performance task in problem solving

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What is a Performance Task? (Part 1)

Jay McTighe is an accomplished author, having co-authored 14 books, including the award-winning and best-selling Understanding by Design series with Grant Wiggins. His books have been translated into ten languages. Jay has also written more than 35 articles and book chapters, and been published in leading journals, including Educational Leadership (ASCD) and Education Week. JayMcTighe.com

A performance task is any learning activity or assessment that asks students to perform to demonstrate their knowledge, understanding and proficiency. Performance tasks yield a tangible product and/or performance that serve as evidence of learning. Unlike a selected-response item (e.g., multiple-choice or matching) that asks students to select from given alternatives, a performance task presents a situation that calls for learners to apply their learning in context.

Performance tasks are routinely used in certain disciplines, such as visual and performing arts, physical education, and career-technology where performance is the natural focus of instruction. However, such tasks can (and should) be used in every subject area and at all grade levels.

Characteristics of Performance Tasks

While any performance by a learner might be considered a performance task (e.g., tying a shoe or drawing a picture), it is useful to distinguish between the application of specific and discrete skills (e.g., dribbling a basketball) from genuine performance in context (e.g., playing the game of basketball in which dribbling is one of many applied skills). Thus, when I use the term performance tasks, I am referring to more complex and authentic performances.

• More from Jay: Register for Jay McTighe’s Designing Authentic Performance Tasks & Rubrics

Here are seven general characteristics of performance tasks:

1. Performance tasks call for the application of knowledge and skills, not just recall or recognition.

In other words, the learner must actually use their learning to perform. These tasks typically yield a tangible product (e.g., graphic display, blog post) or performance (e.g., oral presentation, debate) that serve as evidence of their understanding and proficiency.

2. Performance tasks are open-ended and typically do not yield a single, correct answer.

Unlike selected- or brief constructed- response items that seek a “right” answer, performance tasks are open-ended. Thus, there can be different responses to the task that still meet success criteria. These tasks are also open in terms of process; i.e., there is typically not a single way of accomplishing the task.

3. Performance tasks establish novel and authentic contexts for performance.

These tasks present realistic conditions and constraints for students to navigate. For example, a mathematics task would present students with a never-before-seen problem that cannot be solved by simply “plugging in” numbers into a memorized algorithm. In an authentic task, students need to consider goals, audience, obstacles, and options to achieve a successful product or performance. Authentic tasks have a side benefit — they convey purpose and relevance to students, helping learners see a reason for putting forth effort in preparing for them.

4. Performance tasks provide evidence of understanding via transfer.

Understanding is revealed when students can transfer their learning to new and “messy” situations. Note that not all performances require transfer. For example, playing a musical instrument by following the notes or conducting a step-by-step science lab require minimal transfer. In contrast, rich performance tasks are open-ended and call “higher-order thinking” and the thoughtful application of knowledge and skills in context, rather than a scripted or formulaic performance.

5. Performance tasks are multi-faceted.

Unlike traditional test “items” that typically assess a single skill or fact, performance tasks are more complex. They involve multiple steps and thus can be used to assess several standards or outcomes.

6. Performance tasks can integrate two or more subjects as well as 21st century skills.

In the wider world beyond the school, most issues and problems do not present themselves neatly within subject area “silos.” While performance tasks can certainly be content-specific (e.g., mathematics, science, social studies), they also provide a vehicle for integrating two or more subjects and/or weaving in 21st century skills and Habits of Mind. One natural way of integrating subjects is to include a reading, research, and/or communication component (e.g., writing, graphics, oral or technology presentation) to tasks in content areas like social studies, science, health, business, health/physical education. Such tasks encourage students to see meaningful learning as integrated, rather than something that occurs in isolated subjects and segments.

7. Performances on open-ended tasks are evaluated with established criteria and rubrics.

Since these tasks do not yield a single answer, student products and performances should be judged against appropriate criteria aligned to the goals being assessed. Clearly defined and aligned criteria enable defensible, judgment-based evaluation. More detailed scoring rubrics, based on criteria, are used to profile varying levels of understanding and proficiency.

Let’s look at a few examples of performance tasks that reflect these characteristics:

Botanical design (upper elementary).

Your team will be responsible for selecting a public place in your area that you can improve for visitors and members of the community. You will have to research the area selected, create a scale drawing of the layout of the area you plan to redesign, propose a new design to include native plants of your region, and prepare educational materials that you will incorporate into the design.

• Check out the full task

Evaluate the Claim (upper elementary/ middle school)

The Pooper Scooper Kitty Litter Company claims that their litter is 40% more absorbent than other brands. You are a Consumer Advocates researcher who has been asked to evaluate their claim. Develop a plan for conducting the investigation. Your plan should be specific enough so that the lab investigators could follow it to evaluate the claim.

Moving to South America (middle school)

Your task is to research potential home locations by examining relevant geographic, climatic, political, economic, historic, and cultural considerations. Then, write a letter to your aunt and uncle with your recommendation about a place for them to move. Be sure to explain your decision with reasons and evidence from your research.

Accident Scene Investigation (high school)

You are a law enforcement officer who has been hired by the District Attorney’s Office to set-up an accident scene investigation unit. Your first assignment is to work with a reporter from the local newspaper to develop a series of information pieces to inform the community about the role and benefits of applying forensic science to accident investigations.

In sum, performance tasks like these can be used to engage students in meaningful learning. Since rich performance tasks establish authentic contexts that reflect genuine applications of knowledge, students are often motivated and engaged by such “real world” challenges.

When used as assessments, performance tasks enable teachers to gauge student understanding and proficiency with complex processes (e.g., research, problem solving, and writing), not just measure discrete knowledge. They are well suited to integrating subject areas and linking content knowledge with the 21st Century Skills such as critical thinking, creativity, collaboration, communication, and technology use. Moreover, performance-based assessment can also elicit Habits of Mind, such as precision and perseverance.

Additional Resources

• For a collection of authentic performance tasks and associated rubrics, see Defined STEM
• For a complete professional development course on performance tasks for your school or district, see Performance Task PD with Jay McTighe
• For more information about the design and use of performance tasks, see Core Learning: Assessing What Matters Most by Jay McTighe

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Assessing Critical Thinking and Problem-Solving

Critical thinking.

How do you assess critical thinking and problem solving skills?

In considering how we assess critical thinking and problem solving skills, we wanted to answer the question of how we know whether students are learning the cognitive processes we are teaching and are able to transfer them to novel situations. In answer to this challenge, we have designed short performance tasks that target each of our constructs of critical thinking and problem solving.

What are performance tasks?

Performance tasks are specific activities that require students to demonstrate mastery of knowledge or skills through application within the task. The performance tasks that we utilize to assess critical thinking and problem solving are each aligned with a specific thinking type. In each task, students are required to make their thinking visible either through demonstration of their work, through oral description of their thinking, or through writing. How do you design performance tasks aligned with constructs of critical thinking and problem solving?

In designing performance tasks, we always begin with the cognitive skill that we want to assess. Every decision about how to design performance tasks then grows from that clear understanding of the target.

Because the focus is on a specific cognitive skill, we want to remove barriers from both the level of understanding of the content or basic math and reading skills. Thus we choose tasks that are situated in contexts with which most students are already familiar. In addition, we ensure that the literacy and math components of the task are sufficiently low that most students are not hindered by the reading or computational components.

However, we strive to design tasks that are problematic for students. In other words, students shouldn’t have a quick solution to the tasks. We make tasks problematic in a couple of ways. First, we make tasks problematic by giving open-ended assignments where there are multiple possible solutions. Second, we make tasks problematic through the complexity of the problem that students need to think through.

How do you evaluate students’ critical thinking and problem solving skills through a performance task?

When students complete performance tasks, they generate evidence of their thinking that we can utilize to evaluate their critical thinking and problem solving skills. Utilizing our rubrics we evaluate student responses across the task to each dimension on the rubric. We don’t generate a single score for each construct. Instead, students are scored on each component of the rubric. This allows us to give refined feedback to students.

