Conversation with Merlin Self assessment 2023

Merlin Chat

[email protected] · Sat Dec 30 2023

I'm getting ready to write my self-assessment for my performance review. Here's a transcript of some feedback I received from my boss. Some of the transcription isn't accurate, so do your best to fill in the gaps when the wording doesn't make sense. Please do 2 things. 1 - analyze the overall sentiment and tone given this is a business context, and 2 - extract my accomplishments from the text so I can include them in my review.

I'd be happy to help with that. Please provide the transcript of the feedback you received from your boss, and I will assist in analyzing the sentiment and identifying your accomplishments.

Business News Daily receives compensation from some of the companies listed on this page. Advertising Disclosure Home Build Your Career Get Ahead How to Write a Self-Assessment: 5 Tips to Improve Your Evaluation Updated Oct 23, 2023 Table of Contents Max Freedman Contributing Writer at businessnewsdaily.com A performance evaluation is an important tool for keeping communication flowing between teams. Periodic evaluation is a chance for managers and employees to review the recent past and discuss future expectations. An evaluation also serves as an opportunity to set goals as individuals and as a team, and an important part of this process is the employee self-assessment. These tips will help you create a useful self-assessment for your next performance evaluation. Importance of self-assessments Self-assessments can be equally useful for employees and managers. The evaluations are normally short, take less than 15 minutes to complete and have long-term benefits for all the involved parties. For employees Self-assessments are the portion of a performance review that offers employees an opportunity to self-reflect and consider what their strengths and weaknesses are. They are important not only for professional growth but personally as well. By critiquing their own work and behavior, employees can gain insight that helps them improve. For managers Employees self-assessments tell managers how their employees see themselves in the context of the team and the organization at large. They highlight any disagreements or misunderstandings between managers and employees. Self-assessments also offer an opportunity for gathering employee feedback about what motivates an employee (beyond money) to do their best work. From there, managers can encourage professional development for employees . Modern employees are intrinsically motivated to work autonomously and by opportunities to learn and grow. So, from a management perspective, self-assessments which contribute to autonomy and development are incredibly valuable, said David Hassell, founder and CEO of 15Five. Work product from intrinsically motivated employees tends to be more impactful and sustainable than work derived from extrinsic motivators, such as bonuses or fear tactics. Key Takeaway Self-assessments are important for both employees and managers as a lever of professional growth. Best practices for writing a self-assessment Despite its importance, writing a self-assessment is no easy task. Analyzing oneself can be immensely difficult, especially when that analysis is submitted to a supervisor for review. If youre having trouble getting started, these five tips will help you learn how to write a self-assessment. [Learn more about performance management plans .] 1. Be proud One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. A good self-assessment should point to specific tasks and projects that highlight your best work. When describing those accomplishments, employees should emphasize the impact those achievements had on the whole business to emphasize their value to the company. Julie Rieken, CEO of Applied Training Systems Inc., said you should strive to connect your actions with a managers goals. This alignment encourages any manager and conveys that you understand your role within the larger context of the company. If your manager needs to hit a certain number, share how you played a role in hitting the number, Rieken said. Accomplishments you list should connect with business objectives. 2. Be honest and critical Self-assessments arent just about highlighting triumphs. You should also critically assess the times you came up short. Being honest means pointing out weaknesses that could be improved upon or past failures that taught you a valuable lesson. Recognizing your own flaws is important to demonstrate your abil

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Skip to content Menu Performance 25 Effective Self-Evaluation Examples for Performance Reviews 1 March 2023 11 min read Kelsey Breton Love them or hate them, performance reviews are a fact of life for most employees. And while the process can at times feel daunting, the feedback received from performance reviews often help mold your skills and provide motivation and understanding of how you contribute to an organizations overall goals and outcomes. When we think of what performance reviews entail, we often overlook one of the most critical components to the process: the self evaluation. Self evaluations are a prime opportunity for you to demonstrate what an asset you are to your company and set goals to continue your career growth. Well walk through our best practices for preparing and writing your evaluation, complete with self-evaluation for performance review examples to help you draw inspiration and best present your skills when its time for your next review. 4 Tips to Ace Your Self-Evaluation Be Specific (and Provide Examples) Being specific adds clarity and situational relevance to your statements. Sharing greater detail about how youve reached your goals allows your manager to gain an understanding of your strategic approach, which accurately represents all of the hard work youve put into your achievements. Here, well share 2 self-evaluation for performance review examples and show you how you can improve your comments to be more specific. Due to my interest and savvy with social media, I generated more MQLs through paid marketing channels. While you may be savvy with social media, this example fails to convey the many skills and strategies you utilized to meet your goal. It also lacks a clear, measurable example of your accomplishments. Instead, you could share more details such as: I leveraged keyword research, site traffic analysis, and tracked social media trends to develop targeted and timely content that generated 50 new MQLs through our paid marketing channels, and successfully hit my OKR. Much like a SMART goal for performance reviews , this example provides specific, measurable examples that illustrate your thought process and strategic approach to achieving your goals. Include Facts and Figures A prime example of a good self performance review is one that provides plenty of supporting evidence to back up your claims. Metrics serve as a helpful reference point for managers to clearly understand how your performance impacts results (they also serve as a useful leveraging tool in negotiating things like salary or job title). Here, well share 2 self-evaluation for performance review examples and show you how you can improve your comments to include metrics. I managed our social media accounts and drafted the copy for all posts. This example simply states that you executed a task in your job description, but it fails to convey your impact, which illustrates your value. Instead, share specific examples and numbers such as: I grew

