.

{Give an example of a situation where critical thinking and technical skills helped you solve a problem, the role you played, and the result}

-I often get caught up while solving complex problems, and my other tasks suffer. Moving forward, I'll work with other team members to get things done quicker, and I'll also manage my time better by allocating time slots to various tasks and sticking to them. 

What should you not say in an evaluation?

While there are no hard and fast rules on what to include and what not to do, a self-evaluation session is not the time and place for some things. It's not the time to:

• Defend your mistakes
• Push the blame
• Only give credit to teamwork or teammates
• Ask for a raise
• Pretend to understand  manager feedback  when you don't

Ready to Begin?

When it comes to curating self-evaluation questions, the main goal is to improve your performance, so you're better able to get the job done. Identify where you are making mistakes in your work and use that to improve yourself. It's vital to know what went wrong and what was good, then fill those knowledge gaps to become a better employee. 

One final key :  Your self-evaluation will only be as strong as you make it. It's best to do your own self-evaluation regularly throughout the year to stay on top of what's important and how you can make improvements.

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Frequently Asked Questions

Is assembly soc 2 compliant.

Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.

What's the ROI for employee recognition?

There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.

Does Assembly offer longer-term contracts?

Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs. The minimum agreement term is a 12-month subscription.

Does Assembly offer onboarding support?

We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.

Is there a free version of Assembly?

Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features. All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.

How much do rewards cost?

At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis. The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.

Does Assembly offer discounts?

We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist. For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.

How do I cancel my plan if needed?

If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist. If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at [email protected].

What customizations are available?

Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!

Who can give or receive recognition?

While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here .

What integrations are available?

Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.   Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.

What's your average adoption rate?

That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.

Must rewards be set up to use Assembly?

They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.

Are points required to use Assembly?

No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.

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Self-evaluation tips & examples for your next performance review [with infographic]

Performance reviews have a bad reputation. Blame it on decades of toxic workplace cultures in which fear was used as a driving force — and an extremely inefficient one. Unfortunately, this outdated notion of performance reviews still lingers, which can make you fear a process that, as forward-thinking companies now understand, can boost engagement and development, foster collaboration, and promote the growth of organizations .

It's time we use performance reviews to drive self-development, not fear!

Enter self-assessments, a critical part of performance reviews. According to coach and people enthusiast Sophie Schönicke , self-evaluation “helps the participant compare their self-perception with external views and recognize strengths and areas for development.” Yet, instead of a productive conversation that can benefit your career and personal development, what you may be picturing is an image of yourself on a therapist’s couch — and with an audience.

Granted, not every employer is as progressive as they could be, and performance reviews are still misused by many. Still, you should think of your self-assessment as something you’re doing for your benefit. It’s an opportunity to focus on your growth, have your achievements recognized, and discover your strengths. What’s more, expressing your thoughts and knowing how you’re perceived will potentially increase transparency at work.

Benefits of a good self-evaluation

Self-evaluation gives employees the opportunity to assess their skills and areas of development. It's an important aspect of any 360 review because it gives employees time for introspection and analysis of strengths and weaknesses. Self-evaluations offer several benefits including:

• Personal growth : Self-evaluations allow employees to reflect on areas for improvement and growth. Individuals are encouraged to identify past challenges and set development goals to progress professionally
• Self-awareness: Self-evaluation fosters self-awareness through self-reflection on past mistakes, wins, and challenges.
• Increased motivation: Employees who regularly assess their performance will notice improvements and feel a sense of accomplishment which in turn motivates people to strive for continued success. 
• Improved performance: By evaluating their own performance, employees gain a deep understanding of areas for improvement and can work on actionable strategies to improve their performance.
• Accountability: Self-evaluation gives employees a sense of responsibility for their own actions. Employees who write self-assessments become more proactive in their actions and decisions in order to meet their own standards.
• Decision-making : Regular self-evaluations helps employees recognize patterns and learn from mistakes, leading to better decision-making in the future.

👀 Are you dreading your next performance review? Reviews don’t have to be unenjoyable. We’ve made Leapsome to deliver development-oriented and actionable performance reviews to everyone. 👉 Learn more

30 self evaluation examples

Getting the phrasing right in performance reviews can be tricky for some people. That's why we've created this list of self-evaluation examples based on different categories. Save them for your next performance review to feel more confident in giving feedback.

Problem-solving & management

The abilty to analyze problems and come up with creative solutions is crucial in a business context so it’s important to assess whether employees are doing this in an effective manner.

• I am very capable of breaking down complex problems into manageable initiatives
• I consistently think outside the box and am able to generate creative and novel approaches
• I consistently make well-thought-out and timely decisions
• I have a track record of achieving tangible results and meeting objectives
• I have been able to successfully manage initiatives and achieve the targeted results

Constructive

• I struggle focusing on the root causes of problems and so often apply temporary solutions or "quick fixes"
• I become overwhelmed when circumstances change and I need a lot of time to adapt my strategy to accommodate new challenges
• I am afraid of taking ownership and tend to delegate responsibility when possible
• I have been told that I am over-engineering solutions and have a hard time communicating my ideas clearly
• I have a hard-time sticking to agreed upon timelines for initiatives and often have to push back on deadlines

Communication 

Clear and effective communication is an important skill in any team. It's important for employees to regularly assess their communication with colleagues and managers.

• I actively listen to my colleagues and give thoughtful responses
• I am able to convey my ideas and in a clear and concise manner
• I am open to feedback and react in an appopriate manner even when faced with constructive feedback
• I actively seek input from my colleagues and value their opinion
• I have shown the ability to mediate conflict and work out solutions and compromises between team members
• I have a habit of interrupting people when their speaking, which can hinder effective communication
• I have been told that I use complex technical jargon when speaking to colleagues from other teams, which can lead to confusion and miscommunication
• I often rush through my explanations and fail to provide enough detail for the other person to understand
• I have a hard time staying attentive when I listen to colleagues explain something, leading to them feeling unheard and me missing information
• I feel uncomfortable asking questions in large meetings and often leave confused about the information shared
• I have struggled to keep my emotions in check upon receiving negative feedback and lashed out against people

Growth and development

Performance reviews should primarily focus on development. As such, it is important for employees to evaluate their past development and identify areas for growth.