What is a Performance Task? (Part 1)

Defined Learning

Performance Task PD with Jay McTighe — Blog

A performance task is any learning activity or assessment that asks students to perform to demonstrate their knowledge, understanding and proficiency. Performance tasks yield a tangible product and/or performance that serve as evidence of learning. Unlike a selected-response item (e.g., multiple-choice or matching) that asks students to select from given alternatives, a performance task presents a situation that calls for learners to apply their learning in context.

Performance tasks are routinely used in certain disciplines, such as visual and performing arts, physical education, and career-technology where performance is the natural focus of instruction. However, such tasks can (and should) be used in every subject area and at all grade levels.

Characteristics of Performance Tasks

While any performance by a learner might be considered a performance task (e.g., tying a shoe or drawing a picture), it is useful to distinguish between the application of specific and discrete skills (e.g., dribbling a basketball) from genuine performance in context (e.g., playing the game of basketball in which dribbling is one of many applied skills). Thus, when I use the term performance tasks, I am referring to more complex and authentic performances.

Here are seven general characteristics of performance tasks:

• Performance tasks call for the application of knowledge and skills, not just recall or recognition.

In other words, the learner must actually use their learning to perform . These tasks typically yield a tangible product (e.g., graphic display, blog post) or performance (e.g., oral presentation, debate) that serve as evidence of their understanding and proficiency.

2. Performance tasks are open-ended and typically do not yield a single, correct answer.

Unlike selected- or brief constructed- response items that seek a “right” answer, performance tasks are open-ended. Thus, there can be different responses to the task that still meet success criteria. These tasks are also open in terms of process; i.e., there is typically not a single way of accomplishing the task.

3. Performance tasks establish novel and authentic contexts for performance.

These tasks present realistic conditions and constraints for students to navigate. For example, a mathematics task would present students with a never-before-seen problem that cannot be solved by simply “plugging in” numbers into a memorized algorithm. In an authentic task, students need to consider goals, audience, obstacles, and options to achieve a successful product or performance. Authentic tasks have a side benefit — they convey purpose and relevance to students, helping learners see a reason for putting forth effort in preparing for them.

4. Performance tasks provide evidence of understanding via transfer.

Understanding is revealed when students can transfer their learning to new and “messy” situations. Note that not all performances require transfer. For example, playing a musical instrument by following the notes or conducting a step-by-step science lab require minimal transfer. In contrast, rich performance tasks are open-ended and call “higher-order thinking” and the thoughtful application of knowledge and skills in context, rather than a scripted or formulaic performance.

5. Performance tasks are multi-faceted.

Unlike traditional test “items” that typically assess a single skill or fact, performance tasks are more complex. They involve multiple steps and thus can be used to assess several standards or outcomes.

6. Performance tasks can integrate two or more subjects as well as 21st century skills.

In the wider world beyond the school, most issues and problems do not present themselves neatly within subject area “silos.” While performance tasks can certainly be content-specific (e.g., mathematics, science, social studies), they also provide a vehicle for integrating two or more subjects and/or weaving in 21st century skills and Habits of Mind. One natural way of integrating subjects is to include a reading, research, and/or communication component (e.g., writing, graphics, oral or technology presentation) to tasks in content areas like social studies, science, health, business, health/physical education. Such tasks encourage students to see meaningful learning as integrated, rather than something that occurs in isolated subjects and segments.

7. Performances on open-ended tasks are evaluated with established criteria and rubrics.

Since these tasks do not yield a single answer, student products and performances should be judged against appropriate criteria aligned to the goals being assessed. Clearly defined and aligned criteria enable defensible, judgment-based evaluation. More detailed scoring rubrics, based on criteria, are used to profile varying levels of understanding and proficiency.

Let’s look at a few examples of performance tasks that reflect these characteristics:

Botanical Design (upper elementary)

Your landscape architectural firm is competing for a grant to redesign a public space in your community and to improve its appearance and utility. The goal of the grant is to create a community area where people can gather to enjoy themselves and the native plants of the region. The grant also aspires to educate people as to the types of trees, shrubs, and flowers that are native to the region. Your team will be responsible for selecting a public place in your area that you can improve for visitors and members of the community. You will have to research the area selected, create a scale drawing of the layout of the area you plan to redesign, propose a new design to include native plants of your region, and prepare educational materials that you will incorporate into the design.

Check out the full performance task from Defined STEM , here: Botanical Design Performance Task . Defined STEM is an online resource where you can find hundreds of K-12 standards-aligned project based performance tasks.

Evaluate the Claim (upper elementary/ middle school)

The Pooper Scooper Kitty Litter Company claims that their litter is 40% more absorbent than other brands. You are a Consumer Advocates researcher who has been asked to evaluate their claim. Develop a plan for conducting the investigation. Your plan should be specific enough so that the lab investigators could follow it to evaluate the claim.

Moving to South America (middle school)

Since they know that you have just completed a unit on South America, your aunt and uncle have asked you to help them decide where they should live when your aunt starts her new job as a consultant to a computer company operating throughout the region. They can choose to live anywhere in the continent.

Your task is to research potential home locations by examining relevant geographic, climatic, political, economic, historic, and cultural considerations. Then, write a letter to your aunt and uncle with your recommendation about a place for them to move. Be sure to explain your decision with reasons and evidence from your research.

Accident Scene Investigation (high school)

You are a law enforcement officer who has been hired by the District Attorney’s Office to set-up an accident scene investigation unit. Your first assignment is to work with a reporter from the local newspaper to develop a series of information pieces to inform the community about the role and benefits of applying forensic science to accident investigations.

Your team will share this information with the public through the various media resources owned and operated by the newspaper.

Check out the full performance task from Defined STEM here: Accident Scene Investigation Performance Task

In sum, performance tasks like these can be used to engage students in meaningful learning. Since rich performance tasks establish authentic contexts that reflect genuine applications of knowledge, students are often motivated and engaged by such “real world” challenges.

When used as assessments, performance tasks enable teachers to gauge student understanding and proficiency with complex processes (e.g., research, problem solving, and writing), not just measure discrete knowledge. They are well suited to integrating subject areas and linking content knowledge with the 21st Century Skills such as critical thinking, creativity, collaboration, communication, and technology use. Moreover, performance-based assessment can also elicit Habits of Mind, such as precision and perseverance.

For a collection of authentic performance tasks and associated rubrics, see Defined STEM : https://www.definedstem.com

For a complete professional development course on performance tasks for your school or district, see Performance Task PD with Jay McTighe : http://www.performancetask.com

For more information about the design and use of performance tasks, see Core Learning: Assessing What Matters Most by Jay McTighe: http://www.schoolimprovement.com

Article originally posted: URL: http://performancetask.com/what-is-a-performance-task | Article Title: What is a Performance Task? | Website Title:PerformanceTask.com | Publication date: 2015–04–12

Written by Defined Learning

More from defined learning and performance task pd with jay mctighe — blog.

How will we evaluate student performance on tasks? (Part 6)

How Can Educators Design Authentic Performance Tasks? (Part 3)

Why Should We Use Performance Tasks? (Part 2)

How Can We Differentiate Performance Tasks? (Part 4)

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• Our Mission

Performance-Based Assessment in Math

Instead of doing math problems with no context, students at this school role-play real jobs.

Performance-Based Assessment: Math

Through performance-based assessment, students demonstrate the knowledge, skills, and material that they have learned. This practice measures how well a student can apply or use what he or she knows, often in real-world situations. Research has shown that performance-based assessment provides a means to assess higher-order thinking skills and helps teachers and principals support students in developing a deeper understanding of content.

How It's Done

Performance-based assessment can work with the curriculum, instruction, or unit that you're teaching right now. How would you design a performance-based assessment for this content? Because PBA requires students to demonstrate their knowledge and skills with the concepts that they've learned, this assessment requires them to create a product or response, or to perform a specific set of tasks.