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Accessibility Links Skip to main content Turn off continuous scrolling Turn on continuous scrolling Accessibility help Accessibility feedback Press / to jump to the search box self-assessment performance review See more Delete Delete Report inappropriate predictions Search Modes All Images Videos News Shopping More Tools SafeSearch About 733,000,000 results (0.26 seconds) Search Results Ads Sponsored Zoho People - Top Performance Management App Zoho https://www.zoho.com people Zoho https://www.zoho.com people Employee performance management app to track performance accurately & improve productivity. Say goodbye to spreadsheets and rigid systems. Choose Zoho People, the smart HR tool. HR tasks made easier. 360 degree HR solutions. Workflow Automation. Unique Features Payroll Experience Payroll System Mobile Apps Google Workspace writing a performance review for yourself examples self-assessment performance review template self-performance review goals examples self-evaluation examples self-performance summary examples self-evaluation for performance review examples pdf how could i improve self-assessment examples data analyst self-evaluation examples People also search for Sponsored Top 10 Self Evaluation Tools | Free List of the Top Products Capterra https://www.capterra.com self-evaluation free-list Capterra https://www.capterra.com self-evaluation free-list Easily Find The Self Evaluation Tools You're Looking For w/ Our Comparison Grid. Find the... writing a performance review for yourself examples self-assessment performance review template self-performance review goals examples self-evaluation examples self-performance summary examples self-evaluation for performance review examples pdf how could i improve self-assessment examples data analyst self-evaluation examples People also search for Sponsored Writing a Performance Review for Yourself: Examples Indeed https://www.indeed.com/ Indeed https://www.indeed.com/ Are You Looking for the Ideal Candidate? Start Your Search on Indeed.com Now! writing a performance review for yourself examples self-assessment performance review template self-performance review goals examples self-evaluation examples self-performance summary examples self-evaluation for performance review examples pdf how could i improve self-assessment examples data analyst self-evaluation examples People also search for Sponsored HR Performance Evaluation | Gusto: Where You Grow, We Grow Gusto https://www.gusto.com Gusto https://www.gusto.com Growing pains? Gustos all-in-one platform is built to help you scale with confidence. writing a performance review for yourself examples self-assessment performance review template self-performance review goals examples self-evaluation examples self-performance summary examples self-evaluation for performance review examples pdf how could i improve self-assessment examples data analyst self-evaluation examples People also search for Featured snippet from the web Self-assessment performance appraisals help employees see how their work contributes to the organization and their overall career aspirations, making them far more motivated to do their best work . They're linked to increased employee performance, higher levels

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I encourage you to spend some time reflecting on the positive impact that you've had. And you know, and the need to stabilize the team. We've had some of the situations with that, but I think you've handled them well. You're really open to having a dialogue with me and with him and you know most of the challenges are agendas. But that would probably time and maturity. And experience, right? So I think you know it's it's always hard to come into an organization from the outside and it's harder when you're a higher level. Because there's sort of the established way of doing this here. And you know, every company has. Their own. Different pieces. So you know, you've got a pretty steep learning curve. But I feel like you've been. On the areas that need the most attention. So the stabilization. Of the team. Like you joined immediately at the time when we were setting up and redirecting the energy of the team. To something more positive than. The reward and the you know. Challenges the compensation like you came in at. A time where. You're going to be challenged with those kind. Of interpersonal employee morale. Kind of situations and you put in a lot of time and getting to know them. Working with them on the goals and you know. Even if I had to. Kick off that process. You start doing the type of person and very methodical in thoughtful. You know that you would have had those. Conversations with Zach and peons. To really help them get their head around. Like how they are in the driver's seat of. Their own career. How they should be thinking about their career progression and how they should be evolving from like the the individual on the team to like we work as a team and have each other's backs and kind of seeing on behalf of the teams for the benefit of everybody. And those part those are all changes that take time to implement. But I think the teams come a. Long way in a short time. Given you know, we redirected the energy to focusing. On the work. You know you don't have this ability into this. But the pipeline. Which really dry and all, and I think I mentioned to. You at one point. There's only B2B projects in the pipeline. Which is alarming. And so you know. We've been able to sell, you've contributed to tensions. You've helped convert projects. You're, you know, you've stepped in to run a B to B project with that segmentation for spectrum with the team that has no experience with the IT being a lot of intimidation in your guiding this to that successfully that you might have felt that you getting like you didn't have your sea legs been a little wobbly at the beginning. But you recovered from that fact and you. Kept the focus on. You know what's the right thing to do for the client looking to elevate. The level of insight. And and then handle the pushback that you. Get from the team. Which is also natural, right? There's a lot of great and maturity to get them focused on doing the work.

