In this post, you can ref useful information about annual performance review answers. You can ref more materials for annual performance review answers such as: performance review methods, performance review forms…
Although the questionnaires associated with performance self-evaluations will differ by company-especially from one small business to another-knowing how to answer standard inquiries can help prepare you for what is ahead. Being honest, self-aware and insightful during your performance review will produce the best results, helping your manager or employer understand how you learn from your mistakes and permitting you to go forward and do better. Truthfully showing your diligence and commitment is key.
Follow the evaluation prompt. Answer the questions you are asked, not the questions you wish you were asked. Do not ramble or stray off topic, using pre-formed replies to subjects not covered. Address each question in its entirety, using the space provided on a written sheet.
Think before you write. If asked to comment on your biggest work-related mistake in the last year, for example, reflect on events you have learned from by using your former calendar or schedule to guide your thoughts. Avoid simply writing the first example that comes to mind in favor of using a story that can show how you have improved. On the Harvard Business Review Answer Exchange, author Tara Rodden Robinson suggests giving yourself at least one uninterrupted hour of reflection to complete a solid self-evaluation.
Answer honestly, detailing the good and the bad. In your self-evaluation, do not include any facts that distort the truth and are definitively inaccurate. Worse than revealing you have made a poor choice in the past is revealing you are still making those poor choices. If you feel that disclosing details is unnecessary, keep the particular response vague until a supervisor seeks more information.
Counteract previous self-critiques as appropriate. When asked to do so, demonstrate that you have learned from errors, corrected the behavior or lack of knowledge and have come full circle in being the employee you need to be. Author Tara Rodden Robinson suggests identifying what you want to both start and stop doing. Do not end the performance review on a negative note.