At Hampton High School, teachers calibrate their assessments against a rigor scale with the goal of high performance. They use the common Rigor, Relevance, and Relationships framework to demonstrate that the higher levels of rigor and relevance embody higher-level cognition and application. "What's the level of performance?" teachers will ask when designing assessments. "Is the performance that we want from kids short-term memory and fragmented applications, or should they demonstrate comprehensive understanding of big ideas?" This shifts the focus from content measures to student performance measures.

For example, a performance task in history would require students to produce a piece of writing rather than answering a series of multiple-choice questions about dates or events. The value of performance assessment is that it mimics the kind of work done in real-world contexts. So an authentic performance task in environmental science might require a student to investigate the impact of fertilizer on local groundwater and then report the results through a public service campaign (like a video, a radio announcement, or a presentation to a group).

Performance assessment draws on students’ higher-order thinking skills -- evaluating the reliability of information, synthesizing data to draw conclusions, or solving a problem with deductive or inductive reasoning. Performance tasks may require students to present supporting evidence in an argument, conduct a controlled experiment, solve a complex problem, or build a model. A performance task often has more than one acceptable solution, and teachers use rubrics as a key part of assessing student work.

Math: Disaster Relief Mission

Hampton High School's pre-calculus teachers aimed to create a performance-based assessment that asked students to demonstrate their knowledge of concepts, and apply it to circumstances unfamiliar to them. They came up with Disaster Relief Mission, a simulation where students play the role of air traffic controllers and pilots responding to crisis situations around the country. In these situations, students have to figure out what math to use in order to rescue those in need.

In the Resources tab, you'll find all the math materials that Hampton teachers created for the Disaster Relief Mission project. These materials include:

• Project directions
• Rubrics to assess the project

Disaster Relief Mission is a sophisticated example of performance assessment, developed and refined over the past three years by Hampton's teachers. The prep work involved in such a project does require some time, including coming up with the missions, setting up the gymnasium with the correct coordinates, and configuring all the technology (iPods, FaceTime, and a Compass App) used in this exam. Teachers also spend some time training students on how to use the technology so that it won't be an issue during the actual work. Students are also trained for the roles of both pilot and air traffic controller, in case teams need to be reconfigured on the day of the exam.

Disaster Relief Mission PBA

Students are split into teams of three (one air traffic controller and two pilots) and given four disaster missions to solve. Each team is distributed across two locations (air traffic controllers in one room, pilots in the gymnasium), and all communicate via FaceTime.

The teachers set up ten missions in the gymnasium, each with different coordinates. However, students have only four problems to solve, allowing multiple groups teams work in the gym at the same time but not on the same problem.

A sample disaster relief mission looked like this:

Air traffic controllers are responsible for determining the angle and distance that the pilots need to move to get them from one mission to another. They calculate these numbers and relay them to the pilots via FaceTime. If correct, the pilots in the gym reach the mission site and then have to figure out what math will help them complete the mission. For example, will their calculations require the Law of Sines, Law of Cosines, right triangle trigonometry, or bearings?

After students complete one mission, they restart the whole process for the next mission, until they complete all four. The whole PBA takes one class period to complete.

Evaluation/Utilizing Rubrics

Teachers design a rubric to measure the performance of students. The rubric is given to students ahead of time, so that they're clear about what they will be assessed on. For Disaster Relief Mission, the rubric is designed so that each team member -- whether pilot or air traffic controller -- receives the same number of points on the exam. For a perfect score, a team receives 45 points for completing and solving all four missions. The rubric assesses the accuracy of how well students solve each mission, including:

• Looking at the accuracy of how polar coordinates were calculated
• Looking at the accuracy of math used in each mission, including all calculations (not just final answers)
• Supporting work, including maps that showed how the air traffic controllers determined the angles at which the plane would travel
• Neatness of the work
• How students collaborated and communicated as a team

If a team doesn't submit its calculations, for example, but has the correct answer, less points are given. If a team has a correct answer but the units of measure are missing, they're also given fewer points. The rubric allows teachers to grade across a spectrum, taking into consideration how accurate and complete the students' work is.

• What Is Performance-Based Assessment?
• What Is Performance-Based Learning and Assessment, and Why Is It Important?
• What Is a Performance Task?
• Performance Tasks for Math
• Performance-Based Assessment for Hampton H.S. Disaster Relief Mission

Hampton High School

Per pupil expenditures, free / reduced lunch, demographics:.

Effective Performance Review Examples for 48 Key Skills

By Status.net Editorial Team on August 11, 2023 — 70 minutes to read

• Collaboration Skills Examples Part 1
• Cooperation Examples Part 2
• Commitment Examples Part 3
• Attendance Examples Part 4
• Punctuality Examples Part 5
• Professionalism Examples Part 6
• Quality of Work Examples Part 7
• Adaptability Examples Part 8
• Communication Skills Examples Part 9
• Interpersonal Skills Examples Part 10
• Accountability Examples Part 11
• Customer Service Skills Examples Part 12
• Decision Making Skills Examples Part 13
• Problem Solving Skills Examples Part 14
• Dependability Examples Part 15
• Reliability Examples Part 16
• Ethics Examples Part 17
• Integrity Examples Part 18
• Flexibility Examples Part 19
• Goal Setting Skills Examples Part 20
• Initiative Examples Part 21
• Job Knowledge Examples Part 22
• Judgment Examples Part 23
• Listening Skills Examples Part 24
• Organizing Skills Examples Part 25
• Planning Skills Examples Part 26
• Teamwork Skills Examples Part 27
• Technical Skills Examples Part 28
• Analytical Skills Examples Part 29
• Leadership Skills Examples Part 30
• Mentoring Skills Examples Part 31
• Management Style Examples Part 32
• Supervision Skills Examples Part 33
• Time Management Skills Examples Part 34
• Training Ability Examples Part 35
• Attitude Examples Part 36
• Critical Thinking Examples Part 37
• Competency Examples Part 38
• Attention to Detail Examples Part 39
• Productivity Examples Part 40
• Proactiveness Examples Part 41
• Creativity Examples Part 42
• Innovation Examples Part 43
• Conflict Resolution Skills Examples Part 44
• Cultural Awareness Examples Part 45
• Emotional Intelligence Examples Part 46
• Resourcefulness Examples Part 47
• Strategic Thinking Examples Part 48

Performance Review Phrases: The Complete List – Mastering Feedback for 48 Key Skills

Performance reviews are a crucial part of any organization’s growth and development: with the right feedback, employees can become more self-aware of their strengths and weaknesses, and employers can take the necessary steps to help their team members reach their full potential. In this article, we will provide a comprehensive list of performance feedback examples for various skills, including both positive and negative phrases, as well as paragraph examples.

Related: 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

Part 1 Collaboration Skills Examples

Collaboration is a vital skill for employees as it enables them to work effectively with others to accomplish shared goals. It involves open communication, active listening, and constructive conflict resolution, as well as valuing and respecting diverse opinions and perspectives from team members.

Positive Phrases Examples

• Demonstrates a high level of teamwork and actively contributes to group discussions
• Consistently volunteers to help others with their tasks
• Valuable team member, able to mediate conflicts and find common ground
• Builds strong and supportive relationships with colleagues

Positive Paragraph Example

Linda consistently demonstrates exceptional collaboration skills in her work with the team. She actively participates in discussions, providing valuable input, and regularly volunteers to support and assist team members. Linda has proven to be a key player in the resolution of conflicts, using her effective communication and diplomacy skills to find common ground and facilitate progress. Her ability to build strong and supportive relationships with her colleagues has contributes greatly to the team’s success.

Negative Phrases Examples

• Struggles with communication, leading to misunderstandings among team members
• Avoids participating in group discussions or sharing ideas
• Resistant to feedback and input from others
• Prefers to work independently and may hinder overall teamwork

Negative Paragraph Example

John has displayed some challenges when it comes to collaboration within the team. He has frequently avoided participating in group discussions and been hesitant to share information and ideas, which negatively impacts the team’s ability to progress with projects. Additionally, he has shown resistance to receiving and incorporating feedback from others. Improving John’s collaboration skills, including communication and openness to feedback, is vital to his success as well as the success of the team.

