Researchers conduct surveys to discover trends, to find answers, and to base decisions on objective information. Resources are better allocated and market inclination become factors in moving a business forward.

In a company, self-evaluation is a year-end activity that allows management to feel the pulse of its staff.  Some employees do not take it seriously, missing an opportunity to interact with a manager or supervisor.

To begin, honestly look at strength and weaknesses. Write a list of skills and character pluses/minuses. Leave it for a day or two, come back to focus on where improvements are needed. For example, when waiting for a colleague’s Excel input on a report, exercise patience and tact. Think about the feedback on a finished assignment in the past.

Do some digging on what it takes to become successful. If future plans include acquiring programming or accounting skills, find out how to make it happen. Examine knowledge gaps, and take steps to get additional training.

To handle shortcomings, present them as focal points for development, as stepping-stones to learn more, as a goal to be in a position to better contribute to company goals. Document achievements such as streamlining workflow in recruitment and hiring procedures.

Most of all think in terms of career development as this indicates employee commitment to the company. Discussing a career future signifies willingness to take on responsibility not only for oneself but also for tasks given to team leaders or managers.

As much as surveys are tools to discover information, self-evaluation is a device to assess skills. Self-evaluation can be challenging since staff tend to minimize their accomplishments but it is an occasion to see oneself in a future scene.

“Where would I like to be in two years? In five years?” Self-evaluation grounds staff and provides management with insight into its employees’ goals and aspirations.

Written by Yoli P.- The Help