Need help writing your own self-assessment for a performance evaluation? This article can guide you through the process

Problem-solving skills
In this section, you’re expected to talk about ways you have come up with solutions to common workplace problems. Here are a couple of sample phrases:

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  I can look at a problem from every direction to devise a creative solution.
  
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  I’m willing to ask for help when having a difficult time brainstorming a solution to a workplace problem.
  

Make performance evaluations a habit
Performance evaluations help everyone know where they stand and how they’re performing in relation to business goals. Often, workplaces engage in performance evaluations annually, but they should become an ongoing process to fairly and accurately evaluate employees and create a positive company culture of constant communication and feedback.
“[S]elf-assessments cannot merely be an annual event. They are part of an ongoing and regular practice of reflection,” Hassell said. “If you look at a snapshot of performance, you will never see the truth. It’s too easy to focus on a particular experience or event and then create an overarching story around performance.”
This will prevent “recency bias,” a type of tunnel vision that centers on recent events rather than the big picture. It also creates an inclusive, give-and-take culture where employees are invited to offer feedback to their managers as much as their managers offer them feedback. Overall, a workplace built on inclusive communication has a greater chance of success.
“Managers who adopt a coaching or mentorship role can provide external reflections and much-needed perspective so employees can see failures as learning opportunities,” Hassell said. “They can also enjoy the praise of a job well done but not dwell on past triumphs, because every company has a continued need for peak employee performance over time.”
Max Freedman also contributed to this article. Source interviews were conducted for a previous version of this article.