# Self-Appraisal Examples: The Five Kinds and How to Write Them Canonical URL: https://headwayskills.com/knowledge/working-with-your-manager/self-appraisal-examples/ Markdown URL: https://headwayskills.com/knowledge/working-with-your-manager/self-appraisal-examples.md Entity type: Article Last updated: 2026-07-07 Language: en Primary audience: professionals improving working with your manager at work Owner: Headway Skills Contact: https://headwayskills.com/contact/ ## Short answer The five kinds of self-appraisal examples—accomplishments, skills, growth areas, goals, and behavior—plus how to word each so it holds up in your review. ## Key facts - Title: Self-Appraisal Examples: The Five Kinds and How to Write Them - Category: Working with Your Manager - Primary skill: Working with Your Manager - Related skills: Building Self-Awareness, Communication - Primary keyword: self appraisal examples - Source page: https://headwayskills.com/knowledge/working-with-your-manager/self-appraisal-examples/ ## What this page covers - The five kinds of self-appraisal examples—accomplishments, skills, growth areas, goals, and behavior—plus how to word each so it holds up in your review. - Practical guidance for self appraisal examples - How this topic connects to Working with Your Manager ## Detailed explanation A self-appraisal example is a model sentence for describing your own performance in a review — one that names a real accomplishment, skill, growth area, goal, or behavior specifically enough that your manager can picture it. The strongest ones name the project, quantify the result, and tie it to something the team cared about: not "I'm reliable," but "I closed 18% above my quarterly target." Self-appraisal, self-evaluation, and self-assessment all mean the same exercise — you, on the record about your own work. If you're staring at a blank self-evaluation form, torn between sounding boastful and selling yourself short, that tension is the real difficulty — not the wording. The useful thing to know is that self-appraisal examples fall into just a few distinct kinds. Once you can see the kinds, picking and adapting the right one for [each part of your review](/knowledge/working-with-your-manager/performance-reviews/) gets much simpler. ## What makes a self-appraisal example work Nearly every guide that ranks for this search — Deel, HiBob, Lattice, PerformYard, Culture Amp — converges on the same advice, and it's worth absorbing before you borrow a single line. Be specific: name the project, quantify the result, and connect it to a goal your team or department actually cared about. A number does the persuading ("cut ticket resolution time by a third"); words like "dedicated" or "hardworking" give your reviewer nothing to measure. Balance matters as much as specificity. The guides broadly agree on roughly 70 to 80 percent strengths and 20 to 30 percent honest growth areas — enough to make your case without either bragging or running yourself down. And treat every example below as a model, not a script: a sentence lifted word-for-word reads as generic, and reviewers notice. These examples do their job only once you swap in your own projects, numbers, and voice. The genuinely hard part usually isn't phrasing; it's judging your own work fairly — knowing which strengths are distinctive enough to feature and [which gaps are worth naming](/knowledge/self-awareness/self-awareness-at-work/). That's a skill of its own, and it can help to get [a read on your strengths](https://assessment.headwayskills.com/) before you decide what goes in. With the principles set, here are the kinds of examples themselves. ## The main types of self-appraisal examples A complete self-appraisal draws on a handful of distinct kinds of example, and the large example banks — HiBob, PerformYard, Deel — organize their answers along much the same lines. Covering the full range is what makes a review read as a whole picture of your year rather than a list of wins. ### Accomplishment and impact examples This is the backbone of the document and the bulk of your strengths, so lead with it. Write each win as an outcome, not an activity. A strong model: "I led the onboarding redesign and delivered it on schedule, contributing to a 22% lift in trial-to-paid conversion." Notice the pattern — a number, the mechanism behind it, and a business result. If your work isn't measured in revenue, quantify what it is: time saved, error rates reduced, tickets closed, a deadline beaten. Two or three consequential examples land harder than a long inventory. ### Skill and competency examples These are organized around a named capability — communication, teamwork, problem-solving, or a skill specific to your role — rather than a single project, so they show a pattern rather than a one-off. The move is to prove the skill with one concrete instance instead of claiming it outright. Compare "I'm a strong communicator" with "I translate complex updates into clear, actionable steps, which kept our cross-team launch aligned." The second earns the label; the first just asserts it. ### Areas-for-growth examples This is the kind people dread, and it's the only one that names a weakness — which is exactly why it's worth getting right. A simple four-move framework defuses it: acknowledge the gap, give it context, show what you did about it, and describe the trajectory forward. A model: "In Q2 I struggled to manage two simultaneous launches; I flagged it to my manager, built a priority tracker, and improved my delivery consistency through Q3 and Q4. Next year I'll use that system from the start of each quarter." Written this way, a growth area reads as self-awareness and initiative, not