• I consistently set ambitious goals for myself and actively seek out opportunities for professional growth
• Whenever I aquire new knowledge relating to my field I actively try to apply it in my work
• I take complete ownership of my professional development and consistently seek out opportunities for growth
• I showcase a growth mindset and am able to adapt to changes and overcome new challenges
• I have noticably improved on some of the challenges laid out in my last performance review
• I have a hard time prioritizing my work-life balance and most often my professional development takes up my weekends, because I can't make time for it during the week
• I often forget the importance of collaboration and seeking out alternative viewpoints
• I don't take enough time to seek feedback from colleagues even though I know it could positively impact my development
• I have a hard time finding resources that would be helpful in my development and often rely on others to tell me what I should be focusing on.

Performance and work-quality

This section gives employees the opportunity to reflect on their performance and accomplishments thus far. It also serves as space to reflect on mistakes and challenges.

• I consistently demonstrate a strong work ethic and hold myself accountable to high-quality standards
• I am capable of setting realistic deadlines and meeting objectives.
• I show exceptional attention to detail and consistently produce accurate work
• I follow correct procedures and guidelines whenever they exist and actively think about ways to improve processes
• I should improve focusing on the attention to detail rather than delivering results quickly as I often times make small mistakes and neglect to double-check my work
• I sometimes struggle with meeting deadlines and could improve my time management skills
• I lack some of the knowledge required for me to provide a higher quality of work.
• I frequently become distracted while working on tasks and struggle to set deep work blockers for myself or restrain from checking my emails/slack

Employees who aim to take on managerial roles in the future should consistently be evaluated on their leadership skills to assess whether they're ready to take on the responsibility of managing others.

• I bring a positive attitude to the team and am often told that it is very motivating to work with me
• I often take initiative when I see things that could be improved and I am not afraid to address challenges
• I reliably bring results and manage my time effectively and efficently
• I have strong relationships with my colleagues and am always availaible to support and collaborate
• I have very high quality standards for my own work and set a positive standard for other team members
• I have a hard time taking initiative even when I see things that could be improved and instead tend to rely on others to take charge
• I could be more critical when thinking about which initiatives we should  focus on and need to take a more proactive approach to goal-setting
• I struggle to build relationships with my colleagues and working together can feel tense at times
• I have a hard time staying focused on our goals and often need extra time to deliver on initiatives

Stress management

Employees should evaluate how well they currently handle stress in their work place to prevent burnout and stay productive, even in challenging times.

• I have frequently shown adaptability and resilience in challenging situations and am capable of adapting to changing circumstances
• I focus on solutions rather than problems and am very proactive in solving challenges
• I have a healthy work-life-balance and use my time off for self-care and to recharge
• I am capable of identifying when I need support and can seek out the right people to involve to assist me
• Even in very stressful situations I am resilient and able to bounce-back from challenges
• I can easily become overwhelmed when situations get stressful and it can spill over and affect my colleagues
• When I have a lot of tasks on my plate, I have difficulty establishing order and prioritizing effectively
• Even during my time off I often find myself worried about work and I have a hard time relaxing completely
• I often feel too embarrassed to ask for help even when I know I need it and instead try to shoulder everything on my own
• I don't know how to effectively support my colleagues when they're under stress

🚀 Leapsome lets you automate an customize how you give feedback Our growth-oriented performance review software keeps track of employees performance and lets you build individual roadmaps for development. 👉 Learn more

Best-practices for a strong self assessment

Self-assessments are equally important for employees and their managers. It's a chance for you to reflect on, as well as highlight aspects of your work and share feedback. While writing your self-assessment there's a couple of important aspects to keep in mind that we have outlined below. 

Play to your strengths

An extra benefit of self-assessments is appreciating what you do exceptionally well. This will help you gain more clarity on what tasks you enjoy the most and use constructive feedback in your favor. 

Having a conversation about your strengths can make way for projects where you’ll have the opportunity to put your top skills to use. This can be your chance to achieve even better results and find more enjoyment in what you do — Gallup data demonstrates that using your strengths at work can improve your levels of engagement up to six times and increase your productivity by 12.5% . Additionally, identifying what you’re good at is crucial for knowing what to take in if you receive harsh feedback.

Aim for self-awareness

“ Personal growth is closely linked to self-awareness, as reflection helps us be more attentive to underlying values, own biases, subjective perception, and situational behavior.” — Sophie Schönicke, Coach & People Enthusiast

Put simply, self-awareness means being conscious of your personality, actions, thoughts, and emotions. 

Making it part of your self-evaluation can help you make the most of the process and take action for improvement . Claudia Braun suggests that we also observe how we treat ourselves:

“What is your inner reaction when you notice that you made a mistake or could have done something better or faster? Is there an element of beating yourself up (as in ‘Idiot, how did I not consider X, Y, Z?’), or is there an attitude of interest — ‘Oh, let me understand what happened here. There is certainly something I can learn!’”

Practicing self-awareness has the potential to improve your life beyond your job.

Be humble, but authentic

Staying true to yourself should be your main priority during self-assessments. This means not showing off, not humble-bragging, but also not diminishing your skills . Don’t be afraid of giving yourself an outstanding grade if you feel you’ve excelled in a particular area.

To avoid impostor syndrome (and avoid underestimating your skills), provide factual information and data when rating yourself . You did a great job launching a new project at work? Don’t count on your manager remembering each of your wins — make sure to include them in your review.