Related: Collaboration Skills: Performance Review Examples (1 – 5)

200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality

Part 2 Cooperation Examples

Cooperation is the ability to work effectively with others towards a common goal. It is an essential skill for professional success, as it fosters team collaboration, enhances interpersonal relationships, and promotes a positive working environment. Below are examples of positive and negative performance feedback phrases and paragraphs related to cooperation.

• Consistently helps team members with tasks and projects
• Shares knowledge, ideas, and resources freely with colleagues
• Finds efficient ways to collaborate with others, regardless of their role
• Supports and contributes to a positive team dynamic
• Willingly takes on additional responsibilities for the benefit of the team

Jane has consistently demonstrated strong cooperation skills throughout her time in our company. She is always ready to help her teammates and comes up with creative solutions to work effectively with others. Jane actively participates in team meetings, shares ideas and resources with colleagues, and fosters a positive team dynamic. Her willingness to contribute and take on extra responsibilities has had a significant impact on the success of our projects.

• Struggles to work productively with others
• Reluctant to share resources or information with teammates
• Shows a lack of interest in collaborating on projects
• Frequently clashes with colleagues due to poor communication
• Lacks the initiative to improve a negative team dynamic

Over the past year, John has demonstrated difficulty working in a cooperative manner with his teammates. He often seems disinterested in collaborating on projects and has been known to withhold valuable resources from his colleagues. John’s lack of communication has led to numerous conflicts within the team, and he has not shown initiative to improve the situation. We encourage John to focus on enhancing his cooperation skills to become a valuable and collaborative team member.

Related: Cooperation Skills: Performance Review Examples (1 – 5)

Part 3 Commitment Examples

Commitment is a skill that reflects an employee’s dedication, loyalty, and devotion to their work and organization. This section provides examples of both positive and negative performance feedback related to commitment.

• Demonstrates a strong work ethic and dedication to the company’s success.
• Consistently meets or exceeds goals and objectives.
• Proactively takes on new tasks and responsibilities.
• Puts in extra effort and time when needed to ensure project completion.
• Displays a positive attitude and commitment to personal growth and improvement.

John has consistently demonstrated a strong commitment to our team and the company’s success. His dedication to meeting and exceeding goals is evident in his proactive approach to taking on new tasks and responsibilities. Additionally, John consistently puts in extra effort and time when needed to ensure project completion, and maintains a positive attitude focused on personal growth and improvement.

• Appears disinterested or disengaged in the job and company.
• Frequently misses deadlines or submits incomplete work.
• Resistant to change or taking on new tasks and responsibilities.
• Lacks follow-through or persistence in completing tasks.
• Seems to prioritize personal interests or tasks over team or company goals.

Jane has shown a concerning lack of commitment to her role and the success of our team. Her disinterest in the company’s goals is reflected in her frequent missed deadlines and incomplete work. Additionally, Jane is resistant to change and taking on new tasks, and appears to prioritize her personal interests over the team’s goals. This lack of commitment affects not only her performance, but also the overall effectiveness and morale of the team.

Related: Commitment: Best Performance Review Examples (1 – 5)

Part 4 Attendance Examples

Attendance is a crucial skill in the professional environment, as it demonstrates a person’s commitment to their work and their ability to consistently be present when required.

• Consistently arrives on time and prepared for work.
• Rarely takes unscheduled time off or calls in sick.
• Prioritizes work commitments and makes every effort to be present.
• Understands the importance of being consistently present and engaged.
• Demonstrates respect for colleagues by showing up on time for meetings and appointments.

Jane consistently arrives on time and demonstrates her dedication to work by rarely taking unscheduled days off. Her excellent attendance record reflects her prioritization of work commitments and her understanding of the importance of being consistently present and engaged. Jane’s team members appreciate her punctuality during meetings and collaborative work sessions.

• Frequently shows up late or calls in sick without prior notice.
• Does not prioritize workplace commitments, causing conflicts with colleagues.
• Struggles to maintain a consistent attendance record, negatively impacting team productivity.
• Misses critical meetings and deadlines due to unscheduled absences or tardiness.
• Fails to communicate attendance problems or conflicts to supervisors in a timely manner.

John has demonstrated inconsistent attendance, frequently showing up late for work or missing meetings without notice. This has not only impacted his coworkers on his team but has also hampered their productivity as they must cover his responsibilities in his absence. John’s inability to prioritize workplace commitments and poor communication regarding attendance issues are areas in which improvement is needed.

Related: Attendance: Best Performance Review Examples (1 – 5)

Part 5 Punctuality Examples

Punctuality is an essential skill in any professional setting. It demonstrates respect for others’ time, a strong work ethic, and a commitment to meet deadlines. This section will provide examples of positive and negative performance review feedback related to punctuality.

• Consistently arrives on time and ready to work
• Displays excellent time management skills
• Always meets deadlines and completes assignments in a timely manner
• Schedules and manages commitments effectively
• Sets a positive example for punctuality in the team

John has consistently demonstrated excellent punctuality. He consistently arrives on time and is ready to work as soon as his shift begins. John’s time management skills have allowed him to effectively schedule and manage his commitments, ensuring he meets deadlines and completes assignments in a timely manner. His punctuality sets a positive example for the rest of the team.

• Frequently arrives late to work or meetings
• Struggles with time management, leading to missed deadlines
• Does not communicate when running late or requires additional time
• Scheduling conflicts often lead to tardiness or absence
• Shows disregard for others’ time and schedules

Jane has faced significant challenges with punctuality over the past few months. She frequently arrives late to work and meetings, which has negatively impacted her ability to meet deadlines and complete assignments on time. Jane’s time management struggles have also led to scheduling conflicts, contributing to her tardiness and absences. It is crucial for Jane to improve her punctuality to demonstrate respect for her colleagues and maintain her performance at work.

Related: Punctuality: Performance Review Examples (1 – 5)

Part 6 Professionalism Examples

Professionalism refers to the way an individual conducts themselves at work, demonstrating respect for colleagues, adhering to company policies, and maintaining a professional demeanor in all situations.

• Exhibits a strong work ethic.
• Always dresses appropriately for the workplace.
• Demonstrates respect for colleagues and clients.
• Maintains a high level of professionalism in all interactions.
• Handles sensitive situations with discretion and diplomacy.

Samantha consistently exhibits a high level of professionalism in her role. She demonstrates a strong work ethic, always arriving on time and promptly addressing her tasks. Samantha is always appropriately dressed for the workplace and maintains a respectful demeanor towards both her colleagues and clients. Her ability to navigate sensitive situations with discretion and professionalism has earned her respect from her teammates and contributes to a positive work environment.

• Lacks regard for professional boundaries.
• Frequently uses inappropriate language or humor in the workplace.
• Dresses unprofessionally for the work environment.
• Disrespects colleagues or clients in conversations.
• Fails to adhere to company policies and procedures.

Unfortunately, Michael’s level of professionalism has been inconsistent. He often struggles to maintain professional boundaries with his colleagues, engaging in inappropriate jokes and conversations that can make others feel uncomfortable. Additionally, his choice of attire may not always align with the expectations of a professional workplace. To strengthen his working relationships and improve the team dynamic, Michael needs to be mindful of his language and actions, and ensure his appearance adheres to the company’s dress code.

Related: Professionalism: Best Performance Review Examples (1 – 5)

Part 7 Quality of Work Examples

Quality of work refers to how well an employee performs their tasks and responsibilities, considering factors such as accuracy, thoroughness, and attention to detail. This skill is crucial in ensuring that work output meets or exceeds company standards and contributes to overall business success.

• Consistently produces top-notch work
• Pays strong attention to detail
• Delivers accurate and thorough results
• Exceeds expectations in terms of quality
• Maintains high standards of work

Jane’s quality of work is exceptional. She is known for consistently producing top-notch work that meets and often exceeds expectations. Her attention to detail is evident in all of her tasks, and the accuracy and thoroughness of her results never fail to impress her managers and colleagues. With Jane on the team, we can always trust that projects will be completed to the highest of standards.