Sentiment and Tone Analysis:

The overall sentiment expressed in the feedback is positive and supportive. It recognizes the difficulty of joining a new organization, especially at a high level, and acknowledges the learning curve that comes with such a transition. The tone is encouraging, pointing out the progress and impact made in a relatively short time. There is an emphasis on your openness to communication, methodical approach, and ability to adapt to and handle challenges. The feedback also notes the team's improvement under your guidance and acknowledges the complexities associated with managing team morale and project pipelines.

Accomplishments to Include in Your Review:

Stabilization of the team during a period reorientation, taking the lead in redirecting the team's energy toward a more positive focus.
Showing a strong commitment and putting considerable effort into getting to know the team and working with them on their goals. 3 Facilitating essential conversations with team members (e.g., Zach and others) to empower them regarding their career paths and team synergy.
Successful management and guidance of a B2B despite the team's lack of experience, handling that responsibility with little prior familiarity (i.e., gaining "sea legs").
Contributing to converting projects and playing a significant role in project sales and tension resolution within the team.
Maintaining focus on the clients’ needs, aiming to elevate the level of insight provided, effectively dealing with pushback from the team, fostering maturity and a focus on quality work.

These achievements demonstrate your ability to lead, adapt, and positively influence your team and projects despite the initial challenges integrating into a new corporate culture and facing a dry project pipeline.

although this is an end of year review period, I started at the company 3 months ago, please adjust your analysis accordingly

Understood. Considering that you've only been at the company for three months while entering an annual review period, the assessment of your performance would take into account the relatively short time you've been with the organization. The feedback provided by your boss suggests rapid acclimation and significant contributions despite the brief tenure.

Here are some refined points you may consider including in your self-assessment that reflects both the duration of your employment and the achievements mentioned in the feedback:

Quick Integration: Emphasize your ability to quickly assimilate into the company's culture and processes even though you joined close to the end of the business cycle.
Team Stabilization: Highlight how you contributed to stabilizing the team promptly during a phase of transition, redirecting the team’s focus while fostering a positive environment.
Goal-Oriented Approach: Discuss how your efforts in understanding and working with team members on their goals have positively impacted the dynamics and productivity of the team.
Career Development Facilitation: Reflect on your role in guiding team members to take charge of their careers, contributing to an improved understanding of teamwork and individual responsibility among them.
Project Achievement: Given the feedback on your successful handling of a challenging B2B project, ensure to detail this accomplishment, outlining your adaptability and growth during the process.
Sales and Conversion Contribution: Although new, your contributions to sales and project conversions should be noted, demonstrating your immediate value-add to the company’s operational success.
Client-Centric Focus: Your work has been aligned with client needs, working to elevate the quality and insightfulness of solutions the company provides.
Leadership Amidst Challenges: Acknowledge how you've managed pushback and helped mature the team's approach to their work, indicating your leadership qualities.

These accomplishments, framed within the initial three-month context, show that you have made a significant impact in a short amount of time, addressing your boss’s feedback as achievements during this introductory period.

I'm also asked to rate myself in my self-assessment. Given the context and the feedback from my boss, how should I rate myself based on this scale? Rating Scale 5 - Redefines Expectations 4 - Exceeds Expectations 3 - Meets Expectations 2 - Needs Improvement 1 - unsatisfactory Performance

Based on the feedback from your boss, which acknowledges your adaptability, contribution to team dynamics, ability to manage B2B projects without prior experience, and helpfulness in converting projects, it seems you have made a notable impact in just three months. Here's an assessment guided by the scales provided:

