Let’s be real: annual performance reviews can feel like a slog.
As leaders, we know the work that goes into them—inputting data, assessing team members, and somehow making it all feel fair and constructive. Some organizations make it easier than others, whether through better self-assessments or tech tools that actually work.
But what if we could take control of the process, make it lighter, and get more value out of it for both the team member and the leader?
Enter my secret sauces (think ketchup and mustard): the self-assessment and leader response process.
Whether or not your organization requires it, I always start here. Why?
Because it gives the team member a chance to spotlight their wins, the things they’ve worked hard on, and the goals they’ve crushed (they reflect and showcase their results). Plus, it’s a great way for me (and them) to see who’s truly excelling and who might just be coasting along.
When I introduce the idea of a self-assessment, I ask a simple question: Do you want to get credit for what you’ve done? The answer is always a resounding yes (or at least a pretty vigorous head shake). Who doesn’t want to feel recognized? (more head shaking).
I always tell my team in a firm yet energetic voice (giving them context is key—otherwise, they fill in the gaps themselves, and trust me, it’s never pretty!): "I want you to get credit for everything you do every day. I want to spotlight your accomplishments and acknowledge the value you bring. Your work matters."
Here are a few of my go-to questions for self-assessments:
What are three specific things you contributed to that you're proud of this year?
What are one or two things you made a conscious effort to work on, learn, or improve?
Where did you specifically go above and beyond what was expected of you?
Who else should we recognize for their contributions?
Any other accomplishments (work or personal) that contributed to our team?
I also provide an example to get them started.
These questions allow space for reflection and credit team members for their hard work. For those who may have been less motivated, it also serves as a great way to identify areas for growth in the year ahead.
As part of my process, I ask team members to complete the self-assessment and send it to me at least 24 hours (ideally 72 hours) before their review. That gives me time to reflect on their feedback alongside my own assessment.
Pro tip: If you're juggling multiple reviews (I once had 40 to complete in a single year!), try using three or four key prompts for writing about each team member. It keeps things consistent, manageable, and fair:
2024 was a ____ year for the [insert your team name] team. We experienced fast growth, new _______, and continued to serve our [clients/customers/patients] by _________.
[Team member's name] contributed significantly to _____ and ______, making an impact by ______.
She/He/They also grew in their ability to _____ and ______.
In 2025, I look forward to seeing [team member's name] ______, knowing they’ll do great things!
I’ll dive deeper into personal goal-setting in a future email, but for now, I hope this helps take some of the weight off your shoulders and brings more clarity and fairness to your review process.
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