Self Appraisal Questions And Answers Pdf

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Performance Appraisal Questions & Answers

A performance appraisal offers a manager the opportunity to evaluate an employee, but it can also offer an employee the opportunity to evaluate himself. Self-appraisal can encourage employees to become mindful of areas where they need to improve and it can reveal attitudes and biases a manager might never guess from observation.

Some examples of employee responses can prepare you for the results you may get from employee self-evaluations. When asked to evaluate their productivity, most employees think they are very productive. Comments such as, "Of course, everyone has an off day once in awhile," or "Despite a lot of personal problems, I did pretty good" can be cues to examine whether you are really getting a full effort from the employee.

Anyone who blames the business for a lack of productivity with answers such as, "I want to be more productive, but management keeps wasting my time with busy-work.

If you ask employees to write down an appraisal of the quality of their work, ignore the general pats on the back and look at details. If someone says, "I make some errors, but I always try to correct them and learn from them," you probably have a good employee. If you see responses like, "There's not always time to do my best work," or "Nobody's perfect," you may have an excuse-maker for an employee.

You can ask employees to analyze what skills they needed to complete their tasks in the past year. Watch for answers such as, "I found that my organizational skills really helped me do my job," and "My interpersonal skills contributed a lot to getting things done," and you will know you have a self-aware employee who is trying to make the workplace as productive as possible.

If you hear, "I can't wait until I get a promotion so I can really use my best skills," or "A lot of my skills go to waste because people don't always appreciate what I can do," you probably have an employee who is not fully invested in their current position. A business owner needs employees who can solve problems. If you ask employees to evaluate their problem-solving talents, you may hear, "I jump right in and try to fix whatever is wrong," or "Several times last year I headed off problems before they got too big.

What you don't want to hear: "Every time I try to solve a problem, I'm afraid I'll get in trouble if it doesn't work," or "I feel like managers are here to solve problems. I just do my job. By Kevin Johnston Updated February 04, Related Articles.

Performance Appraisal Interview Questions & Answers

Mutual respect goes a long way toward a successful performance appraisal meeting. Employees might be nervous about the future of a small business and whether they're getting a pay raise. The boss might be nervous, too, for any number of reasons, ranging from the fact that she simply hates doing reviews to the fact that the business might be in trouble. Whatever the situation may be, the small business owner should focus on the employee's role and behaviors, not on the employee himself. By asking an employee about his goals, a boss is likely looking for a number of things. For example, the supervisor may want information on goals the employee already reached, including how he accomplished those goals.

Just as the four seasons of fall, winter, spring, and summer come and go each year without fail, so too does appraisal season—that time of year when employees the world over are sitting down with managers for an annual performance review, whether they like it or not. Admittedly, the potential benefits of these meetings are the subject of heated debate. And statistics show effective performance appraisals can lead to improved productivity and lower turnover. Still, many employees and employers anticipate the performance appraisal with dread, even though it is meant to be a time of dialogue between an employer and an employee, not a time of confrontation or criticism. Not every manager is capable of giving constructive feedback or motivating employees during a review, but every employee has it within his or her power to prepare ahead of time in order to make the most of this unavoidable process. To make the best use of this annual event, you should go into your performance review ready to answer questions as well as highlight your accomplishments. This means studying probable appraisal questions ahead of time, as well as considering ways to position yourself as an employee who is striving to constantly learn and grow for the sake of the organization, and in order to be ready to take on additional responsibilities or even a new role or a promotion.


Follow these 10 performance review example questions, and intelligently evaluate their answers, for a great interview. Performance Review.


Examples of Answers to an Employee Self Evaluation

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Reynolds reached out and neatly slipped it off, leaving her gasping, her face streaked with tears. She fumbled to put her glasses back on. Reynolds helped her to her feet.

Are you a person with good leadership qualities? Are you good at handling the team work? Do you want to upgrade your skills with dedication and get appraisal from higher authorities?

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Top Appraisal Questions and Answers You Must Read to Be Prepared for 2021 Appraisals
4 Response
  1. Neronlyumar

    1. How did you do on the goals set for you during your last performance appraisal​? You might hope that your manager has been paying attention.

  2. Cooltapper2

    A performance appraisal offers a manager the opportunity to evaluate an employee, but it can also offer an employee the opportunity to evaluate himself.

  3. Richard B.

    The purpose of Performance appraisal interview is to discuss strengths and weakness Refer to this link for more appraisal questions and answers (pdf format).

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