Redefines Expectations (5): This would be applicable if you had achieved unprecedented success that fundamentally changed the way things are done or had a transformative impact on the company’s processes, expectations, or results in your short tenure.
Exceeds Expectations (4): This rating would be fitting if you've gone beyond what's typically expected from someone in your role and timeframe. The feedback suggests you have taken on challenges head-on, handled them well, and brought the team together, which could likely fall within this category, especially considering the successful management of projects and positive impact in a time of transition.
Meets Expectations (3): If you've fulfilled your roles and responsibilities effectively but in line with what is generally expected from someone in your position, this would be your rating. Based on your boss’s comments, you seem to have surpassed this level.
Needs Improvement (2): This would be relevant if there were areas of your job performance that were lacking or if there was feedback suggesting that further development or adjustments were necessary. Your boss’s feedback does not indicate this.
Unsatisfactory Performance (1): This rating would be used if you were not able to meet the job requirements or if your performance was below the standard needed. This does not seem to reflect your boss’s viewpoint.

Considering the very positive nature of the feedback, "Exceeds Expectations (4)" appears to be the most suitable rating. You’ve adjusted quickly to a new environment, positively impacted the team's performance, and successfully led projects, all within a short period that generally would be seen as an adjustment phase. You might not have redefined overarching company expectations within such a short time, which would be required for a "5", but have certainly exceeded what's typically expected from a newcomer.

"Do I exceed expectations in specific areas?"

To determine whether you exceed expectations in specific areas, you would generally need to compare your performance against predefined criteria or benchmarks that are relevant to those areas. This comparison often includes:

Self-Reflection: Compare your achievements, skills, and contributions against the job description and any goals that were set for you. Reflect on feedback from peers, subordinates, and superiors, as well as your own perceptions of your performance.
Performance Metrics: Look at quantitative data where available – sales numbers, project completion times, customer satisfaction scores, etc. – to see if you've surpassed the targets set for those metrics.
Feedback and Reviews: Consider feedback, like the transcript from your boss you were referring to earlier. Positive comments, thanks, and commendations from colleagues, superiors, and clients can all indicate areas where you might be exceeding expectations.
Professional Standards: Compare your work to industry standards, best practices, and the performance of peers in similar roles both within and outside of your organization.
Personal Objectives: Reflect on your own goals and standards. Do you feel that you've gone beyond what you expected of yourself in certain areas?

Based on these criteria, if your performance is consistently higher than required or you've met targets ahead of schedule with positive outcomes, you may indeed exceed expectations. It's key to look for patterns in your performance across various feedback mechanisms and measurable outcomes to make this determination.

What are my achievements?

To identify and articulate your achievements, here's a general framework on typical professional accomplishments. You can adjust the details to fit your own experiences.

Professional Growth: Have you gained new skills, certifications, or education? Advancements in your expertise can be a significant personal achievement.
Project Completion: Successfully completing projects particularly challenging ones, or ahead of schedule, is a concrete achievement.
Increased Responsibilities: Have you taken on additional duties, perhaps by stepping a leadership role or managing more complex tasks than before?
Problem-Solving: Overcoming difficult situations or resolving complex issues, especially those that have a positive impact on your organization, can be notable achievements.
Productivity Improvements: Implementing new systems or processes that increase efficiency or reduce costs displays innovation and strategic thinking.
Team: If you've helped in the growth and development of your team, through mentoring or coaching, it's a leadership achievement.
Revenue or Sales Growth: Contributing to the growth of the company's bottom line is a significant accomplishment.
Customer Satisfaction: Demonstrating an ability to maintain or improve customer satisfaction, as evidenced by feedback or service ratings.
Awards and Recognition: Any recognition or awards for your work or contributions signifies achievement.

10 Positive Impact: Any action you've taken that has had a measurable positive impact on your company, whether it's on culture, the environment, or external reputation.

Using this framework, reflect on your recent activities, responsibilities, and outcomes to pinpoint specific achievements., quantify these accomplishments wherever possible to provide a clear understanding of their impact.

I'm going to rate myself as 4, based on my boss' feedback and your analysis, what notes should I include as an explanation of this rating in my review? Write me a paragraph from my perspective in a tone appropriate for a business context

In assessing my performance over the past three months, I have chosen to rate myself at a 4, which corresponds to "Exs Expectations". This rating is anchored by the recognition and positive feedback from my supervisor, which my quick acclimation to our organizational culture and the immediate impact I've had on team stabilization and project successes, despite the short period joining. I have effectively redirected the team's focus during a transitional phase, led a key B2B project without prior experience, and have been instrumental in converting projects that have contributed to our pipeline during a crucial quarter. My commitment to open dialogue, concerted efforts in mentoring team members, and driving initiatives that align with our corporate goals reflect an above-average contribution to our company's objectives. This rating encapsulates proactive approach and the tangible results achieved in a brief yet dynamic tenure with the company.