Self-Assessment Survey

The Self-Assessment Survey gives employees a structured way to reflect on their own performance before a review conversation. Rather than waiting to hear only a manager's view, the person rates how well they meet key targets, prioritise high-impact work, take responsibility for outcomes, and manage their time without creating delays for others. It also invites reflection on strengths, communication, and collaboration, and includes an open prompt asking for their most significant accomplishments during the review period and what made them impactful. Run it ahead of performance reviews, development check-ins, or goal-setting sessions so employees arrive prepared and the discussion starts from their own honest appraisal rather than a blank page.

A review works best as a two-way conversation, and a self-assessment makes that possible. When employees rate themselves first, managers learn where each person's self-view aligns with, or differs from, their own, which is often the most productive place to focus a discussion. It surfaces accomplishments a busy manager may have missed, prompts people to own outcomes that did not go to plan, and encourages reflection on strengths and development areas. The result is a fairer, better-prepared review with less recency bias, clearer development goals, and more employee ownership. Over time, comparing self-assessments with manager feedback also helps people build accurate self-awareness.

The template runs to roughly 20 questions spanning results, ownership, self-awareness, and collaboration. On performance and accountability, employees respond to statements such as "I consistently meet or exceed the key performance targets set for my role," "I effectively prioritise my work to focus on high-impact tasks and deliverables," "I take responsibility for my outcomes, including when things do not go as planned," and "I manage my time effectively and deliver work without creating delays for others." A reflective open question asks for the person's most significant accomplishments during the review period and what made them impactful. Further statements cover self-awareness and teamwork, including understanding and leveraging strengths, communicating ideas and concerns to stakeholders, and contributing positively to team dynamics.

Copy or download the questions and load them into your survey tool, such as Google Forms, Typeform, or your HR platform, then send them to employees a week or two before their review. Because self-assessments are attributed by nature, treat them as confidential between the employee, their manager, and HR rather than anonymous. No signup is required. Ask people to support ratings with brief examples, and have managers read responses before the meeting so the conversation builds on the employee's reflection.