False modesty is not helpful in a year-end review, but neither is vague praise.
The year-end review is not just a time to brag. It’s also a time to share what you want to do better next year -- and for good reason.
are typically used as part of the compensation cycle to determine which employees get raises, bonuses or promotions.The truth is, only you know best what you were doing at your job this year. Year-end evaluations can be a way to get your boss up to speed on what they may have missed. Michael C.
“Think about all the people that you work with: your manager, colleagues, customers and other departments or teams. Reflect on what came easy to you while working with these stakeholders and what challenges you had,” said Angela Karachristos, a career coach who has worked in human resources.“Gather emails, reports and communications that support your work,” she said.
Your self-evaluation can also be a means to show that you are moving forward from past mistakes. If you and your manager both know about a particular setback in the past year, it’s better to own how you learned from it. It shows you are holding yourself accountable. Instead of blaming circumstances or others for where you fell short, Reyes suggests spinning those bumps in a positive light, with language like “I was able to be agile during our challenges and changes.”It’s tough to remember in December what you worked on in February. To avoid wracking your brain in the final hours before your assessment is due, make it a habit to keep track of emails, collaborations and projects that are relevant to team and business goals.
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