Example statements Example improvement areas

What’s at stake? In short, your finances — because performance reviews frequently determine your merit increases.

Among all the questions on a performance review self-assessment, questions about weaknesses are an easy place to self-sabotage your chances at a raise.

“Areas of improvement” examples

Before we get into strategy, here are some examples of effective responses to the “areas of improvement” question on a written performance review:

Over the last six months, I have often involved co-workers when solving customer problems. I would like to be more self-sufficient now that I’ve learned the company policies. My goal is to be solving customer issues solo half the time or more by the summer season. I will do this by getting additional training related to my job functions and using resources available to me, like Thursday Lunch-and-Learn events.

Last year, my email replies to colleagues were often delayed while I prioritized client emails. This quarter, I will work to respond to any form of internal communication within 1–2 business days. I will do this by implementing organizational strategies like using calendar reminders and paper planners to keep track of when I need to respond to communications.

I am sometimes hesitant to recruit colleagues to collaborate in the office because of fear that more people at the table will increase project times. This has lead to me working alone in situations where involving co-workers could be beneficial. Over the next six months, I will work to collaborate with team members and subject matter experts anytime the project involves skills I am learning or don’t have. I will take my first step towards this goal by taking the course on effective group leadership offered by HR.

These “area of improvement” examples are effective because they show your manager two things:

1. Your performance is continually improving.
2. You are confident and view shortcomings as opportunities.

To hone your strategy, you may consider asking an HR team member for information on the rubric used at your company. Companies typically use rubrics that have a rating system of 1–10 or 1–5.

What are some example “areas of improvement” applicable to many roles?

Soft skills like communication, collaboration, time management, and problem-solving can be applied across a variety of industries and careers. According to the Society of Human Resources Management, soft skills are in high demand across the board.

Take a look at the table below. You can see how these skills could be applied across a variety of fields. These are all critical skills that range from the food service industry to retail to healthcare to information technology.

These skills matter regardless of where you are in your career or what field you are in.

What can I write for my areas of improvement?

Here are some examples of what to write for your “areas of improvement” broken down by some of the most common soft skills: time management, collaboration, communication, and problem-solving.

Time Management

Since her last performance review, Sandra has had a difficult time managing her time. She is frequently late to work, 75% of her meetings go several minutes over the allotted time, and she meets project deadlines only about half of the time. She can use some of these examples for her areas of improvement.

• I will turn in work assignments on or before the agreed upon deadline ___% of the time after ___ months.
• I will conduct meetings in the allotted time frame ___% of the time after ___ months.
• I will arrive on time for work ___% of the time after ___ months.

Collaboration

Last year, Jacob completed several projects. For about half of those projects, he had to make several adjustments after the deadline because he did not consult subject matter experts or his team members. Here are some suggestions for what Jacob could write for his areas of improvement.

• I will work with subject matter experts to get information for projects ___% of the time after ___ months.
• I will consult with team members on projects that require their input ___% of the time after ___ months.
• I will help with team-oriented projects ___% of the time after ___ months.

Communication

Over the last year, Jasmine has struggled to communicate in a timely manner. She responds to most of her emails a week later. She also communicates the progress of projects with her supervisor and stakeholders about half of the time. Jasmine could use some of the following templates for her areas of improvement.

• I will check and respond to my emails within 2 business days ___% of the time after ___ months.
• I will communicate weekly with stakeholders to update them on the progress of projects ___% of the time after ___ months.
• I will communicate issues that arise that affect the progress of my work with my supervisor ___% of the time after ___ months.

Problem Solving

Steven has been faced with several problems over the last year. He follows standard procedures, uses all available resources, and presents solutions to problems only about 25% of the time. Steven can use these examples when he is writing his areas of improvement.

• I will use resources at my disposal, like training manuals or tip sheets, to solve problems that arise in my daily work ___% of the time after ___ months.
• I will present solutions to problems that arise in my daily work ___% of the time after ___ months.
• I will follow standard processes and procedures to solve problems that arise in my daily work ___% of the time after ___ months.

How can I use these areas of improvement to set goals for myself?

It’s important to note that no employee is perfect. You should not expect yourself to perform with 100% accuracy. When setting a goal, you need to ask yourself these questions.