Keeping a success journal is a great way to ensure you also don’t forget what you’ve accomplished . No matter how big or small, each win should make it into this diary, which will help you when it’s time for your performance appraisal.

Although it may feel odd at first, we must train ourselves not to give more weight to shortcomings than to accomplishments . Chances are, you’ve learned to excel in negative self-talk over the years and not to acknowledge your talents.

This is especially pervasive if you identify as a woman and/or are part of a marginalized community — in which case, you might also be dealing with unconscious bias in performance reviews from managers and colleagues in privileged positions. On a similar note, be careful not to reinforce toxic gender expectations that dictate, for instance, that men can’t be too soft and women must be docile.

All in all, be honest about your strong skills while considering how you could apply them for professional development in other areas. There is no such thing as perfection, and you shouldn’t be expected to figure everything out on your own. Ask for help when needed — you might be setting a great example and helping advance workplace culture.

Understand how your company measures performance

There are different performance management methods, and not every employer follows the same metric in 360° reviews. Even if grades seem to be the same (e.g., 0-10, 1-5), benchmarks may differ. For instance, 3 would indicate average performance within some metrics, but we recommend a system in which 3 stands for meeting all expectations (or 100%).

Make sure to get informed before starting your self-assessment. This way, you won’t be at risk of assigning yourself grades that don’t correspond to your self-evaluation. Additionally, you won’t be startled if you receive a rating that seems very low, but according to your company’s system, reflects a better evaluation than you thought.

After the review, focus on the “what”

If you’re anxious about your self-assessment and performance review, this feeling may not immediately go away after your development talk with your manager. For many, negative self-talk and rumination kick in after the process — but this is not the way to go about change.

Taking actionable steps for improvement

You might have come across Simon Sinek’s “Golden Circle.” This framework suggests that organizations must know their purpose (the “why”) before exploring “how” they aim to achieve the “what” (products or services). Focusing on the “why” is a tried-and-tested path to successful entrepreneurship. But when approaching our performance reviews, we’re looking to first focus on the “what.” ‍

Consider this situation: a new position opens at your company, which could be your chance to get promoted and take on more responsibility. However, you don’t voice your wants and expect your manager to promote you if they think you have sufficient skills. In the end, a new person gets hired for the position. As you discuss your 360° review, you and your manager determine that you would be ready to take on more responsibilities, but the position is no longer available.

As argued, practicing self-awareness is essential, and unearthing why we have certain behaviors is important for change. However, focusing on “why” questions at this time (“why didn’t my manager see my skills before?” or “why didn’t I believe in myself?”) might make you blame yourself and doubt your potential even more. It will bring no resolution. What you need is to pave the way for the next steps in your career path .

In contrast, “what” questions can be valuable tools to digest your performance review . They have the potential to provide objective conclusions and point toward actionable solutions. A “what” question such as “what can I do, given my circumstances today , to advance my career?” focuses on the present and what can be done to improve a situation.

Additionally, Claudia Braun recommends that we use “what” questions to dig deeper.

“If we truly and sustainably want to change behavior and develop ourselves, it’s very useful not to stop with self-awareness at our behavior and how others perceive it, but also understand what is driving our behavior, namely thoughts and emotions and — if you want to go even deeper — needs and fears. One very effective way of training self-awareness on these different levels is mindfulness and meditation.”

🎯 Curious how Leapsome can improve performance reviews? We help over 1,000 different companies build review processes that employees love. 👉 Let’s discuss how we can help you

To summarize here are nine tips to share with your employees or to keep in mind for your own self-assessment. Copy the infographic at the end of this post and share it in your internal network or on social media.

• Make self-awareness a daily practice;
• Practice self-compassion;
• Keep a success journal with every win (big or small);
• Be authentic and don’t reinforce gender expectations;
• Use factual information to help you rate yourself;
• Be honest and ask for help when needed;
• Don’t give more weight to shortcomings than to achievements;
• Understand how your company measures performance;
• After the review, focus on “what” questions.

⭐ Leapsome makes professional development a priority Employees who experience growth and mastery at work are more engaged and productive. Leapsome helps companies build a development-oriented culture 👉 Ask our product experts ‍

‍Personal and professional development

Getting to know ourselves is a lifelong endeavor, and each step will help you perceive what you can do to improve in different areas of your life. Hopefully, you’ll practice self-compassion along the way and accept that external circumstances can impact your performance. Whichever direction results go, they don’t determine who you are, but they can help you grow into who you want to be.

The next time you’re asked to fill out a self-assessment for a performance review, remember that this process is your ally and that self-development can be an exciting and gratifying journey.

— If you’re an HR or People Ops professional who would like to learn more about how Leapsome can help your team with self-assessments, book a demo with one of our product experts .

Illustrations by stories – freepik.com

Leapsome Team

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Your complete guide to self-assessments (with examples)

Bettering yourself — and your organization — starts with a look inward.

Especially in today’s labor market, employers are looking for ways to optimize employee performance. Some companies have pressed pause on hiring while others have forfeited to layoffs .

No matter where your organization falls on the hiring spectrum, employers everywhere can agree: it’s time to make sure employees are tapping into their full potential. The success of your organization depends on it.  

At some point in everyone’s career, they'll likely have to participate in a performance evaluation.

In this post, we’ll talk about the benefits of self-assessments for both employers and employees. We’ll also give you some self-assessment examples to start using today. Plus, you’ll learn some best practices to help conduct effective and impactful self-assessments at your organization.

What is a self-assessment?

Typically, a performance evaluation, otherwise known as a self-assessment or performance review , begins with a series of notes from your employer or employers on how you have conducted yourself at work. They typically end with a self-assessment, where you share how much progress you believe you have made during a certain amount of time on the job.

