HomeHome SearchSearch MenuMenu Our productsOur products

The perfect employee self-assessment or self-appraisal: the key-elements that shouldn't be missing!

by , 06 May 2015
As an employer, you probably ask for your employees' self-assessment at the beginning of every year. And, most probably, you ask your managers to make sure they gather the necessary feedback.

Most times, this becomes a procedure and the company is no longer benefiting from such self-appraisals.

Keep in mind that you're interested in the content provided in these self-assessments and that if you want your productivity to increase, your employees to perform and your company to be successful on the long run, then you need to give up the habit of treating these reviews as if they're not that important.

Before we give you the key-elements of a self-appraisal (the ones you should be looking for, analysing and asking from your employees), keep in mind that many employees may struggle with unclear objectives, unknown performance standards and unrealistic expectations.

Also, pay attention to the fact that while you obtain useful information, the self-appraisal should also help the employee inform the manager when it comes to, for instance, the need for training or necessary resources to make future success possible, as Successfactors.com states.

 *********** Recommended Product  ***************

Your 15 minute labour advisor

Do you know the answers to any of these questions:

Do you know about the new employment equity system?
Can you fire an employee before he starts his first day?
What are your rights? What are your employees' rights?

If you're not 100% sure of the answers, don't panic. We have the answers for you!

Find out how you can handle labour and HR issues legally in just 15 minutes…


Here's a self-evaluation for performance review guideline, provided by the previously mentioned source. This should help you have a better use of any reviews you will receive in the future.

A self-appraisal should:

Restate objectives. Keep in mind that paraphrasing job objectives gives the manager a clear picture of how well an employee understands job performance expectations.

Highlight most significant achievements. Ask your employees to highlight all of the major achievements during the review period, together with the achievements made early on in the performance review period. In case you have an online talent management system, this information can be entered into the database as it happens.

State why the achievement matters. At this point you should expect your employees to tell you how the achievement has profited the company in bottom-line results, either by increasing revenue or decreasing expenses. Note that in case he doesn't give this information or seems to be unaware of the effects of his work, then the problem is of management and communication and you need to fix it.

Emphasise when employee actions or conduct was an important factor in success. Employee conduct or behaviour is commonly taken into account in the performance rating.

 Acknowledge challenges. It's important to also understand what the employees see as goals or as challenges and what were the things they believe made them struggle at a given time.

Offer specifics to improve performance in the future. The feedback you get from your employees is very important. The bigger the company, the most likely it is that in-between management level you deal with cases of miscommunication and blind spots. Make sure you never lose grasp of direct feedback and clear communication.

Related articles

Related articles

Watch And Learn

Related Products


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>