Essential Employee Self-Evaluation Questions: Encourage Ownership and Growth

Traditionally, feedback translates into a strictly downward flow of manager-employee evaluation. However, modern feedback takes a 360 perspective: upward, downward, peer, and self-evaluation to paint a more accurate picture of a worker.

Employee self-evaluations provide a platform for workers to reflect on their performance, goals, and areas for improvement.

We curated 90 self-evaluation questions for employees and leaders and clustered them by theme so you can easily find the questions relevant to your needs.

Performance and achievements-focused questions

Performance and achievement-focused questions provide valuable insights into an employee’s contributions and successes over a specific period.

Understanding these accomplishments helps employers recognize and reward top performers while identifying areas of excellence and potential leadership. For employees, reflecting on their achievements highlights their strengths, boosts morale, and sets a foundation for future goal-setting and development.

1. What key accomplishments have you achieved in your role over the past year?
2. What are three things you did well recently?
3. What experience, project, or action have you been most proud of since the last review?
4. Which projects or tasks have you excelled in? What impact did they have on the team or organization?
5. Can you identify any areas where you have consistently exceeded expectations?
6. What specific skills or knowledge have you developed that have contributed to your performance?
7. Reflect on any challenges you faced and how you overcame them. What did you learn from these experiences?
8. How well have you achieved your goals this past [review period, e.g., quarter, year]?
9. Where did you fall short of meeting the goals? Why did this happen? What would have helped you reach those goals?
10. Are you performing work tasks outside the job description? Which tasks are these? Why are you taking these on?

Goal setting-focused questions

Goal-setting-focused questions are essential for aligning an employee’s aspirations with the company’s objectives.

Employers gain a clear understanding of their team’s ambitions and can provide the necessary support and resources. For employees, setting and reflecting on their goals fosters a sense of direction, motivation, and a roadmap for career advancement, ensuring they stay engaged and focused.

1. What are your short-term goals for the next six months? How do they align with your current role?
2. What long-term career goals do you have? How do they align with the company’s objectives?
3. What steps will you take to achieve your short-term and long-term goals?
4. How can your manager or the organization support you in reaching these goals?
5. Do you need to develop any skills or areas of knowledge to achieve your goals?

Growth and development-focused questions

Growth and development-focused questions emphasize the importance of continuous learning and skill enhancement. Employers benefit by identifying the developmental needs of their workforce and tailoring training programs accordingly. For employees, these questions encourage self-assessment and proactive learning, helping them stay relevant and improve their career prospects within the organization.

1. Where do you think your skills add the most value to your team?
2. Do you spend enough time on professional development? Why or why not?
3. Mention three ways in which you have grown professionally during the last period.
4. What specific skills would you like to develop in the coming period?
5. How are you committed to developing these skills?
6. What training do you wish you had/would you like to have?

Values and behavior-focused questions

Values and behavior-focused questions help assess how well employees align with the company’s core values and culture. This understanding is crucial for employers to foster a cohesive work environment and identify individuals who exemplify the organization’s ethos. For employees, reflecting on their values and behavior encourages self-awareness and alignment with the company’s mission, leading to greater job satisfaction and integrity.

1. Do you feel you have acted according to the company values? Why or why not?
2. Which of our company values did you live best in the last few months?
3. How do you respond to constructive criticism?
4. How motivated are you to perform your responsibilities?
5. How do you assess your work ethic?
6. Do you ask for help when needed? If the answer is no, why not?

Soft skills-focused questions

Soft skills-focused questions evaluate interpersonal abilities such as communication, teamwork, and conflict resolution. Employers gain insights into areas where employees excel and where they may need additional support or training. For employees, self-assessing these skills highlights their importance in everyday interactions and professional growth, encouraging them to improve and adapt these essential abilities.