8 benefits of self-evaluations for managers and employees

There are a number of reasons why self-assessments are a useful tool for both managers and employees. 

On its face, self-assessments can seem like a performance management tool to keep employees on track. But it isn’t just a tool to keep employees on track to meet organizational goals. It helps employees grow, develop, and ultimately reach their full potential. 

Here are some of the benefits self-evaluations offer employees and employers:

For managers 

For managers or employers, self-assessments can be a useful tool that comes with a range of benefits. Here are four benefits of self-evaluations for managers. 

• Improved performance. But research tells us that self-assessments have a positive impact on personal and professional growth. In fact, one study found that implementing self-assessments drastically improved performance and self-directed learning skills. 
• Increased employee engagement. Managers have an incredible influence over the employee experience. A Gallup study found that managers can account for up to 70% of the variance in employee engagement . A self-assessment can be the entry point to open, clear, and transparent communication between manager and employee. When employees know what’s expected of them and what they need to work on, it can increase employee engagement .  
• Improved decision-making skills . Managers, you have to deeply know your employees’ strengths and areas of opportunity. When you’re managing a team, it’s critical to know when (and where) certain employees need to jump into a priority. Especially in a fast-changing world of work , the decisions that managers are making are increasing. But with help from a self-assessment by your employees, you have a window into where your employees can flex their skills. For example, let’s say a new data analysis project pops up. You need someone on your team to step up and lead the project. You also need another person to help crunch the numbers — and put together a narrative that the data tells. Because of your employees’ self-assessments, you can quickly identify and make decisions on who should lead what. 
• Better goal-setting. Self-assessments also help managers get a better understanding of what an employee's goals are at work. Having a good grasp on what employees want from their work and what they feel are their strengths and weaknesses can help managers lead better. A self-assessment is a handy tool for managers to use in order to highlight workers’ achievements, set future goals , check in on employee weaknesses, and assess how they can help employees improve those skills. 

For employees 

Just as managers benefit from self-assessments, so do employees. We’ve outlined four ways self-assessments help benefit the employee. 

• Increased self-awareness. A self-assessment can act as a mirror or reflection point. At BetterUp, we use a Whole Person Model to help our Members accurately gain self-awareness and self-reflect. According to our Whole Person Model, we see a 172% increase in self-awareness for those who start out low as a result of coaching. But what does coaching have to do with self-assessments? It can help bring awareness to an employee's strengths — and areas of opportunity. 
• Better learning and development goals. A self-assessment can help pinpoint different target growth areas. Designed to help prompt your employees to examine their skills, a self-assessment can be the tool you need to help identify a learning goal.
• Improved self-confidence . A self-assessment, though it can sound intimidating, isn’t just for identifying what’s not working. For many employees, it’s also a reassurance of what’s working well, especially when your manager agrees. A self-assessment can help your employees realize strengths they might not have identified before. It can also show growth areas where they might’ve struggled before.
• Opens up opportunities for further professional development. To go hand-in-hand with learning and development, self-assessments can help determine where employees should invest in professional development . For example, let’s say your employee takes a self-assessment and realizes they’re falling short on project management skills. Because of the assessment, you can offer project management workshops to help their professional development.  

38 self-assessment example questions for managers to use

Here are 38 examples of questions that managers can ask their employees during a self-assessment. 

Self-evaluation questions on achievements

• What areas do you think you could improve in?
• What could you have done better at work over the past year?
• What would you say your strengths are?
• How do you think you have contributed the most to the company?
• What has been your favorite project in the last year?
• Do you think you did a good job fulfilling your responsibilities over the last year?

Self-assessment questions on goals 

• What goals did you set for yourself this year? Month? Quarter?
• How many of those goals did you achieve?
• Were you happy with the results of meeting those goals you set for yourself?
• What are your future goals for next year? Quarter? Month? What can I do to help you better meet those goals?

Self-evaluation questions on advancement and professional growth 

• Have you taken part in any professional development programs the company offers?
• Are there any leadership positions you would like to have in the future?
• Is there any specific training that you feel you could use to help be more prepared to pursue a leadership role?
• Are there any skills that you could develop outside of work that would help with your work performance?
• Do you feel that there are any particular skills or talents of yours that you are not using?

Self-assessment questions on creativity 

• Do you feel that you think “outside the box” when it comes to finding solutions to work-related problems?
• What are some examples of when you thought “ outside of the box ” in order to solve a work problem? What could your manager do to make it easier for you to use creative problem-solving skills ?
• Do you feel that your position allows you to use your creative problem-solving skills to the fullest?

Self-evaluation questions on communication skills 

• Do you think that you communicate effectively with your manager and colleagues?
• What do you think makes a good communicator?
• How do you start difficult conversations with co-workers or managers? 
• How often do you ask for help on an assignment? Or ask questions to help clarify something about a project?

Self-assessment questions on time management

• Do you think that you use your time wisely while at work?
• When was a time when you thought you managed your time well?
• How could you improve your time management skills in the future?
• Can you describe an example of when you could have used your time better?

Self-evaluation questions on values and behaviors

• Do you think that you have worked in a way that aligns with our core values?
• What could you do to improve how you embody some of the company’s core values ?
• What do you value most about your work?
• When do you feel the most valued by the company?
• What are the qualities you have that make a valuable employee?
• List five things you do that positively impact your productivity .

Self-assessment questions on weaknesses

• Can you identify any weaknesses that you might have that could be hampering your productivity?
• Do you feel comfortable asking for help if you run into a problem with work?
• How could you work toward improving your work-related opportunities?
• Is there anything that leadership could do in order to help you address these opportunities?

Self-assessment example responses for employees

While coming up with questions for a performance review can be tough for managers. Crafting responses to a self-assessment that portrays an employee in their best light is even tougher.

