Are you an employee you would strongly recommend to a highly regarded employer as indispensible? Are you the manager you would choose to work for knowing you would be inspired and challenged?
As we settle into positions and get comfortable with our roles, how often do we self-evaluate our own effectiveness? In most companies performance reviews are conducted, at the very least, on an annual basis. The process starts with a self-evaluation (hopefully) and we are given a structured instrument to complete that may or may not provide for personal commentary. I am a supporter of effective talent management systems, have designed and implemented them. However, they are and should be results driven under the umbrella of organizational strategy. These assessments are driven by company expectations and have a very different objective than the type of assessment to which I am referring. In company facilitated performance reviews, it is inevitable that self-assessments be influenced by how the responses will be received.