Somewhere along the line you will no doubt be asked to judge your own performance either verbally or as part of a self-evaluation process.
This has become a favorite technique of some performance management training programs. The purpose is to determine an employee’s self-awareness in terms of where their talents and their challenges lie. The hope is that the employee and manager will have similar assessments and progress toward improvement is made easier.
But how do you strike the balance between overstating your strengths and understating your weaknesses? Both need to be included in a self-appraisal for balance and truth.
Here are our recommendations from the Head of HR at one of our fast growing clients:
- Be straightforward about your accomplishments. Show how they have contributed to the success of the team as a whole.
- Acknowledge your challenges but be clear about how you propose to improve and the support you need to make it happen.
- If you mention others on your team, be certain not to do so in a derogatory way…only how they have helped you or how you have worked cooperatively together.
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