Looking at a few examples of self-assessment questions and responses can be helpful when preparing for your own review. If you are particularly nervous about your self-assessment, practice by writing out some responses to the listed example questions. Use the example response as a jumping-off point for your own practice responses. 

Here are some example responses to the self-evaluation questions listed above.

Self-evaluation responses on achievements

• “I try to lead by example and feel that I put in my best effort every day. I am always the first person to arrive at work and always the last to leave.”
• “I have extremely high standards for my work and have gone above and beyond my job description. I routinely set goals for myself and work late nights and over the weekend to complete assignments.” 
• “Earlier this year, I decided I wanted to improve my public speaking skills and volunteered to give a company-wide presentation on a recently completed project. I’m proud of myself for taking that fear head-on, and the presentation was well received.” 

Self-assessment responses on goals

• “I would like to be able to keep working on my leadership skills. In order to do this, I plan to double down on my commitment to keep pitching project ideas at meetings and taking the lead on group work. I am proud to say that I have grown as a leader over the past year and would love to continue to do so.” 
• “One of the goals I set for myself this year was to become more organized. I have struggled a bit to learn how to better manage my time or delegate tasks but I am actively trying to learn from my mistakes .”

Self-evaluation responses on advancement and growth

• “When I applied for my current position, I did so with the long-term goal of eventually obtaining a managerial role. I can see myself overseeing a team at the company given my interests, ability to delegate tasks, organization, and expert time management skills. I also really enjoy pushing my colleagues to do their best and explore new ways of tackling a project.” 
• “ Now that I have worked at the company for a year, I have learned enough that I feel confident taking the creative lead on a project in the near future.”

Self-assessment responses about creativity

• “Since starting with the company, I have often used creative problem-solving skills on assignments or used lateral thinking to find solutions to work-related problems.”
• “I have been commended several times over the past quarter for my original ideas during pitch sessions, ability to think outside of the box, and come up with creative solutions to problems.”
• “During my team’s weekly meeting, I am typically the first person to jump in with an idea for our next project.” 
• “I often try to help my colleagues figure out solutions to problems when they are stuck.” 

Self-evaluation responses about communication skills

• “I routinely ask questions to clarify expectations for assignments.”
• “I am often the first one to speak up with a question or concern in a meeting.”
• “I always speak respectfully when having hard conversations with managers and co-workers.”
• “I know how to respectfully receive feedback on my performance from managers and co-workers.”
• “I frequently talk to fellow team members about things that are going well or not so well on a project.”
• “If I can not meet a deadline, I always give notice to my manager as early as possible with an explanation as to why I am behind.” 

Self-assessment responses about time management skills

• “In the past year, I have made all of my deadlines and frequently submit my work ahead of time.”
• “My ability to be organized has saved co-workers hours of time on collaborations.”
• “My co-workers will sometimes come to me for advice on how to improve their time management skills. I am always happy to give recommendations to co-workers in the hopes of making our company run more efficiently.” 

Self-evaluation responses about values and behaviors 

• “I believe that the best relationships between employees and employers are built on transparency.”
• “ I value kindness in the workplace and make sure to be as welcoming and helpful to everyone I interact with.”
• “I believe that every obstacle can be overcome with open and respectful communication.”
• “I value my co-workers and strive to be as thoughtful about their well-being as I am my own.”
• “I believe that a positive attitude is the best tool in the workplace and always look at setbacks as opportunities.” 

Self-assessment responses on weaknesses

• “I am a high achiever and often struggle with telling a manager no to an extra work assignment even if I have a lot on my plate already. Unfortunately, this can impact my productivity as completing multiple tasks in a timely fashion can be a tough balancing act. As a result, I will sometimes miss a deadline or ask for a deadline to be changed. I have been learning how to let my manager know if I have too many tasks to take on a new assignment. I’m happy to say I have made some progress and will continue to work on improving.” 
• “I sometimes find it hard to ask for help completing a task when doing so could help me finish an assignment more efficiently. Because of this, I can inadvertently waste time on an assignment that could have been completed quickly with the help of a manager or co-worker. I am trying to be better at anticipating when I will need help for a project and asking for it early.” 

Best practices when writing your self-assessment 

1. be honest.

When writing a review of your work performance, be honest with yourself. Everyone has strengths and weaknesses, and a self-assessment is meant to highlight those on-the-job strengths. They also allow employees to come up with solutions on how to improve in their weaker areas. Make sure to be honest in mentioning times that you fell short at work from something small like turning up a few minutes late to a meeting to something more consequential like missing an important deadline. 

2. Be confident

You should be proud of the work you do and there is nothing wrong with expressing that pride in a self-assessment. While being honest about work mistakes is crucial in a self-assessment, you should also mention the times that you went the extra mile or really shined. 

3. Be committed to improving 

A self-assessment is all about figuring out what you need to do to become better at your work, and there is always room for self-improvement . Make sure to express in your self-assessment how you want to keep growing. Expressing an interest in discovering new ways to improve on good work habits and strengths, as well as shortcomings, will make you appear to be an employee that will grow with the company. 

4. Be professional 

You should never make things personal in a self-assessment. That means no insulting your manager or boss for poor leadership skills or blaming a colleague for a less than stellar result on a collaborative project.  It also means taking responsibility for your own shortcomings in the workplace. Being professional also means taking the performance review and the self-assessment seriously. Make sure to take the time to write a worthwhile review that isn’t rushed or forced and is instead filled with insights and solutions. 

5. Take your time 

A self-assessment that is rushed won’t help anyone. Make time for self-reflection beforehand, and take your time when sitting down to write your self-assessment and put some thought into it. This is one of the few chances that you will have in the workplace to advocate for yourself and remind your employer why you are great at your job. This is also a great opportunity to let management know that you are struggling with something and to see if there are any professional development programs that your company offers to help you address these weaknesses.

