The best examples of self-assessment examples for annual review (that don’t sound fake)

Strong examples of self-assessment examples for annual review (by topic)

Let’s start with what you probably came here for: actual wording you can steal, customize, and use. These examples of self-assessment examples for annual review are grouped by theme so you can mix and match.

Performance & results: example of a high performer

If you had a strong year and hit most of your goals, you want to sound confident but not arrogant. Here’s an example of how to write that balance.

Self-assessment example – Performance & results
“This year I consistently met or exceeded my performance targets. I closed $1.3M in new business, which is 18% above my goal and a 25% increase over last year. I also shortened the average sales cycle from 74 to 59 days by improving my qualification process and following up more strategically.

Beyond individual metrics, I contributed to team results by sharing a revised outreach script that is now used across the team and has improved our response rate by approximately 12%. One area for improvement is forecasting accuracy; while my overall numbers were strong, my quarterly projections fluctuated more than expected. In the next review period I plan to work more closely with our RevOps team to refine my forecasting model and improve accuracy by at least 10%.”

Why this works:

• It uses numbers without sounding like a robot.
• It acknowledges a real gap and a specific plan.
• It shows impact on the team, not just the individual.

When you’re building your own examples of self-assessment examples for annual review, try to answer three questions in your performance section: What did you achieve? How do you know (data)? What will you improve next?

Communication & collaboration: example of a team-focused review

Most managers care just as much about how you work with others as what you deliver. Here’s a realistic example of self-assessment for collaboration.

Self-assessment example – Communication & collaboration
“Over the past year, I’ve focused on being a reliable and transparent collaborator. I led weekly cross-functional standups for the product launch team, which helped us surface blockers earlier and cut rework. Several colleagues have mentioned in our project retrospectives that my summaries and follow-up notes made it easier for them to stay aligned.

I’ve also worked on tailoring my communication style to different audiences. For example, I shifted from detailed technical explanations in leadership meetings to concise summaries with clear options and tradeoffs. However, I recognize that in high-pressure situations I can still default to email when a quick call or message would resolve issues faster. My goal next year is to proactively choose the right channel for the situation and to ask for feedback more frequently on how my communication is landing.”

This is the kind of example of self-assessment that feels honest: it highlights progress, references feedback, and names a specific behavior to adjust.

Growth & learning: examples include upskilling and adapting to AI

In 2024–2025, many managers are watching how employees adapt to new tools, especially AI and automation. Your self-review is a good place to show that you’re learning on purpose, not just reacting.

Self-assessment example – Growth & learning
“I made professional development a priority this year, with a focus on data literacy and AI tools that support my role. I completed two internal analytics workshops and a beginner SQL course, and I now build simple dashboards to track my own projects instead of relying solely on our analytics team.

I also experimented with AI tools for drafting project plans and summarizing meeting notes. This has reduced my administrative time by approximately 20%, allowing me to focus more on stakeholder management and problem-solving. I’m still learning how to prompt these tools effectively and ensure data privacy, so next year I plan to take our company’s advanced AI training and partner with IT to confirm I’m following all security guidelines.”

If you’re looking for the best examples of self-assessment for growth, think in three buckets: skills you gained, how you applied them, and what you want to learn next. For ideas on future skills, you can browse resources from organizations like the U.S. Department of Labor’s CareerOneStop or the U.S. Bureau of Labor Statistics, which highlight emerging job trends.

Owning mistakes: example of addressing a tough year without sinking yourself

Not every year is a highlight reel. Managers respect people who can own missteps, show what they learned, and outline a path forward.

Self-assessment example – Handling setbacks
“This year included some clear wins, such as improving our onboarding documentation and reducing new-hire time-to-productivity by about one week. However, I also missed two key deadlines on the Q2 rollout due to underestimating the time required for stakeholder reviews. This created last-minute pressure for the compliance team and delayed our go-live date by one week.

I take responsibility for not building enough buffer into the timeline and not escalating risks early enough. Since then, I’ve started using a standardized project plan template with clearer milestones and review points, and I now schedule check-ins with stakeholders earlier in the process. My goal next year is to deliver 95% of my projects on or ahead of the agreed timeline and to document risks and dependencies at the start of each project.”