1. How well do you collaborate on a scale of 1-10?
2. Are you happy with the way you communicate? Why or why not? If not, how are you committed to improving your communication?
3. How do you react when facing a conflict or misunderstanding?
4. What would colleagues or clients say about their recent interactions with you?

Job and role-related questions

Job and role-related questions delve into an employee’s daily responsibilities and alignment with the job description. Employers can identify mismatches or areas for role enhancement, ensuring better job fit and satisfaction. These questions allow employees to express their preferences and challenges, leading to a more tailored and satisfying job experience.

1. What aspect of your job would you like to spend more time on?
2. What aspect of your job would you like to spend less time on?
3. How do you estimate your time management skills on a scale of 1-10?
4. Do the tasks you perform on a typical day match the job description?
5. Are you interested in becoming a leader? If yes, what are the top three skills you need to develop?
6. How do you evaluate your problem-solving skills?

Job satisfaction-focused questions

Job satisfaction-focused questions aim to gauge employees’ happiness and contentment with their roles and work environment. Employers benefit by identifying factors contributing to job satisfaction and areas needing improvement. For employees, reflecting on their job satisfaction helps articulate their needs and preferences, leading to a more fulfilling work experience and increased productivity.

1. How satisfied are you with your current role and responsibilities?
2. What aspects of your job do you enjoy the most, and why?
3. Do you find any aspects of your role particularly challenging or unsatisfactory?
4. How do you feel about the work environment and culture within the team and organization?
5. What changes or improvements would increase your job satisfaction?

Future in the company-focused questions

Future-focused questions explore an employee’s career aspirations and potential growth within the organization. Employers can use this information to plan succession strategies and support employees’ career development. For employees, discussing their future within the company helps set clear career paths, increase engagement, and ensure long-term commitment to the organization.

1. What are your career aspirations within the company?
2. Are there specific roles or departments you are interested in exploring in the future?
3. How do you see your role evolving in the next few years?
4. What skills or experiences do you need to develop to advance within the company?
5. How can the company support your career growth and development?

Start/stop/continue format questions

The start/stop/continue format provides a structured approach to feedback and improvement. Employers can identify what practices to reinforce, change, or introduce to optimize performance and productivity. For employees, this format promotes self-reflection and constructive changes in behavior, leading to enhanced personal effectiveness and contribution to the team’s success.

1. What do you intend to start doing in the coming period?
2. What do you intend to stop doing in the coming review period?
3. What do you intend to continue doing in the coming period?
4. What should your team start doing in the coming period?
5. What should your team stop doing in the coming review period?
6. What should your team continue doing in the coming period?

Self-assessment questions for managers and leaders

These self-evaluation questions for leadership roles will help managers and people leaders reflect on their performance, behavior, and future aspirations, providing valuable insights for their development and alignment with organizational goals.

Performance and achievements-focused questions

Performance and achievement-focused questions for leadership roles help evaluate the accomplishments and successes of managers and people leaders. Reflecting on these achievements enables leaders to recognize their contributions and plan for continued success.

1. What are your key accomplishments as a leader over the past year?
2. What initiatives or projects have you led that significantly impacted the team or organization?
3. Can you identify any areas where your leadership has consistently driven positive outcomes?
4. What skills or strategies have you developed that have enhanced your leadership performance?
5. Reflect on any challenges you faced as a leader and how you overcame them. What did you learn from these experiences?

Team performance management-focused questions

Team performance management-focused questions for leadership roles assess how effectively managers and people leaders manage and develop their teams. These questions help leaders understand their approaches to performance management, team dynamics, and employee development. Reflecting on these aspects helps leaders improve their team management skills and foster a high-performing team culture.

1. How do you evaluate and manage the performance of your team members?
2. What strategies have you implemented to develop and motivate your team?
3. How do you handle underperformance within your team, and what steps do you take to address it?
4. How do you promote collaboration and a positive team dynamic?
5. How do you ensure your team’s goals align with the company’s strategic objectives?

