One common mistake is copying self-evaluation examples word-for-word without personalizing them to reflect actual performance. This can come across as insincere or generic. Another mistake is focusing solely on achievements without acknowledging areas for improvement, which can give the impression of overconfidence or lack of self-awareness. Employees should also avoid vague language and instead use specific metrics or outcomes. Overly negative self-evaluations can also be detrimental, as they may downplay genuine contributions. The best approach is to balance strengths with growth opportunities and ensure examples are authentic and measurable.