Notice how this example of self-assessment doesn’t hide the problem, but it also doesn’t spiral into self-criticism. It connects the mistake to a concrete change in behavior.

Leadership & management: examples of self-assessment for people managers

If you manage others, your self-assessment needs to cover more than your personal to-do list. Here are examples of self-assessment examples for annual review that focus on leadership.

Self-assessment example – People leadership
“This year I managed a team of seven, including two first-time managers. I focused on creating more structure and clarity by implementing weekly 1:1s, quarterly development conversations, and written role expectations. As a result, our team engagement score increased from 78 to 86, and voluntary turnover dropped to zero. Two team members were promoted based on skill growth and expanded responsibility.

I’ve also worked on delegating more effectively. For example, I handed ownership of our monthly reporting process to a senior analyst, who has since improved the dashboard and automated several steps. I still see opportunities to improve how I give constructive feedback in real time; I sometimes delay hard conversations until performance review season, which is not fair to the employee. Next year I plan to practice more frequent, specific feedback and to attend our company’s advanced coaching skills workshop.”

For managers, the best examples of self-assessment highlight three areas: team outcomes (retention, engagement, promotions), systems you improved, and how you’re growing as a leader.

Remote and hybrid work: example of a modern work environment

Since many organizations now operate in hybrid or fully remote setups, it’s smart to show how you handle that reality.

Self-assessment example – Remote/hybrid effectiveness
“In our hybrid environment, I’ve been intentional about staying visible and responsive. I maintain clear working hours in my calendar, respond to messages within agreed team norms, and document decisions in our shared workspace so colleagues in different time zones stay informed.

I’ve also helped improve our remote collaboration practices by piloting a weekly ‘async update’ format that reduced meeting time by about 3 hours per person each week while keeping everyone aligned. One area I’m still working on is preventing burnout when boundaries blur between home and work. I’ve started blocking focus time and taking regular breaks in line with guidance from resources like the NIH’s recommendations on stress management. Next year I plan to model healthier boundaries for the team and encourage others to do the same.”

This kind of example of self-assessment shows that you’re not just surviving hybrid work—you’re actively improving how it functions for you and your team.

How to write your own examples of self-assessment for annual review

Now that you’ve seen several real examples, let’s break down how to create your own without copying them word-for-word.

Step 1: Start with your company’s goals and values

Pull up your job description, your goals from the start of the year, and any company values or competency frameworks. Many organizations publish these internally, and some even share general frameworks publicly, like the U.S. Office of Personnel Management’s performance management resources.

Look for patterns:

• What did your manager emphasize all year? Speed? Quality? Cost savings? Customer satisfaction?
• Where did you spend most of your time and energy?

Your best examples of self-assessment examples for annual review will connect directly to those priorities.

Step 2: Gather evidence (not just feelings)

Instead of writing, “I think I did pretty well,” collect:

• Numbers: revenue, response times, error rates, tickets closed, projects delivered.
• Feedback: emails or messages praising your work, notes from 1:1s.
• Before/after stories: what changed because of you?

Then, build sentences that blend data with context. For example:

“I reduced average response time from 24 to 16 hours by reorganizing my queue and using templates for common questions.”

This turns a vague claim into a concrete example of self-assessment that a manager can easily reference.

Step 3: Use a simple structure for each section

To keep your writing clear, use a repeatable pattern:

• Start with a headline statement: “Overall, I made strong progress on X.”
• Add 2–3 supporting examples with data or stories.
• Close with 1–2 sentences on what you’ll maintain or improve.

When you look back at the earlier examples of self-assessment examples for annual review in this article, you’ll notice they all follow that rhythm. It makes your review easier to skim and easier to discuss in your meeting.

Step 4: Balance strengths and growth areas

Managers usually look for both:

• What can I count on this person for?
• Where are they actively growing?

If your review only lists problems, it undersells you. If it only lists wins, it can sound disconnected from reality.

Aim for a clear mix:

• 60–70% strengths, wins, and progress.
• 30–40% honest growth areas and next steps.