confession. ### Goal and development examples These face forward: they [set objectives for the next period](/knowledge/working-with-your-manager/performance-goals-for-employees-examples/) and name the support or resources you'll need to reach them. A model: "Next cycle I want to focus on leading a cross-functional project, and I'd value your backing to take the lead on the Q1 launch." That closing ask matters — it reframes the review as a shared plan rather than a verdict, and it's often where you shape what you'll actually be measured on next. This is the kind that turns the appraisal into an input for the cycle ahead instead of only a report on the one behind you. ### Values and behavior examples The categories above mostly cover *what* you delivered; this one covers *how* you worked — collaboration, reliability, initiative, the way your conduct lined up with what your team values. Managers weigh the "how" alongside the output, so it's worth a genuine example rather than a platitude. A model: "Through a messy reorg, I kept the team aligned by posting a short written update every week, so people stayed on the same page even when our meetings got cut." Point to a real behavior and its effect, not to an adjective about yourself. ## The skills that make a self-appraisal easier to write Notice what these examples quietly require. Behind the tidy sentences sit a few habits that decide whether your self-appraisal lands — and none of them is really about writing. **Working with Your Manager** turns the form back into what it actually is: your opening move in a two-way review. A self-appraisal done well makes your results visible and hands your manager an accurate, well-framed version of your year to build their own assessment on — and, done with an eye forward, it's where you set up what comes next. Treat it as a partnership document rather than a box to tick or a place to lobby, and it works in your favor. **Building Self-Awareness** is what lets you judge your own work fairly — naming the strengths that are genuinely yours, owning the growth edges without flinching, and folding in the feedback you've gathered across the year. It's the difference between a self-appraisal that inflates, one that shrinks, and one that's simply accurate. This doesn't take deep introspection; it takes an honest, current read on how you actually worked. **Communication** is the craft layer — turning what you did into statements a reader trusts. Lead with the result, be specific, cut the padding, and let one clean sentence carry each point. The same accomplishment can read as a throwaway line or as evidence, depending only on how it's framed. None of the three is a fixed talent; each is built through practice, and they're three of the twelve work skills a short, free assessment can measure. So rather than guessing which one is holding your reviews back, you can see [which skills to build next](https://assessment.headwayskills.com/) and put your effort where it will sharpen your next appraisal the most. You may already recognize some of this in how you work — the instinct to keep a running note of what you delivered, or the discomfort with overstating it. Those instincts are the raw material, and the skills around them are learnable, which means the person who writes a sharp, honest self-appraisal next cycle is someone you can grow into, at whatever pace fits you. It's worth doing deliberately, too: as your responsibilities grow, being able to represent your own work accurately counts for more, not less — reviews get higher-stakes, and the people who speak clearly about their contribution are rarely the ones who go unnoticed. By drafting this yourself instead of pasting in a template, you're already doing the reflective part most people skip, which makes the next step a small one. ## See where your own skills stand The only thing left is to get an honest baseline before you write. The **free** Work Skills Test is a short self-assessment of all twelve work skills — the same ones running underneath a strong review — and it shows you [where you stand on each](https://assessment.headwayskills.com/) and which one will make the biggest difference to your next appraisal. It turns "I think I'm good at this" into something you actually know. Free, takes about 7 minutes, and there's nothing to prepare. ## Who this is for - Professionals building practical workplace skills - Readers looking for specific, usable work advice - Managers, educators, and coaches supporting career readiness ## Common questions ### What is this guide about? The five kinds of self-appraisal examples—accomplishments, skills, growth areas, goals, and behavior—plus how to word each so it holds up in your review. ### Which Headway skill does this connect to? This guide connects primarily to Working with Your Manager. It also relates to Building Self-Awareness, Communication. ### What is the recommended next step? Use the free Work Skills Test to reflect on which work skill to improve next. ## Related pages - https://headwayskills.com/knowledge.md - https://headwayskills.com/knowledge/working-with-your-manager.md - https://headwayskills.com/knowledge/self-awareness.md - https://headwayskills.com/knowledge/communication.md - https://headwayskills.com/work-skills-test.md ## Citation guidance Use the canonical page when citing this content: https://headwayskills.com/knowledge/working-with-your-manager/self-appraisal-examples/ Preferred summary: "The five kinds of self-appraisal examples—accomplishments, skills, growth areas, goals, and behavior—plus how to word each so it holds up in your review." ## Change log - 2026-07-07: Content collection version published.