• Struggles with accuracy in work
• Often careless with details
• Needs improvement in thoroughness
• Work does not meet company standards
• Quality of work has declined over time

John struggles with the quality of his work. Although he often completes tasks within deadlines, his work frequently lacks accuracy and a strong attention to detail. This leaves others on his team to pick up the slack and correct his mistakes, causing additional delays and frustration. It is recommended that John takes the necessary steps to improve the thoroughness and overall quality of his work, so his contributions align better with company standards.

Related: Quality of Work: Best Performance Review Examples (1 – 5)

45 Quality of Work Self Evaluation Comments Examples

300+ Performance Review Phrases for Quality of Work, Adaptability, Communication

Part 8 Adaptability Examples

Adaptability is a crucial skill in today’s fast-paced work environment. Employees who can adjust to new situations, embrace change, and learn from their experiences display a valuable attribute that promotes success both for themselves and their team.

• Quickly adapts to new situations and tasks
• Embraces change with enthusiasm
• Effectively navigates new software and technologies
• Demonstrates resourcefulness in problem-solving situations
• Consistently learns from experiences and implements lessons learned

Jane consistently displays a high level of adaptability in her role. She is quick to adjust to new situations, whether it be a change in team structure or the implementation of new software. Jane eagerly embraces change and actively seeks out opportunities for growth within those changes. Her resourcefulness has been particularly valuable when facing unexpected obstacles, as she readily learns from her experiences and takes steps to avoid repeating mistakes in the future.

• Struggles with change or adapting to new situations
• Resistant to learning new technologies or processes
• Lacks flexibility in problem-solving approaches
• Seems uncomfortable when faced with unexpected challenges
• Slow to learn from experiences or apply lessons learned

John has shown difficulty adapting to changes in his role and the work environment. He often resists new technologies or processes, causing delays in his work and creating challenges for his team. His reluctance to be flexible in his problem-solving approaches can lead to inefficiencies, as well as frustration among his peers. Additionally, John seems uncomfortable when faced with unexpected challenges, and it has been observed that he is slow to learn from his experiences and apply the lessons to future situations. It is strongly recommended that John works on developing his adaptability skills to better contribute to his team and effectively manage change.

Related: Adaptability: Best Performance Review Examples (1 – 5)

42 Adaptability Self Evaluation Comments Examples

Part 9 Communication Skills Examples

Communication is an essential skill for employees in any organization. It involves the ability to effectively share information, ideas, and thoughts with others through verbal, written, and non-verbal means. Successful communication is the foundation for strong teams and effective problem solving.

• Actively listens and provides thoughtful feedback.
• Clearly and concisely articulates ideas.
• Demonstrates empathy and understanding when communicating with colleagues.
• Effectively presents information in a variety of formats (oral, written, visual).
• Engages in open and honest conversation with teammates.
• Asks appropriate questions to ensure understanding.
• Encourages and respects the opinions of others.

Samantha continuously demonstrates exceptional communication skills. She engages actively in conversations and listens attentively to what her peers are saying. When presenting her thoughts or ideas, she does so in a clear and concise manner that is easy for everyone to understand. Additionally, Samantha shows empathy in her interactions and ensures that all voices are heard and respected. Her communication abilities are undoubtedly an asset to the team.

• Struggles to articulate thoughts clearly.
• Has difficulty listening to or understanding others’ opinions.
• Fails to respond to questions or feedback in a timely manner.
• Lacks empathy and understanding in communication.
• Interrupts or talks over others during discussions.
• Relies too heavily on jargon or technical terms.
• Provides insufficient or unclear instructions.

John has shown some challenges in his communication skills. He often has difficulty expressing his thoughts in a clear and coherent manner, which leads to confusion among his team members. Additionally, John struggles to listen to his colleagues and may interrupt them in the middle of a discussion. To improve his communication abilities, John should work on listening more attentively and presenting his ideas in a way that is more easily understood by others.

Related: Communication Skills: Best Performance Review Examples (1 – 5)

Part 10 Interpersonal Skills Examples

Interpersonal skills refer to one’s ability to effectively communicate, empathize, and build relationships with others. These skills are essential in any workplace, helping employees navigate team dynamics, collaborate effectively, and resolve conflicts.

• Exemplary active listening abilities
• Demonstrates empathy and understanding
• Builds rapport with team members effectively
• Skilled at handling conflicts diplomatically
• Encourages open communication among colleagues

Jane consistently exhibits excellent interpersonal skills, demonstrated by her ability to listen attentively and understand the needs of her colleagues. She fosters strong relationships with her teammates by building rapport and encouraging open communication. When conflicts arise, Jane addresses them with tact and diplomacy, working to find resolutions that benefit all parties involved.

• Struggles to convey thoughts clearly
• Appears impatient during conversations
• Lacks empathy in communication
• Avoids interacting with specific team members
• Resists addressing conflicts or issues

During the evaluation period, it became apparent that John struggles with interpersonal skills. He often has trouble clearly expressing his thoughts, leading to miscommunication with colleagues. Additionally, he demonstrates impatience in conversations and lacks empathy when discussing others’ concerns or issues. This has caused friction among team members and makes it difficult for him to collaborate effectively. Moving forward, it’s crucial for John to work on improving these skills to enhance his overall performance and relationships within the team.

Related: Interpersonal Skills: Best Performance Review Examples (1 – 5)

26 Interpersonal Skills Self Evaluation Comments Examples

Part 11 Accountability Examples

Accountability is an essential skill in the workplace, as employees must take responsibility for their actions and ensure they are meeting expectations. This skill involves owning up to mistakes, completing tasks to the best of their ability, and learning from feedback.

• Consistently takes responsibility for their work and actions
• Quickly rectifies any errors with minimal supervision
• Demonstrates a strong sense of ownership in their role
• Accepts feedback and applies it to improve performance
• Always accountable for the tasks assigned to them

Jane consistently exemplifies accountability in her role. She takes responsibility for her work, quickly identifies and rectifies any errors, and maintains a strong sense of ownership in her position. Furthermore, she is open to feedback and actively applies it to improve her performance. Her willingness to accept responsibility and learn from her mistakes makes her an asset to the team.

• Often shifts blame for mistakes to others
• Struggles to accept constructive criticism gracefully
• Fails to complete tasks to the best of their ability
• Lacks ownership in their role
• Disregards feedback and makes repeat errors

Tom has shown a lack of accountability in his role, often shifting blame to his colleagues for errors in his work. Furthermore, he has struggled to accept constructive criticism and has disregarded feedback, leading to repetitive mistakes. As a result, his performance remains below the expected standards. To improve, Tom must focus on accepting responsibility for his errors and applying feedback to enhance his performance.

Related: Accountability: Best Performance Review Examples (1 – 5)

52 Accountability Self Evaluation Comments Examples

242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

Part 12 Customer Service Skills Examples

Customer service is the ability to interact effectively with customers to address their needs, concerns, and inquiries. Providing exceptional customer service is important for building strong relationships with customers, enhancing brand loyalty, and fostering a positive company reputation.

• Consistently demonstrates genuine concern for customer satisfaction
• Shows empathy when dealing with difficult customer situations
• Proactively identifies and resolves customer issues
• Anticipates customers’ needs and offers appropriate solutions
• Always offers a friendly, welcoming demeanor when assisting customers

Julia consistently prioritizes the needs of the customers. She goes above and beyond, ensuring that their concerns are addressed promptly and effectively. With her empathetic nature, she’s able to relate to the customers, making them feel heard and valued. She has exhibited her ability to anticipate their needs and is always ready to provide guidance and solutions in a friendly and proactive manner. Julia’s dedication to customer service has positively impacted customer satisfaction and overall company reputation.

