Self-evaluation examples: how to write one that helps your review.
A self-evaluation is your chance to put your results on the record before your manager writes theirs. Specific results, honest growth areas and clear goals make it count.
A strong self-evaluation lists your main accomplishments with concrete results, names the strengths those results show, acknowledges one or two growth areas with what you're doing about them, and sets specific goals for the next period. Keep it factual and specific, use the review's own categories, and link your goals to what your team needs. Avoid vague praise and long lists of tasks.
What to include
Accomplishments
Three to five results, each with what you did and the outcome.
Strengths
Two or three strengths, each backed by an example.
Growth areas
One or two honest areas, with the action you're taking.
Goals
Specific goals for the next period, linked to team priorities.
Tone
Confident and factual. Your manager may use your wording in their own review, so make it easy to quote.
Write it in an hour
- Collect evidence: emails, metrics, completed projects.
- Pick your top three to five results.
- Write each as action plus outcome.
- Add strengths, growth areas and goals.
- Edit for length and use the review's categories.
3 copy-ready example sets
Illustrative: names, companies, dates and numbers in these templates and examples are fictional. Replace every bracket with your own true details before you use anything.
Accomplishment examples
When to use: Adapt to your own results; these are illustrative.
Led the migration of [team]'s reporting to [tool], cutting the monthly close from [5] days to [3]. Resolved [number] escalated customer cases, maintaining [team] response targets during peak season. Trained [two] new hires, who were working independently within [six] weeks.
Strengths and growth areas
When to use: Illustrative phrasing to adapt.
Strength: Clear communication. I wrote the weekly project updates that kept [three] teams aligned on the launch. Growth area: Delegation. I took on too much during Q2; I've started assigning [task] to [colleague], and I'll keep doing that in Q3.
Goals for next period
When to use: Illustrative goals linked to team needs.
1. Automate the [weekly report] by [month], saving the team about [two] hours a week. 2. Lead one cross-team project end to end. 3. Complete [training/certification] by [date].
Disclosure: TryHired makes HIRED, a paid job-search program, so we have a conflict of interest when we mention it. Everything on this page is free to use without buying anything.
Tricky situations
| Situation | What to do |
|---|---|
| A tough year | Focus on what you delivered and learned; be honest about obstacles. |
| A big mistake | Name it briefly, with what changed. |
| Unclear goals last year | Propose clear goals now. |
| Asking for a raise soon | Use the review as evidence. See how to ask for a raise. |
The same move, done two ways
Illustrative example with fictional details.
| Version | Example |
|---|---|
| Weak | 'I worked really hard this year and always went above and beyond. I'm a team player.' |
| Strong | 'I led the vendor consolidation that cut our software costs and reduced logins from five systems to two. I'd like to lead a cross-team project next.' |
Why it matters: Specific results give your manager evidence to support your rating, raise or promotion.
Mistakes to avoid
- Vague praise without results.
- Listing tasks instead of outcomes.
- No growth areas, or too many.
- Goals with no dates or measures.
Keep going
Questions people ask
What should I write in a self-evaluation?
How long should a self-evaluation be?
Should I mention weaknesses?
Can I copy these examples?
How this page is built
Written by Maid Dizdarevic, a career coach and 8x LinkedIn Top Voice. The steps, scripts and timing guides are practical advice, labelled as advice. We do not publish response rates, success rates or shares of employers, and every example uses fictional details.
- How a specific employer, recruiter or manager will act: practices vary by company, industry and person.
- Legal advice: for contracts, background-check disputes, pay classification or a termination, talk to an employment attorney, the U.S. Department of Labor or your state agency.
- Outcomes: no message, plan or program can promise an interview, a raise or a job.
- TryHired editorial guidance by Maid Dizdarevic, career coach, Nov 4, 2026.