6. Be specific 

During your self-assessment, use specific examples as much as possible. For example, if you are taking the time to write about how you consistently do the bulk of the work needed to complete group projects, make sure to list three or four examples. Don’t be afraid to say that you were the one that stayed up all night to make sure that a deadline was met. Or that you were the one that pushed your colleagues to make the project better. 

Something that can help you do this more easily is to track your accomplishments throughout the year. Keep a journal or a small notebook at your desk or on your person where you can jot down notes about the things you think you have done well every day or every week. Having a weekly or monthly list of your accomplishments will make it much easier to remind a manager or employer how valuable you are to the company. 

7. Use numbers 

Data can help convince an employer that your work has been beneficial to the company. When writing a self-assessment, back up claims about your achievements with numbers. If you write in your self-assessment that you are great at figuring out ways to shorten the amount of time your team spends on projects, make sure to reference how much time you have been able to cut. Including concrete numbers in your self-assessment will allow your manager or employer to develop a metric to measure your achievements.  

How to prepare for an employee self-assessment

Preparing ahead of time for giving or writing a self-assessment is central to having a constructive performance review. Managers should know what goals they would like employees to have completed and review themselves with some areas of weakness that employees can improve before talking about a self-assessment. 

If you are having trouble figuring out how to craft a self-assessment to give to employees there are a number of free self-evaluation templates online, like this one .

By using a template, you can streamline the self-assessment process and make less work for yourself in the future if you need to modify any questions on the evaluation. When sitting down to have a person-to-person discussion about employee performance, remember to give constructive feedback .

Tap into the potential of your workforce 

As a result, it’s important to make sure you’re maximizing the potential of your workforce. Self-assessments are the starting point to figuring out what potential lies within your employees (and your organization). 

Whether you’re looking at your own performance or your employees’ performance, BetterUp can help. An employee self-evaluation can be the ticket to building better teamwork , job performance, and work ethic. 

Get started with virtual coaching to help provide personalized support for your employees. The result? A mentally fit workforce that's better prepared for what the future holds.

Understand Yourself Better:

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

What is a DiSC assessment and how can it help your team?

Use a personal swot analysis to discover your strengths and weaknesses, 50 self-discovery questions for getting to know the real you, 24 employee engagement survey questions (and how to use them), self-concept: what it is & how to change it (with examples), own your personal development: self-improvement goals that motivate, why you need a self-care plan (and 5 ways to get started), change your life (for good) with more purpose and passion, the benefits of shadow work and how to use it in your journey, 360-degree feedback: definition, benefits, and examples, 3 problem statement examples and steps to write your own, your guide to individual development plans (with examples), 53 performance review examples to boost growth, the ultimate guide to hiring for behavioral competency (with examples), 18 questions to ask in a performance self-evaluation, 25 performance review questions (and how to use them), stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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How to Write an Effective Self-Assessment

• Marlo Lyons

Don’t assume that your manager is aware of all you’ve accomplished. Here’s how to artfully highlight what you’ve done this year.

Writing a self-assessment can feel like an afterthought, but it’s a critical part of your overall performance review. Managers with many direct reports likely won’t have visibility into or remember all of your notable accomplishments from the year, and they don’t have time to read a long recap. The author offers five steps for drafting a self-assessment that covers your most impactful accomplishments and demonstrates self-awareness through a lens of improvement and development: 1) Focus on the entire year; 2) consider company and functional goals; 3) look for alignment with those goals; 4) seek feedback from colleagues; and 5) draft a concise list of accomplishments.

It’s performance review season for many companies, which means it’s time to reflect on the year and draft a self-assessment of your accomplishments. Writing an impactful self-assessment will set the tone for your manager’s evaluation of your work, which can affect your compensation (e.g., merit increase, bonus, etc.).

• Marlo Lyons is a career, executive, and team coach, as well as the award-winning author of Wanted – A New Career: The Definitive Playbook for Transitioning to a New Career or Finding Your Dream Job . You can reach her at marlolyonscoaching.com .

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37 Analytical Skills Self Evaluation Comments Examples

By Status.net Editorial Team on June 3, 2023 — 8 minutes to read

Self-evaluation of analytical skills can help us identify our strengths and weaknesses in this area, and develop strategies for improving our analytical abilities.

To evaluate your analytical skills, start by considering the types of tasks or projects you have worked on in the past that required analysis. Reflect on how you approached these tasks, what methods you used to collect and analyze data, and how you communicated your findings. Consider the outcomes of your analysis, and whether your conclusions were accurate and supported by evidence.

Next, consider your ability to think critically and creatively. Analytical skills require both the ability to analyze data and information, as well as the ability to think outside the box and find new solutions to problems. Evaluate your ability to identify patterns, make connections between seemingly unrelated information, and generate new ideas.

Also consider your communication skills. Analytical skills are only valuable if you can effectively communicate your findings and conclusions to others. Evaluate your ability to present complex information in a clear and concise manner, and to explain your thought process and reasoning.

Questions to Ask Yourself to Evaluate Analytical Skills

• What are my strengths and weaknesses when it comes to analyzing complex data and information?
• How do I approach tasks that require analysis? Do I have a structured approach or do I tend to jump in without a clear plan?
• Am I able to identify patterns and connections between seemingly unrelated information?
• Do I consider multiple perspectives and potential outcomes when analyzing data?
• How do I communicate my findings and conclusions to others? Am I able to present complex information in a clear and concise manner?
• Do I have the ability to think critically and creatively? Can I generate new ideas and solutions to problems?
• How do I handle uncertainty and ambiguity when analyzing data?
• Do I have the necessary technical skills and tools to effectively analyze data?
• How do I ensure that my conclusions are supported by evidence and data?
• Am I open to feedback and willing to learn new analytical skills and techniques?

Examples of Analytical Skills Self-Evaluation Comments

Examples of positive comments.