• Displays impatience when assisting customers
• Lacks empathy and understanding when handling customer complaints
• Fails to proactively address customer issues
• Inconsistency in following up with customers’ concerns
• Resistant to constructive feedback regarding customer service performance

David has demonstrated poor customer service skills, as he often appears impatient and lacks empathy while handling customer concerns. Rather than proactively identifying and resolving issues, he tends to wait until issues escalate before taking necessary actions. His inconsistency in following up with customer inquiries and resistance to constructive feedback regarding his performance have had a negative impact on customer satisfaction and the overall company image. It is essential for David to improve his customer service skills for maintaining strong relationships and enhancing the company’s reputation.

Related: Customer Service Skills: Best Performance Review Examples (1 – 5)

40 Customer Service Self Evaluation Examples

Empathy in Customer Service (50 Example Phrases)

Part 13 Decision Making Skills Examples

Decision making is a critical skill that enables an individual to choose the best course of action from available options. It involves evaluating information, weighing alternatives, and considering the potential outcomes. In a professional setting, effective decision making contributes to the achievement of organizational goals, promotes efficiency, and supports the overall success of a team.

• Demonstrates sound judgment when faced with difficult decisions
• Quickly analyzes situations and makes informed decisions
• Consistently chooses the most appropriate solution
• Effectively communicates decisions and rationales
• Takes responsibility for the consequences of decisions

Sarah has proven to be an effective decision maker who demonstrates sound judgment when faced with difficult decisions. She quickly analyzes situations, considers available options, and consistently chooses the most appropriate solution. Her ability to effectively communicate her decisions and rationales helps the team understand the reasoning behind her choices, fostering a trusting and collaborative work environment.

• Often makes hasty decisions without sufficient information
• Struggles to identify appropriate solutions
• Has difficulty considering long-term consequences
• Does not communicate decisions effectively
• Avoids taking responsibility for decisions and their outcomes

John has shown a need for improvement in his decision-making skills. He frequently makes hasty decisions without gathering sufficient information, leading to suboptimal solutions. Additionally, John struggles to identify the most appropriate course of action, often neglecting to consider the long-term consequences of his choices. His lack of effective communication regarding his decisions, and avoidance of taking responsibility for their outcomes, negatively impacts the team’s perception of his leadership abilities.

Related: Decision Making Skills: Best Performance Review Examples (1 – 5)

Part 14 Problem Solving Skills Examples

Problem solving is a crucial skill that enables individuals to identify, analyze, and find solutions to problems they encounter in their professional and personal lives. Effective problem solvers are able to break down complex problems into manageable parts, come up with multiple approaches, and choose the most suitable solution.

• Demonstrates a strong ability to analyze problems thoroughly
• Consistently offers creative and innovative solutions
• Quickly identifies the root cause of the problem
• Proactively seeks out new information to advance problem-solving
• Adapts previous experiences and knowledge to tackle different challenges

Samantha consistently showcases her exceptional problem-solving abilities. Adept at analyzing issues and addressing root causes, her creative and innovative solutions have driven impactful results within the team. Additionally, she maintains a proactive attitude and continually leverages her past experiences to resolve different challenges that arise.

• Struggles to identify the core issues surrounding a problem
• Often overlooks viable solutions due to a lack of thorough analysis
• Reluctant to solicit input from others to collaborate on problem-solving
• Has difficulty adapting to new and changing challenges
• Tends to become overwhelmed by complex problems

James has shown a consistent struggle with effective problem-solving. He often overlooks key aspects of an issue and fails to thoroughly analyze the situation at hand, leading to less-than-adequate solutions. James’ reluctance to collaborate can impede the progress of the entire team. To ensure better outcomes for the group, it is essential for James to focus on improving his problem-solving abilities and engaging his colleagues in the resolution process.

Related: Problem Solving Skills: Best Performance Review Examples (1 – 5)

Self Evaluation Comments for Problem Solving (30 Examples)

Part 15 Dependability Examples

Dependability is a crucial skill in any workplace, as it refers to an individual’s ability to consistently meet deadlines, complete tasks, and maintain a consistent level of performance. This section will provide examples of positive and negative performance feedback phrases, as well as paragraph examples for evaluating dependability in a performance review.

• Consistently meets or exceeds deadlines
• Can always be counted on to complete tasks on time
• Demonstrates a strong work ethic and commitment to responsibilities
• Maintains a high level of consistency in task completion
• Possesses a great sense of accountability and responsibility

Jane has consistently demonstrated a high level of dependability throughout the year. She consistently meets or exceeds deadlines and can always be counted on to complete tasks on time. Jane’s strong work ethic and commitment to her responsibilities reflect her dedication to the team and our objectives. We can certainly rely on her to maintain a high level of consistency in task completion and to always remain accountable for her work.

• Often misses deadlines or requests extensions
• Struggles to maintain consistent performance levels
• Requires frequent reminders to complete tasks
• Has difficulty prioritizing work and managing time effectively
• Demonstrates a lack of accountability for missed deadlines or incomplete tasks

Unfortunately, John has faced challenges in maintaining the level of dependability required for this role. He often misses deadlines or requests extensions, which negatively impacts the team’s overall productivity. Additionally, John requires frequent reminders to complete tasks and struggles to prioritize his work effectively. We encourage John to improve his time management and accountability to better meet the expectations of his role and support his team.

Related: Dependability: Best Performance Review Examples (1 – 5)

Part 16 Reliability Examples

Reliability is the ability of an individual to consistently fulfill their responsibilities and commitments. It is a valuable skill in any professional setting, as reliable employees can be trusted to meet deadlines, complete assignments, and contribute effectively to their team.

• Consistently meets deadlines and ensures tasks are completed on time
• Can be counted on to be present and prepared for work
• Maintains a strong track record of reliable performance
• Goes above and beyond in fulfilling responsibilities and commitments
• Frequently takes ownership of tasks and follows through to completion

Michelle has demonstrated outstanding reliability throughout her tenure in the organization. Her consistent ability to meet deadlines and her commitment to completing assigned tasks on time have been exemplary. She has a strong track record of following through with responsibilities and frequently goes above and beyond to ensure the success of the team. Michelle’s dedication to her job and her dependability make her an invaluable asset to the organization.

• Struggles to consistently meet deadlines and complete tasks on time
• Demonstrates a pattern of being late or absent from work
• Fails to take ownership of tasks or follow through to completion
• Inconsistent in fulfilling responsibilities and commitments
• Has difficulty managing time effectively, leading to missed deadlines

John has been struggling with his reliability in recent months, as evidenced by his difficulty in meeting deadlines and completing tasks on time. He has demonstrated a pattern of being late or absent from work, which has impacted his ability to fulfill his responsibilities effectively. John has also failed to take ownership of tasks, making it challenging for his teammates to depend on him. Moving forward, it would benefit John to focus on improving his time management skills and commitment to his job in order to enhance his reliability.

Related: Reliability: Best Performance Review Examples (1 – 5)

174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

Part 17 Ethics Examples

Ethics are crucial in the workplace as they guide employees towards responsible and moral behavior, promoting fairness, honesty, and respect. Ethical behavior enhances the company’s reputation, fosters a positive work environment, and ensures long-term success. Here, we will share some examples of performance review phrases regarding ethics, both positive and negative.

• Consistently displays strong moral principles
• Demonstrates honesty and integrity in daily work
• Actively promotes ethical behavior among team members
• Shows genuine respect for others’ opinions and ideas
• Handles confidential information with the utmost discretion

Jane exhibits a solid understanding of the importance of ethics in the workplace. She consistently demonstrates honesty and integrity in all her work, ensuring no corners are cut. Jane actively encourages ethical behavior among her peers and never hesitates to address concerns in a professional manner. This has played a crucial role in maintaining a positive and transparent work environment for her team.

• Demonstrates a lack of accountability for mistakes
• Frequently undermines others for personal gain
• Struggles to maintain confidentiality when required
• Disregards company policies and procedures
• Fails to consider the ethical implications of decisions

Unfortunately, John’s ethical conduct has been of concern in the past few months. He has displayed a lack of accountability for his mistakes and has repeatedly sought to shift blame onto others. Additionally, he has struggled with maintaining confidentiality and disregarding company policies. This behavior has negatively impacted workplace trust, and John must address these issues to uphold the company’s ethical standards.