Knowledge of employees’ strengths and weaknesses

Understanding each team member’s strengths and weaknesses is crucial for effective leadership. These questions help leaders reflect on their awareness of their team’s capabilities and areas for improvement.

1. On a scale of 1-10, how well do you know your team members?
2. Describe a situation where you leveraged the skill or talent of an employee to increase performance.
3. Are there any employees in particular that you know less than others? How can you learn more about them?
4. Are you considering each team member’s strengths when assigning responsibilities for a project?

Ability to motivate

A leader’s ability to motivate their team is vital for maintaining high levels of engagement and productivity. These questions prompt leaders to consider how they inspire and encourage their team members. Reflecting on motivational strategies helps leaders understand what drives their employees and how to create an environment that fosters motivation and reduces burnout. This reflection is essential for sustaining a positive and productive team dynamic.

1. Do you regularly praise employees for outstanding work and celebrate wins?
2. Do you focus on positive aspects or constructive criticism when you give feedback? How can you balance the two?
3. Do you know what motivates each employee in your team?
4. How has the team’s overall motivation been during the last evaluation period? Has it changed recently? If the answer is yes, why?
5. How do you react when facing employee burnout?

Communication with the team

Effective communication is the cornerstone of strong leadership and team cohesion. Reflecting on communication habits enables leaders to foster clearer, more open dialogue with their team, ensuring everyone is aligned and informed. This introspection is critical to building trust and facilitating better collaboration within the team.

• How often do you check in with your team?
• Do you tend to down-prioritize team meetings in favor of other commitments? If yes, do you think it affects team productivity?
• How would you describe your communication style?

Collaboration within the team-based questions

Promoting effective collaboration within the team is essential for achieving collective goals and maintaining a harmonious work environment. These questions encourage leaders to evaluate how well their team members work together and their role in facilitating collaboration. Reflecting on these aspects helps leaders identify and address any conflicts, provide necessary coaching, and enhance teamwork.

• How well do your team members work on a scale of 1-10? What would it take for it to be a 10?
• Is teamwork characterized by harmony or conflict?
• Do you coach your team members through roadblocks? How do you approach it?

Future in the company-focused questions

Future-focused questions for leadership roles delve into the career aspirations and potential growth paths of managers and people leaders within the organization. These questions help understand their vision for their leadership journey and how they plan to align it with the company’s goals. Leaders benefit from reflecting on their future, as it helps them set strategic career objectives and identify opportunities for further development.

1. What are your long-term career aspirations within the company, and how do you plan to achieve them?
2. How do you see your leadership role evolving in the next few years?
3. Are there specific areas or departments you are interested in leading in the future? Why?
4. What skills or experiences do you believe are essential for your career advancement within the company?
5. How can the company support your career growth and development as a leader?

Values and behavior-focused questions

Values and behavior-focused questions for leadership roles assess how well managers and people leaders embody the company’s values and demonstrate leadership behaviors. Reflecting on these aspects helps leaders ensure they set the right example and foster a positive culture, aligning their actions with the organizational ethos.

1. How have you demonstrated the company’s core values in your leadership role over the past year?
2. Which of our company values do you prioritize most in your leadership approach, and how do you exemplify them?
3. How do you handle feedback and criticism from your team members and peers?
4. How do you foster a culture of integrity and trust within your team?
5. How do you ensure your leadership style is inclusive and supportive of diversity?

Help your employees go from dreading to desiring feedback with a sample of self-evaluation examples. We curated 60 self-evaluation examples to help you and your team.

Build a culture of ownership and self-reflection with Deel Engage

Incorporating thoughtful self-evaluation questions into performance reviews can significantly enhance personal development and overall organizational success.

Create a culture of growth and constructive feedback with Deel Engage:

• Our feedback and performance management module helps you streamline the feedback process and make it a natural part of your workday
• Our career management module helps workers link feedback to concrete steps toward their skill and career development

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build a high-performance workforce.