Employee self-evaluations are an essential part of the overall review process. Self-evaluations give employees a chance to toot their own horns and give their managers insights into how their direct reports see their own strengths and weaknesses.
But self-evaluations can also signal more subtle factors at play in the office. Here are a few red flags to watch for in employee self-evaluations when it comes to employee retention.
Late or Brief Employee Evals
When employees aren’t eager to put together their self-evaluations or when they do the bare minimum, it’s a strong sign that they aren’t very invested in the broader review process and what it means for their future with the company. This is particularly concerning when it comes to high performers who would seemingly have a lot of positive things to say about themselves.
When these employees seem disinterested in a strong review, it can be a sign that they’re not planning to stay with the company much longer. A big raise or promotion might be nice, but it doesn’t matter much when they have solid job leads elsewhere.
Even when employees aren’t eying the door, spending minimal time on their self-evaluations can signal that they don’t see a meaningful chance that their work experience, recognition or compensation will improve based on a review.
Venting
Self-evaluations are, of course, meant to discuss one’s own performance. When employees fill up their self-evaluation with complaints about colleagues, it’s a strong sign that they aren’t receiving the support they need to deal with internal stakeholders and that a toxic sentiment may have developed around that employee.
A poor relationship with colleagues and a toxic work environment are significant contributing factors to employee turnover.
When employees are venting in their self-evaluations it creates an opportunity to have discussions related to areas where they may feel a lack of control, or where they may need to take on more personal responsibility to address issues that are causing frustration for them.
No New Goals
Often, self-evaluations include setting goals for the future. Such goals from previous years are frequently what the current evaluation is based on, at least in part.
When employees aren’t setting new goals for themselves or when they set goals that are uninspiring, it’s a sign that they’re lacking motivation and engagement. It can also be a sign that they don’t envision themselves spending much more time with the organization. Why set a goal for next year when I’m hoping to be out of this place within the next three months?
Employee self-evaluations offer valuable insights not only into individual performance but also into broader engagement and retention risks. Signs like minimal effort, venting about colleagues, or a lack of new goals can indicate waning motivation or a potential intent to leave. By recognizing these red flags, managers can proactively address concerns, reinforcing employees’ sense of value and aligning opportunities for growth to improve retention and satisfaction.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.