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Manager Self Evaluation Examples

Self-evaluation helps us identify our strengths and weaknesses, set goals, and improve our skills. One of the key benefits of manager self-evaluation is that it enables managers to take ownership of their performance and development. Manager self-evaluation can take many different forms: some managers prefer to use a structured questionnaire or assessment tool, while others prefer to write a reflective essay or have a conversation with a mentor or coach. Regardless of the method used, the key is to be honest and objective in assessing one’s performance, and to use the results to drive continuous improvement and growth.

Part 1Why Self-Evaluation is Important for Managers

1. Performance Review

Self-evaluation is a critical component of performance review. When you evaluate yourself, you can identify areas where you have excelled and areas where you need improvement. This ensures that you are aware of your own performance.

2. Goal Setting

Self-evaluation helps you set goals for yourself. By reflecting on your accomplishments and areas for improvement, you can identify specific objectives and develop a plan to achieve them. This ensures that you are working towards something and helps you stay motivated.

3. Feedback

Self-evaluation allows you to give yourself constructive feedback. By identifying areas where you need improvement, you can take steps to address them. This helps you become a better manager and ensures that you are providing your team with the support they need to succeed.

Related: Constructive Criticism: When and How to Give and Take It

4. Professional Development

Self-evaluation is critical for professional development. By identifying your strengths and weaknesses, you can develop a plan to improve your skills and become a better leader. This ensures that you are constantly growing and improving, which is essential for success in any role.

5. Teamwork

Self-evaluation helps you become a better team member. By reflecting on your own behavior and performance, you can identify ways to collaborate more effectively with your team members. This ensures that you are working together towards a common goal and helps build trust and engagement.

Part 2How to Conduct a Manager Self-Evaluation

Step 1: Set Clear Objectives

The first step is to set clear objectives. This means defining what you want to achieve, both in terms of your personal goals and the goals of your team or department. Make sure your objectives are specific, measurable, achievable, relevant, and time-bound (SMART). For example, one of your objectives might be to increase employee engagement by 10% in the next quarter.

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Related: What Are Smart Goals? – Examples, How-To, Best Practices

Step 2: Gather Feedback

The next step is to gather feedback from a variety of sources, including team members, your supervisor, and other stakeholders. This feedback should be both positive and constructive, and should focus on specific examples of your performance.

Related: How to Gather Honest Employee Feedback Effectively

Step 3: Assess Your Performance

Review your goals and objectives, as well as your feedback, and compare them to your actual performance. Be honest with yourself about your strengths and weaknesses.

Related: 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

Step 4: Identify Areas for Improvement

Based on your assessment, identify areas where you need to improve. This might include weaknesses in specific skills or behaviors, or setbacks you have experienced in achieving your goals. Use phrases like “I need to work on” or “I could improve by” to frame your areas for improvement. For example, you might identify a need to improve your empathy skills, based on feedback from team members.

Related: How to Improve Work Performance [Actionable Tips]

Step 5: Create an Action Plan

Finally, create an action plan to address your areas for improvement. This should include actionable steps you can take to improve your performance, as well as specific timelines and metrics to track your progress. Make sure your action plan is realistic and achievable, and that it aligns with your overall goals and objectives. For example, you might set a goal to attend a training on effective leadership within the next month, in order to improve your problem-solving skills or conflict resolution skills.

Related: How to Write a Performance Improvement Plan (PIP)

Part 3Manager Self Evaluation Example:

“As a manager, I am responsible for leading my team to achieve our organizational goals and objectives. I have been in this role for the past year, and I believe that I have made significant progress in improving our team’s performance.

Accomplishments:
Over the past year, I have achieved several significant accomplishments. These include:

1. Improving team performance: I have implemented several strategies that have helped improve the team’s performance. I have encouraged open communication, established clear goals and expectations, and provided regular feedback to my team members. As a result, our team has been able to meet our targets consistently.

2. Developing my team: I have invested time and effort in developing my team members’ skills and knowledge. I have provided them with training opportunities, coaching, and mentoring. I have also encouraged them to take ownership of their work and to be proactive in identifying areas for improvement.

3. Building strong relationships: I have worked hard to build strong relationships with my team members, colleagues, and stakeholders. I have been approachable, supportive, and empathetic. I have also demonstrated a willingness to listen to feedback and to take action to address concerns.

Challenges:
Despite my accomplishments, I have also faced some challenges over the past year. These include:

1. Managing workload: As a manager, I have many responsibilities, and at times, I have struggled to manage my workload effectively. I have found myself working long hours and feeling overwhelmed by the demands of the job.

2. Dealing with difficult team members: I have had to deal with some difficult team members who have been resistant to change or who have not been performing well. This has been challenging, and I have had to find ways to motivate them and to address their performance issues.

3. Balancing priorities: I have had to balance competing priorities, such as meeting deadlines, managing budgets, and supporting my team members. At times, this has been challenging, and I have had to prioritize my tasks and delegate responsibilities.

Areas for improvement:
Based on my accomplishments and challenges, I have identified several areas for improvement. These include:

1. Time management: I need to improve my time management skills to ensure that I am able to manage my workload effectively and to avoid burnout.

2. Conflict resolution: I need to develop my skills in conflict resolution to better handle difficult team members and to address issues before they escalate.

3. Delegation: I need to improve my delegation skills to ensure that I am able to balance my workload and to provide my team members with opportunities to develop their skills and take ownership of their work.

4. Strategic thinking: I need to develop my strategic thinking skills to ensure that I am able to contribute to the organization’s long-term goals and to identify opportunities for growth and improvement.

Conclusion:
Overall, I believe that I have made significant progress as a manager over the past year. I am committed to continuing to develop my skills and to providing my team with the support they need to succeed. I look forward to working with my supervisor to develop a plan for further growth and development.”

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Part 4Examples of Manager Self-Evaluation Questions

Self-Evaluation

  • Did I meet my goals for the quarter/year?
  • Have I effectively managed my team and delegated tasks?
  • Did I provide clear and timely feedback to my team members?
  • Did I maintain a positive work environment for my team?
  • Have I demonstrated strong leadership skills?

Feedback

  • Have I provided constructive feedback to my team members?
  • Have I addressed any performance issues with my team members?
  • Have I recognized and rewarded exceptional performance?
  • Have I communicated changes in company policies or procedures effectively?

Job Satisfaction

  • Do I feel fulfilled and satisfied with my job?
  • Have I maintained a healthy work-life balance?
  • Am I satisfied with my salary and benefits?

Employees

  • Have I provided my team members with opportunities for growth and development?
  • Have I encouraged my team members to evaluate their own performance?
  • Have I provided my team members with the necessary resources to succeed?

KPIs

  • Have I met or exceeded the KPIs set for my team?
  • Have I effectively communicated the importance of KPIs to my team members?
  • Have I provided my team members with the necessary tools to achieve their KPIs?

Impact

  • Have I made a positive impact on the company?
  • Have I contributed to the growth and success of the company?
  • Have I effectively managed any crises or challenges that arose?

Accomplishments and Challenges

  • What are some of my proudest accomplishments this quarter/year?
  • What are some of the most significant challenges I faced, and how did I overcome them?

Customer Service (if applicable)

  • Have I maintained a high level of customer satisfaction?
  • Have I addressed any customer complaints or issues effectively?
  • Have I provided my team members with the necessary training to provide excellent customer service?
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Performing Under Pressure

  • Have I maintained my composure and remained productive under pressure?
  • Have I effectively managed any high-pressure situations that arose?

 

Related: Self Evaluation Examples [Complete Guide]