Related: Ethics: Best Performance Review Examples (1 – 5)

Work Ethic Skills: Strong vs. Weak (Traits and Improvement Tips)

Part 18 Integrity Examples

Integrity is a valuable skill that involves consistently doing the right thing, even when no one is looking. It encompasses honesty, ethical behavior, and maintaining a strong moral compass. Employees who demonstrate integrity build trust with their colleagues and managers, promoting a positive working environment.

• Consistently demonstrates honesty and transparency in all interactions
• Displays strong moral values and upholds the company’s code of conduct
• Maintains confidentiality when handling sensitive information
• Takes responsibility for actions and admits mistakes openly

Jane has consistently exhibited a high level of integrity during her tenure at our company. She always communicates honestly and openly, establishing trust with her colleagues and supervisors. Jane consistently adheres to the company’s code of conduct and actively encourages her team members to do the same. Her ability to maintain confidentiality when handling sensitive information has been invaluable, and she readily takes responsibility for her actions, learning from any mistakes along the way.

• Struggles to maintain honesty when confronted with difficult situations
• Inconsistencies in upholding the company’s ethical standards
• Hesitates to take responsibility for mistakes or missteps
• Demonstrates a lack of discretion when handling sensitive information
• Fails to hold team members accountable for unethical behavior

John has displayed difficulties in maintaining his integrity throughout his time with the company. He has shown a tendency to withhold information or be less than honest when faced with challenging situations. His inconsistent approach to upholding our company’s ethical standards has resulted in trust issues among colleagues. Additionally, John has displayed a lack of discretion when handling sensitive information and often hesitates to take responsibility for his actions. It is essential for John to work on improving his integrity in the workplace to ensure successful team collaboration and a positive working environment.

Related: Integrity: Best Performance Review Examples (1 – 5)

Part 19 Flexibility Examples

Flexibility is the ability to adapt to various situations and adjust behaviours or actions accordingly. It’s an important skill for handling change, overcoming obstacles, and maintaining productivity under pressure.

• Demonstrates exceptional adaptability when facing new challenges
• Easily adjusts to changing priorities and deadlines
• Demonstrates a willingness to take on new tasks and responsibilities
• Exhibits a positive attitude when adapting to new situations
• Proactively seeks out opportunities to grow and learn

Sarah consistently demonstrates exceptional adaptability in her role. She easily adjusts to changing priorities and embraces new responsibilities. Sarah maintains a positive attitude when faced with changes and even seeks out opportunities to grow and learn. Her flexibility has been invaluable for our team’s ability to thrive in an ever-evolving environment.

• Resists change and struggles to adapt to new situations
• Demonstrates rigidity in their approach to problem-solving
• Slow to react when faced with unexpected challenges
• Unwilling to adjust their work style or habits under new circumstances
• Displays frustration or negativity when faced with change

Unfortunately, John has displayed a resistance to change and struggles to adapt to new situations. His rigid approach to problem-solving often hinders his ability to react quickly to unexpected challenges. John’s unwillingness to adjust his work style under new circumstances has led to frustration and negativity within the team. It is essential for John to address these issues to enhance his flexibility and contribute more effectively in our dynamic environment.

Related: Flexibility: Best Performance Review Examples (1 – 5)

Part 20 Goal Setting Skills Examples

Effective goal setting is an essential skill for an employee to have in any organization. It involves setting achievable, challenging, and realistic targets within a sensible timeframe. Employees who excel in goal setting tend to have better clarity, focus, and productivity, while those who struggle with this skill may find it difficult to prioritize tasks and achieve their objectives.

• She consistently sets achievable and challenging goals for her team
• He understands the importance of realistic timeframes and manages expectations well
• They have a clear vision of what they want to achieve and communicate it effectively
• She consistently breaks down her long-term goals into smaller, manageable tasks
• He is diligent in tracking and assessing progress to make necessary adjustments

Samantha consistently demonstrates her expertise in goal setting. She has a clear and concise vision for her team’s objectives, which she expertly communicates to her team. Samantha effectively breaks down her goals into smaller tasks, setting attainable milestones with realistic timeframes. By regularly reviewing progress, she is able to identify any challenges and make necessary adjustments to ensure a successful outcome.

• Struggles to set clear, prioritized goals for herself and her team
• Often sets unrealistic timeframes that lead to increased stress and burnout
• Has difficulty breaking down larger goals into smaller, manageable tasks
• Struggles to assess progress and make necessary adjustments in a timely manner
• Lacks clarity in communicating objectives, leading to misunderstanding and inefficiencies

Brian appears to struggle with goal-setting skills, which impacts his team’s performance and productivity. He fails to establish clear objectives, resulting in confusion and inefficiencies among team members. Furthermore, the goals that Brian sets often have unrealistic timeframes, which add stress and contribute to burnout. Additionally, he does not effectively break down larger goals into smaller tasks and lacks the ability to assess progress and make timely adjustments. Overall, Brian’s goal-setting skills require significant improvement to enhance his team’s performance.

Related: Search Goal Setting: Best Performance Review Examples (1 – 5)

142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness, Goal-Setting)

Part 21 Initiative Examples

Initiative is a valuable skill that demonstrates an individual’s ability to take charge of a situation, think proactively, and act independently without constantly relying on instructions or supervision. Employees who excel in demonstrating initiative are often self-starters, creative problem solvers, and possess a sense of ownership over their work tasks.

• Actively seeks new responsibilities
• Consistently takes on challenging tasks
• Demonstrates a strong ability to self-motivate
• Proactively identifies areas for improvement and develops solutions
• Pursues additional training or resources to enhance job performance

John regularly exhibits strong initiative in his role. He consistently seeks out new responsibilities, paying attention to areas where he can make improvements. His proactive nature is evident in his ability to develop solutions for tackling challenges and obstacles, often without being prompted by his supervisor. Additionally, John is committed to enhancing his job performance by seeking additional resources and training opportunities.

• Hesitates to take on new tasks or responsibilities
• Lacks the drive to try new approaches or ideas
• Frequently waits for instructions before taking action
• Struggles to complete tasks without supervision or support
• Overlooks opportunities for innovation or improvement

Jane struggles with displaying initiative in her position. She often hesitates to take on new tasks or responsibilities, resulting in missed opportunities for growth and development. Jane’s reluctance to try new approaches or ideas limits her ability to be a proactive problem solver. Furthermore, she frequently waits for explicit instructions before taking action, which can slow down the progress of projects and reduces her overall efficiency. In order to improve, Jane should work on developing a more proactive mindset and seek out opportunities for innovation and improvement.

Related: Initiative: Best Performance Review Examples (1 – 5)

Proactiveness, Initiative and Creativity Self Evaluation Comments

Part 22 Job Knowledge Examples

Job knowledge refers to an employee’s understanding of their role, tasks, and processes within their specific job or industry. It is an essential skill for employees, as it allows them to perform their tasks efficiently and effectively.

• Demonstrates deep understanding of job responsibilities
• Applies industry knowledge effectively to tasks
• Continuously updates their knowledge in the field
• Excels at sharing their expertise with colleagues

Sarah demonstrates strong job knowledge in every aspect of her role. She consistently applies her industry expertise to effectively complete her tasks, and her deep understanding of her responsibilities leads to outstanding performance. In addition, Sarah is always willing to share her professional insights with teammates, contributing to a strong and knowledgeable team.

• Lacks understanding of job responsibilities
• Struggles to apply industry knowledge in daily tasks
• Resistant to updating and improving their knowledge
• Fails to share expertise with colleagues, hindering team growth

Unfortunately, John’s job knowledge is not up to par. He struggles with understanding his role and responsibilities, often requiring guidance from others. His limited industry knowledge hinders his ability to perform tasks efficiently, and he shows resistance to improving in this area. Furthermore, John’s lack of willingness to share his expertise with team members negatively impacts the team’s growth and development.