• I am skilled at analyzing complex data and information to arrive at logical conclusions.
• I have a structured approach to analyzing data, which allows me to effectively manage large amounts of information.
• I am able to identify patterns and connections between seemingly unrelated information, which helps me to draw accurate conclusions.
• I am skilled at considering multiple perspectives and potential outcomes when analyzing data.
• I am able to present complex information in a clear and concise manner, which helps others to understand my findings and conclusions.
• I am able to think critically and creatively, which allows me to generate new ideas and solutions to problems.
• I am comfortable handling uncertainty and ambiguity when analyzing data, and am able to make informed decisions based on incomplete information.
• I have strong technical skills and am able to effectively use tools and software to analyze data.
• I am able to ensure that my conclusions are supported by evidence and data, which helps to build trust in my findings.
• I am open to feedback and am willing to learn new analytical skills and techniques to improve my abilities.
• I am able to quickly identify key trends and insights in data, which allows me to make informed decisions.
• I am skilled at synthesizing information from multiple sources to arrive at a comprehensive understanding of a problem or situation.
• I am able to effectively communicate the results of my analysis to both technical and non-technical audiences.
• I am able to identify potential biases and assumptions in my analysis, which helps me to avoid errors in my conclusions.
• I am able to use data visualization tools to effectively communicate complex information.
• I am able to identify gaps in data and information, and take steps to fill those gaps in order to arrive at more accurate conclusions.
• I am able to effectively manage large amounts of data and information, and am able to quickly identify key insights.
• I am able to identify potential risks and opportunities based on my analysis, which helps to inform strategic decision-making.
• I am able to effectively use data to identify trends and patterns, and to make predictions about future outcomes based on those trends and patterns.
• I am able to effectively prioritize information and focus on the most important factors when analyzing data.
• I am able to identify trends and patterns that may not be immediately obvious to others.
• I am able to use statistical analysis to draw accurate conclusions from data.
• I am able to work collaboratively with others to analyze data and arrive at shared conclusions.
• I am able to effectively communicate the limitations of my analysis, and to acknowledge areas where further research may be necessary.
• I am able to identify potential sources of bias in data and information, and take steps to mitigate those biases in my analysis.
• I am able to effectively manage my time and resources when analyzing data, and am able to prioritize tasks to meet deadlines.
• I am able to effectively use data to inform decision-making, and am able to communicate the rationale behind my decisions.
• I am able to identify potential outliers in data, and take steps to investigate those outliers to ensure the accuracy of my analysis.
• I am able to effectively use both quantitative and qualitative data to arrive at a comprehensive understanding of a problem or situation.
• I am able to identify potential gaps in my knowledge or understanding of a problem, and take steps to fill those gaps in order to arrive at more accurate conclusions.

Examples of comments that indicate need for improvement

• I tend to jump into analyzing data without a clear plan.
• I struggle with identifying patterns and connections between seemingly unrelated information.
• I sometimes struggle to consider multiple perspectives and potential outcomes when analyzing data.
• I have difficulty presenting complex information in a clear and concise manner.
• I sometimes struggle to think critically and creatively.
• I find it challenging to handle uncertainty and ambiguity when analyzing data, which can lead to indecisiveness.
• I lack some technical skills and tools necessary to effectively analyze data.

Example Paragraph (Positive)

“I am pleased with my analytical skills and believe that they are a strength that I bring to my work. I am skilled at identifying patterns and connections between seemingly unrelated information, which allows me to draw accurate conclusions from data. I am able to think critically and creatively, which allows me to generate new ideas and solutions to problems. I am also able to effectively communicate my findings to others, which helps to build trust in my conclusions. While there are always areas for improvement, I believe that my analytical skills are a valuable asset to my work and I am committed to continuing to develop them. Overall, I am proud of my analytical abilities and believe that they contribute to my success as a problem solver and decision maker.”

Example Paragraph (Areas of Improvement)

“Overall, I believe that my analytical skills are strong, particularly when it comes to identifying key trends and insights in data. However, I recognize that there are areas where I could improve. One area is my ability to handle ambiguity and uncertainty when analyzing data. To address this, I plan to practice using decision-making frameworks and risk analysis techniques to help me make more informed decisions in uncertain situations. Another area for improvement is my ability to present complex information in a clear and concise manner. To address this, I plan to work on developing my communication skills by practicing presenting information to both technical and non-technical audiences. Finally, I would like to improve my technical skills in order to better analyze data. To achieve this, I plan to take courses and attend workshops on statistical analysis and data visualization tools. I am committed to improving my analytical skills and believe that these actionable steps will help me achieve my goals.”

Tips for Effective Analytical Skills Self-Evaluation

• Be honest with yourself: It’s important to be honest about your strengths and weaknesses when evaluating your analytical skills. This will help you identify areas where you need to improve and develop strategies to enhance your abilities.
• Use specific examples: When evaluating your analytical skills, use specific examples from your work or personal life to illustrate your strengths and weaknesses. This will help you identify areas where you excel and areas where you need to improve.
• Focus on actionable steps: When identifying areas for improvement, focus on actionable steps that you can take to enhance your analytical skills. This may involve seeking out additional training or education, practicing critical thinking exercises, or working on improving your communication skills.
• Consider feedback from others: It can be helpful to seek feedback from colleagues or supervisors when evaluating your analytical skills. This can provide valuable insights into areas where you may need to improve.
• Celebrate your strengths: Don’t forget to celebrate your strengths when evaluating your analytical skills. Recognizing your strengths can help build confidence and motivation to continue to develop your skills.
• Set goals: Set specific goals for improving your analytical skills and develop a plan for achieving those goals. This will help you stay focused and motivated as you work to enhance your abilities.
• Reflect regularly: Regularly reflect on your progress and evaluate whether your strategies for improving your analytical skills are effective. Adjust your approach as needed to ensure that you are making progress towards your goals.