That’s what you saw in the earlier real examples: each one includes at least one area to improve, but it doesn’t overshadow the entire narrative.

Step 5: Match your tone to your culture (without losing your voice)

Some workplaces are formal, others more relaxed. You can adjust your style:

• Formal: “I successfully achieved…” / “I will continue to prioritize…”
• Casual: “I’m proud that I…” / “Next year I want to focus on…”

What matters is that your tone is respectful, confident, and honest. The best examples of self-assessment feel like a professional version of how you actually talk, not like you swallowed a corporate buzzword dictionary.

Short, copy-ready examples by category

If you’re in a hurry, here are a few more quick examples of self-assessment examples for annual review that you can adapt.

Customer service
“I consistently met our customer satisfaction target of 4.6/5 or higher, and I maintained one of the lowest escalation rates on the team. I’ve become a go-to person for handling complex billing issues and often assist newer team members with difficult calls. I’d like to improve my efficiency by reducing average handle time without sacrificing quality, and I plan to shadow two top-performing colleagues to learn their techniques.”

Project management
“I successfully led three cross-functional projects from planning through launch, all delivered within 5% of the original budget. I improved my risk management by documenting dependencies earlier and holding pre-mortem sessions with stakeholders. I still see room to improve how I communicate scope changes to non-technical partners, and I will focus on using clearer, jargon-free language in future updates.”

Early-career / first job
“As a first-year analyst, I focused on building foundational skills and reliability. I completed all assigned tasks on time, asked for feedback regularly, and took initiative by automating two recurring reports, saving the team several hours per month. I’m still building confidence in presenting my work to senior leaders, so I plan to volunteer for more presentation opportunities and practice with my manager beforehand.”

Senior individual contributor
“This year I acted as a subject-matter expert for two major initiatives and mentored three junior colleagues. My technical contributions helped reduce system downtime by 30%, and I led the design of a new monitoring dashboard that has already prevented multiple incidents. I want to improve my influence across teams by investing more time in relationship-building with peers in other departments.”

These bite-sized paragraphs are real examples you can plug into your own review with minor edits.

FAQ: Common questions about writing self-assessments

What are some good examples of self-assessment statements for an annual review?

Good examples of self-assessment statements are specific, honest, and tied to outcomes. For instance: “I increased monthly website traffic by 22% through A/B testing and improved content quality,” or “I reduced error rates in client reports from 4% to 1.5% by implementing a new checklist and peer review process.” Each example of a strong statement connects what you did to what changed.

How long should my self-assessment be?

Most companies expect a few solid paragraphs per section, not a novel. Aim for enough detail that someone who hasn’t followed your work day-to-day could understand your impact. The real examples of self-assessment examples for annual review in this article are a good length reference: a short opening summary, a few specific examples, and a brief note on what’s next.

Can I mention personal challenges, like health or burnout?

You can, and sometimes you should—especially if they affected your performance and you want to give context, not excuses. Focus on what you did to manage the situation and what support or adjustments helped. For general guidance on managing stress and well-being, resources from organizations like the National Institute of Mental Health or Mayo Clinic can help you think about healthy strategies, which you can briefly reference in your review if relevant.

Is it okay to ask for a promotion or raise in my self-assessment?

Yes, as long as you connect the request to evidence. Use your self-assessment to lay out the case: expanded responsibilities, results that align with the next level, and feedback you’ve received. Then, signal that you’d like to discuss it: “Given the scope of my current responsibilities and the impact outlined above, I’d welcome a conversation about aligning my title and compensation with this level of contribution.”

What if I don’t have numbers for my achievements?

Not every role has clear metrics, but you can still create strong examples of self-assessment. Think about time saved, quality improved, conflicts resolved, or satisfaction increased. You can use estimates when exact numbers aren’t available, as long as they’re reasonable and clearly described (for example, “approximately,” “about,” or “roughly”).

If you use the examples of self-assessment examples for annual review in this guide as templates—swapping in your own details, numbers, and stories—you’ll walk into your performance conversation with a clear, confident narrative about your year. That makes it easier for your manager to recognize your contributions and support your growth in the year ahead.