During a recent meeting with some associates, the topic of Performance Appraisals was addressed. This led to the issue of self-evaluations. Several associates stated: “I don’t like to do the self-evaluations”. Other associates asked, “Why do we have to do self-evaluations?”. Still others thought it was a waste of time because they felt that employees would just rate themselves as excellent in every category. What if we understood the real value of self-evaluations? What if self-evaluations could be a practical and useful tool for us to use to make our work lives better? This article will address each of these three concerns and help you to understand the role of self-evaluations in your success. Taking these concerns in order, the first is: “I don’t like to do the self-evaluations”.This issue probably has more to do with human nature more than anything else. We do not always relish the thought of putting ourselves under a microscope. It is painful for us to look at our faults, our weaknesses, our inconsistencies and our human frailties, however, if we fail to honestly look at ourselves we will never know our progress. We will not be able to set goals. We will not be able to change or redirect our course in life. Sadly, there will be no growth or self-improvement. It is important in our work lives to seek personal and professional growth. Not just because we may get a new title, a larger paycheck or the envy of our peers. It is important because we want and need to have a well-rounded and enjoyable life while occupying space on this planet. Our work lives are a large part of our total life span. Therefore, it is essential that we make our work lives as productive and enjoyable as possible. Additional benefits will be discovered in looking at the concern, “Why do we have to do self-evaluations?”.The reason for conducting a self-evaluation is to lend another person’s perspective to the performance appraisal process. The old saying: “Two heads are better than one.” comes into play here. While a 360 degree review takes in perspectives from several sources, having at least two perspectives is better than just one. Having at least two perspectives on any issue opens the door for brainstorming new approaches, and for frank, positive discussion. Exploration into new ideas and solutions is made easier to approach. What if the supervisor or manager who is conducting your performance appraisal is new to the department? Conducting your own self-evaluation will allow your perspective to shed light on your history, accomplishments and goals. Further, self-evaluation is a practical and useful tool to ensure that your ideas, thoughts and suggestions have been heard in a fair and open forum. Being able to give your input to the performance appraisal will give the new supervisor or manager insight into his or her employees. Knowing employees is a basic requirement for the successful management of a work team. If supervisors and managers do not know their employees, motivation becomes an elusive enigma. While many voiced the concern that employees will rate themselves as excellent in all categories, quite the opposite is generally the case.Experience has shown that generally employees usually rate themselves slightly lower on a performance appraisal than the supervisor or manager. Many times the two evaluations are fairly close. People are basically fair and honest. Of course, you will occasionally run into the ego manic who thinks they know it all and that the world revolves around them. But this is rare and does not represent rational thinking. People usually have a “helpful” mindset. People want to aid in the evaluation process and to make jobs easier both for themselves and their evaluator. Supervisors and managers want to help their employees succeed. Helping others succeed is not only part of management’s job, but it is a fundamental law of good leadership. Good leadership encompasses developing and retaining employees. With an eye on the bottom line, accurate evaluations help to cut the cost of finding, hiring and training new employees. So, the next time you think that you do not like to do self-evaluations or if you ask, “Why do we have to do self-evaluations?”, or if you feel they are a waste of time, remember that self-evaluations are part of a team effort on the part of management and the employee to improve the organization and your work life. Self-evaluations help make everyone’s job easier, more productive and satisfying.