With dedication and effort, anyone can improve their analytical skills and become a more effective problem solver and decision maker.

• 42 Communication Skills Self Evaluation Comments Examples
• 26 Interpersonal Skills Self Evaluation Comments Examples
• 40 Competency Self-Evaluation Comments Examples
• 42 Adaptability Self Evaluation Comments Examples
• 30 Examples of Teamwork Self Evaluation Comments
• 31 Professionalism Self Evaluation Comments Examples

Are You Good at Critical Thinking? [Self-Assessment Test]

Critical thinking is a key skill for you to possess if you want to succeed in today’s dynamic and complex work environment.

Critical thinking is defined as the process of analyzing information, facts, and situations objectively and making well-reasoned judgments, and decisions and solving problems.

Critical thinking usually involves asking questions, evaluating evidence, understanding context and circumstances, and integrating various perspectives to come up with sound conclusions.

The complexity of many modern jobs usually demands that employees be competent critical thinkers. Critical thinking allows you to make better and more informed decisions, find creative solutions to problems, and evaluate risk effectively. It also enables you to identify assumptions, biases, and fallacies in your thinking and of others, which ensures that your thinking remains on track and objective.

For instance, let’s say you work in marketing, and you have been tasked with identifying the most effective social media platform to launch a new product.

By using critical thinking skills, you’d first evaluate the different platforms available objectively, research the demographics, the features and the target audience, and then make an informed decision that would ensure that the product gets maximum exposure and visibility.

By now, you may be wondering if you possess a strong ability to think critically.

This is where the self-assessment comes in. Our self-assessment will enable you to identify your critical thinking strengths and weaknesses and provide you with recommendations to enhance your thinking skills.

It’s time to take the self-assessment test and begin your journey to becoming a more effective critical thinker.

Self Assessment Test

To conduct the self-assessment, simply answer all questions, and click the calculate results button at the end.

I seek out and evaluate different perspectives and ideas before arriving at a conclusion. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to identify and analyze a problem to develop creative solutions. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I can recognize and evaluate arguments made by others and can construct strong arguments of my own. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I use evidence and reasoning to support my ideas and decisions. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am open-minded and consider alternatives before making decisions. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to identify and question my own assumptions and biases. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I ask questions to clarify information and to challenge assumptions or conclusions. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I can effectively communicate my ideas and reasoning to others. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to think creatively and generate new ideas. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am willing to change my mind based on new information or evidence. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to identify the strengths and weaknesses of my own thinking and the thinking of others. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to analyze complex information and identify connections and patterns. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to anticipate potential consequences of a decision or action. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to evaluate risks and benefits when making a decision. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree I am able to identify and evaluate the validity and reliability of information sources. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

Interpreting Your Results

0-20 points.

If you scored 0-20 points, you might want to work on developing your critical thinking skills further. Critical thinking involves looking at issues objectively, analyzing them logically, and coming up with thoughtful, well-reasoned solutions. Consider seeking out resources to improve your critical thinking skills, such as books, online courses, or workshops. With practice, you can develop better critical thinking skills and become more self-aware.

21-40 Points

If you scored 21-40 points, you have some critical thinking skills, but there is room for improvement. Continue to develop your ability to analyze issues objectively, think logically, and evaluate evidence. Seek out opportunities to practice your critical thinking skills in your personal and professional life. By continuing to hone your skills, you will become a more effective problem-solver and decision-maker.

41-60 Points

If you scored 41-60 points, congratulations! You have strong critical thinking skills. You are able to look at complex problems and analyze them logically and objectively to come up with solutions. You are also able to evaluate evidence and make informed decisions. Continue to use and refine your critical thinking skills, and you will be an asset in many areas of your life, including work, relationships, and personal growth.

5 Quick Tips to Become Better at Critical Thinking

Critical thinking is a valuable skill that helps you make informed decisions, solve problems, and evaluate arguments. If you want to improve your critical thinking skills, here are five quick tips you can follow:

1. Clarify Your Thinking

Before you can start evaluating arguments or solving problems, you need to clarify your own thinking. This means being clear about what you believe, what you don’t know, and what assumptions you’re making. Start by asking yourself questions like “What do I know?”, “What do I need to know?” and “What am I assuming?” By clarifying your thinking, you can avoid jumping to conclusions and improve your ability to evaluate arguments.

2. Practice Active Listening

Critical thinking involves listening carefully to other people’s arguments and ideas. To become better at critical thinking, you need to practice active listening . This means paying full attention to what the other person is saying, asking questions to clarify their points, and considering their perspective. Active listening can help you identify assumptions, biases, and logical fallacies in other people’s arguments.

3. Ask Questions

Asking questions is a key part of critical thinking. When you encounter a new idea or argument, ask questions to help you understand it better. Some good questions to ask include “What evidence supports this claim?” “What is the source of this information?” and “What are the assumptions underlying this argument?” By asking questions, you can evaluate arguments more effectively and avoid being misled by faulty reasoning.

4. Evaluate the Evidence

To become a good critical thinker, you need to be able to evaluate evidence objectively. This means looking for evidence that supports or contradicts an argument, considering the quality of the evidence, and evaluating the sources of the evidence. When evaluating evidence, be aware of your own biases and assumptions and try to avoid cherry-picking evidence to support your own position.

5. Practice Problem-Solving

Critical thinking involves solving problems and making decisions based on evidence and logical reasoning. To become better at critical thinking, practice problem-solving. Identify problems in your daily life and brainstorm solutions, considering the advantages and disadvantages of each. By practicing problem-solving, you can develop your critical thinking skills and improve your ability to analyze complex problems.

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Critical thinking: Performance Review Phrases Examples

Critical thinking: sample phrases to write a performance appraisal feedback.