“Where am I at now?”

“Where do I want to be 1 month from now… 3 months from now… 6 months from now?”

“How will I know when I’ve achieved the goal?”

“Is this goal attainable for me in the allotted time frame?”

“Can I quantify my goal with a number (i.e. a percentage)?”

Choose a percentage that reflects growth. For example, if you are late to work 4 out of 5 days per week, then you are on time to work only 20% of the time. A percentage that shows growth would be you are on time to work 50% of the time. The goal is to choose a “sweet spot” percentage, one that is attainable but also shows growth.

Some organizations, including the Society of Human Resources Management, recommend utilizing the S.M.A.R.T. method when setting goals. This could also be a useful tool to use. You can use this chart to help you determine what your specific goals should be.

How do you quantify improvement over time?

Take this opportunity to present your goals to your supervisor. Work closely with them to determine the metrics and the ultimate goal or outcome of your areas of improvement.

For example, Daphne currently conducts meetings that stay within the allotted meeting time only 20% of the time. This means 80% of the meetings she has gone over the agreed upon time frame. In 6 months from now, she wants to conduct meetings that stay within the allotted meeting time 75% of the time. Here are a few more examples of what each goal looks like before the improvement and after.

Once you and your supervisor have come to an agreement on how you will know your goal is met, you need a way to track it. This is the tricky part and one of the places where several people let their goals fall through the cracks. It can prove difficult to add yet another task to your workload, but it can also prove to be beneficial. If you can show that you’ve made improvements, especially using data like numbers and percentages, it will come in handy at performance review time. You’ll be armed with the data on your growth in these areas, which could help your chances of a merit increase.

Tracking your progress towards your goals could be as simple as a calendar reminder at the end of each day or each week, a document on your computer where you track each day, or a weekly email to your supervisor. You can even use the old-fashioned pen and paper method to track your progress. No matter which method you use, remember to keep track of where you are documenting your progress and stick with the same method. That way you won’t have any lost data.

What are some “ways to improve”?

Don’t just leave it to your supervisor to tell you the different ways you should improve. You know yourself best. Think about how you learn best. Think about the problem you are faced with. What will work best for you to make your goal more easily attainable? Here are some of the most common strategies for achieving your goals. No matter which method you choose, it’s important to commit to taking action and doing what it takes to work towards achieving your goal. Both commitment and follow-through lead to improved outcomes.

Internal training programs

Additional training with the company can help you, especially if you are struggling with procedures and processes within your workflow. Sometimes workflow training can be informal, such as shadowing a colleague, reviewing the procedure manual, or studying the training documents. Several companies also offer soft skills training seminars like time management, organization, how to work well with others, the basics of communication, workplace etiquette, etc. If your company is offering training to you, especially in one of your areas of improvement, take it. They are invested in your growth and are allowing you to better yourself.

External coursework or certifications

Not all organizations are big enough to offer in-house training, so training outside the company is also a great option. These training sessions can range from free to hundreds of dollars, so it’s important to do your research. Your supervisor or Human Resources department may even be able to point you in the direction of these outside training sessions. When you are working hard at achieving your goals, more frequent check-ins with your supervisor may be warranted. This will depend on if you and/or your supervisor feel it is necessary. You will both need to come to an agreement on the frequency and format of these check-ins. For example, you may have a weekly email exchange with your supervisor and use the information from those emails to meet monthly for feedback.

Mentorship programs

A mentor within or outside of the company is also an option. This person will be someone who is well versed in the skill you are trying to improve and someone that will hold you accountable that isn’t your direct supervisor. Some companies have a mentor program already in place, so be sure to ask your supervisor if this is an option. If it isn’t, think of someone who excels at the skill you are trying to improve, whether it be inside or outside of the organization, and approach them. You can say something like, “Hey Becky. I noticed you’re great at communication. It’s an area I’m looking to improve. Would you be willing to mentor me?”

Frequently Asked Questions

What is a good response to “what is my biggest weakness?”

In a work setting, effective answers to the question “what is my biggest weakness” are honest, but focus on a competency area that is non-critical to the goal at hand. Showing self-awareness and desire to self-improve is a positive attribute, but it can have the unintended consequence of reducing your apparent competence when applied to important skill areas.