Employee Self-Appraisal Questions that Boost Productivity

Author ProFlow Learning Centre, 22 days ago |

Many experts recommend the use of employee self-appraisal questions and include them in the company’s performance management process. These self-evaluations involve and engage employees as they are compelled to scrutinise their own performance.

Employee self-appraisals make performance management more effective. It also facilitates the communication of managers and employees during performance planning. They help employees in thoughtfully participating in the discussions instead of just sitting and listening to their manager.

Employee Self-Appraisal Questions

Examples of Employee Self-Appraisal Questions

Companies that integrate employee self-appraisal questions into their performance review process make an employee feel more valued by asking for their inputs. This helps managers get a good sense of whether the employee fully understands their role in the workplace.

Self-assessment allows employees to own their performance reviews. It’s one way for them to tell their managers the areas they’re good at and the areas they need help on. Managers can use the information they get to know what future role the employee may possibly fit into. 

Here are some of the most effective employee self-appraisal questions that managers can ask from their employees to help them with performance assessment. Managers are encouraged to use some or all of these questions in their next performance evaluation report. 

What do you think are your most significant contributions since the last performance evaluation?

This question encourages the employee to look back at all their previous achievements. Managers must make sure that employees cite specific examples when talking about their accomplishments and include anyone who might have helped them achieve those. 

Fact-based self-assessment won’t seem like tooting one’s horn, which may be the biggest concern of this process. On the contrary, it should encourage employees to keep an achievement journal or success file. They will be motivated to list down all their wins as they happen so they can easily refer to it as needed. 

What areas of your job would you like to eliminate or change and why?

This question will help managers create a career map for the employee. While this question seems to be focused on their current job, managers must be ready to apply whatever information they can gather to help foresee the employee’s long-term goals. 

The question encourages employees to reflect on what’s going well with their career, with the possibility of pursuing more of it. It’s also a good prelude to questions about what skills the employee wants to acquire in the future. 

What support can the company provide so you can achieve your goals?

The main purpose of a performance review is to list an employee’s accomplishments and compare them to what the company expects. This question lets employees know that the company invests in their individual success. 

Furthermore, it builds the employee’s perceived value as it shows them how important their contributions are. The question initiates a dialogue between the manager and employee, with the intention of the latter providing insightful feedback as to what the company may need to improve.  

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What are your strengths and weaknesses? 

Good follow-up questions for that would be, “Are your strengths being used to the fullest in your current role?” and “Are your weaknesses duly addressed and improved?”

As a matter of fact, these must be some of the hardest questions to answer in a performance review. Performance reviews are a good way for an employee to do an unbiased self-assessment of their skills. An employee who knows what his or her strengths and weaknesses are more likely to deliver better results.

The reason for that is because they know what things they should focus or improve on to be a much better employee. They are also likely to have personal motivation to contribute more to the company’s bottom line. 

Do you have any concerns when it comes to giving feedback?

An employee performance appraisal should be a two-way street. Through self-appraisals, managers give employees the chance to provide feedback to the company, their manager and the organisational processes. 

This question allows them to share their thoughts about the things in the workplace that are most important to them. Be sure to also ask, “How can those concerns be alleviated?”

However, a good employee won’t use this chance to provide feedback or give their evaluation of their manager or peers to attack their personalities. Needless to say, employee feedback should include positive comments, even if they’re talking about areas of improvement. 

Moreover, the feedback should focus on their suggestions on how to develop a certain area in the workplace to make the process better. Although managers ask employees for their feedback, the focus must not shift away from themselves and how they can use such feedback for personal development. 

What do you intend to accomplish in the coming days?

This question will give managers the chance to know more about how an employee works. The answer will also reveal how the manager could better help the employee, possibly through training or coaching

This question shows how the employee thinks of their future goals and how to set a specific plan to achieve them. A good employee would eagerly provide a list of goals that they’ll do not just in the coming days but also in the future. 

A realistic goal is more preferable than safe or ambitious ones. Managers should be the first to provide the direction needed to set the right goals for every employee. The most difficult cases to handle are those that involve employees who have no goals at all. 

What other employee self-appraisal questions do you want to be answered? 

This question gives the employee the chance to raise any other issues that could be hindering their performance or success in the company. Here, the employee should think objectively and raise concerns aligned with organisational goals. 

Employees shouldn’t raise personal issues here, although those things need to be addressed just the same. Employees should refer to the things that are happening in the workplace and not those that aren’t related to the work environment. 

Conclusion 

Managers must remember that an employee appraisal intends to put the company all set up for success. The work of managers is to ensure that employees are comfortable in giving honest answers to employee self-appraisal questions. The review questions used must initiate a dialogue. They should be constructive and not judgmental. 

But more importantly, these should provide useful insight to both parties for the sake of further developing the employee. The ultimate goal of using employee self-appraisal questions in performance evaluation is to produce high-performing teams that deliver consistent results.