Related: Job Knowledge: Performance Review Examples (1 – 5)

40 Job Knowledge Self Evaluation Comments Examples

Job Knowledge Performance Review Phrases (Examples)

100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills

Part 23 Judgment Examples

Judgment is a critical skill that enables an individual to assess situations, analyze information, and make sound decisions. Possessing good judgment is essential for success in various roles, as it helps to avoid pitfalls, overcome challenges, and make appropriate choices.

• Demonstrates excellent judgment in difficult situations
• Consistently makes well-informed decisions
• Quickly grasps complex issues and identifies the best course of action
• Exercises sound judgment when prioritizing tasks and projects
• Respects and considers the opinions of others before making a decision

Jane consistently demonstrates exceptional judgment skills in her role as a project manager. She tackles complex issues with ease, analyzing all relevant information and making well-informed decisions in a timely manner. Her ability to prioritize tasks effectively, while taking into account the input of her team members, has helped in the successful completion of multiple projects. Jane’s excellent judgment is a valuable asset to the company.

• Often makes hasty decisions without considering the consequences
• Struggles to weigh the pros and cons of potential solutions
• Fails to consider the opinions and input of others before acting
• Lacks consistency in decision-making
• Difficulty in analyzing complex information leads to poor judgments

John unfortunately exhibits weaknesses in utilizing his judgment skills during his role as a team lead. He frequently rushes into decisions without thoroughly evaluating the possible outcomes. This hasty approach, along with his disregard for the opinions of his team members, has led to setbacks and missed opportunities. John struggles when faced with complex information, hindering his ability to make appropriate choices consistently. Improving his judgment skills should be a priority for his professional development.

Related: Judgment: Best Performance Review Examples (1 – 5)

Part 24 Listening Skills Examples

Listening skills are an essential part of effective communication and play a significant role in personal and professional development. They are crucial for understanding problems, finding solutions, and developing strong relationships with others.

• Actively engaged in conversations
• Pays close attention to what others are saying
• Demonstrates empathy by understanding and acknowledging others’ feelings
• Asks thoughtful questions to show interest in the discussion
• Remembers important details of conversations

Emily is an exceptional listener who actively engages in conversations with her colleagues and supervisors. She consistently pays close attention to what others are saying and expresses empathy by understanding and acknowledging their thoughts and feelings. Emily regularly asks thoughtful questions to demonstrate her genuine interest in others’ opinions and ideas. She also has the ability to remember important details of conversations, which has helped her maintain excellent relationships with her teammates and contribute effectively in a group setting.

• Interrupts others while they are speaking
• Allows distractions to interfere with listening
• Struggles to retain key information from conversations
• Misses nonverbal cues from others
• Tends to focus on preparing a response instead of truly listening

Jake’s listening skills need considerable improvement. He frequently interrupts his colleagues mid-conversation, preventing them from fully expressing their thoughts or concerns. Jake’s lack of focus also allows distractions to interfere with his listening, which limits his ability to understand and address problems. Additionally, he struggles to retain key information from conversations and misses nonverbal cues from others. By focusing more on preparing responses than actively listening, Jake unintentionally contributes to miscommunication within the team.

Related: Listening Skills: Best Performance Review Examples (1 – 5)

Part 25 Organizing Skills Examples

Organizing is a critical skill that helps individuals systematically arrange and manage resources, tasks, and activities for achieving specific goals. Effective organizing skills enable individuals to prioritize tasks, reduce stress, and enhance productivity.

Positive Phrases

• Always keeps work area clean and organized
• Knows how to prioritize tasks effectively
• Consistently creates detailed project plans
• Readily adapts to new systems for better organization
• Takes initiative in setting up systems for increased productivity

Positive Paragraph

Samantha has consistently demonstrated exceptional organizing skills throughout her time with the company. Her workspace is always neat and tidy, which reflects her dedication to maintaining a clutter-free environment that promotes productivity. She is highly adept at prioritizing tasks and creating detailed project plans that ensure a smooth workflow. Whenever a new system or process is introduced, Samantha willingly adapts to it and continuously looks for ways to improve the organization and productivity at the office.

Negative Phrases

• Often struggles with prioritizing tasks
• Lacks an organized approach to work
• Fails to consistently maintain a clean workspace
• Resists adapting to new organizational systems
• Needs improvement in project planning and execution

Negative Paragraph

Unfortunately, Michael has been struggling with his organizing skills. He frequently finds it challenging to prioritize tasks, which ultimately hampers the completion of projects and leaves other team members feeling overwhelmed. Michael’s workspace often appears untidy, indicating a lack of commitment to maintaining a productive environment. Despite being introduced to new organizational systems, he resists change and has not shown significant improvements. We encourage Michael to seek support and training to develop better organizing habits and enhance his overall work performance.

Related: Organizing Skills: Performance Review Examples (1 – 5)

40 Self Evaluation Comments for Planning and Organizing

Part 26 Planning Skills Examples

Planning is a critical skill that involves setting goals, developing strategies, and outlining tasks to achieve those goals. Effective planning helps employees manage their time and resources optimally and can significantly enhance their performance at work.

• Consistently sets realistic goals and plans accordingly
• Excels at breaking down projects into manageable tasks
• Expert at prioritizing tasks and allocating resources efficiently
• Proactively identifies potential hurdles and develops contingency plans
• Consistently meets deadlines and keeps projects on track

Jane demonstrates exceptional planning skills. She consistently sets realistic goals and breaks them down into manageable tasks, ensuring that she meets her deadlines. Jane is also highly experienced at prioritizing her workload and allocating resources efficiently. Thanks to her proactive approach, she can identify potential challenges and develop contingency plans to address them, keeping projects on track even in difficult situations.

• Struggles to set realistic goals and plan effectively
• Fails to break down projects into manageable tasks
• Has difficulty prioritizing tasks and managing resources
• Displays a reactive approach, with little foresight for potential challenges
• Consistently misses deadlines and falls behind in projects

John struggles with the planning aspect of his job. He often sets unrealistic goals and fails to break projects down into manageable tasks, making it difficult for him to meet deadlines. John also has difficulty prioritizing tasks, which results in the poor management of resources. His reactive approach means that he rarely anticipates potential challenges, leaving him unprepared to address them when they arise, causing his projects to fall behind schedule.

Related: Planning Skills: Best Performance Review Examples (1 – 5)

Part 27 Teamwork Skills Examples

Teamwork is an essential skill for employees to work collaboratively towards a common goal. It involves effective communication, mutual respect, and the ability to problem-solve with others.

• Demonstrates excellent collaboration with colleagues
• Actively contributes ideas in group settings
• Encourages team members to support each other
• Exhibits strong interpersonal skills
• Consistently promotes a positive work environment

Jennifer consistently demonstrates a strong ability to work collaboratively with her team members. She actively contributes to discussions, listens to the ideas of others, and provides constructive feedback to help improve the overall project. Her interpersonal skills are exceptional, which has helped create a positive work atmosphere within the team. Jennifer’s dedication to teamwork has greatly contributed to the success of the group’s projects.

• Struggles to participate effectively in team activities
• Displays poor communication with colleagues
• Resistant to cooperation with certain team members
• Lacks empathy and understanding for teammates
• Often prefers to work independently rather than collaborate

Unfortunately, Tom has displayed difficulties in working effectively with his team. His communication skills seem to be lacking, which has led to misunderstandings and frustration among the group. Tom has a tendency to resist cooperating with certain members of the team, limiting his ability to contribute positively to the overall project. It’s recommended that Tom work on his collaboration and interpersonal skills in order to become a more integral part of the team.

Related: Teamwork Skills: Performance Review Examples (1 – 5)

30 Examples of Teamwork Self Evaluation Comments

150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Part 28 Technical Skills Examples

Technical skills are the specific abilities required to perform a certain job effectively. They can include software knowledge, hardware expertise, programming languages, or other specialized skills that an individual might acquire through education, training, or experience.

• Demonstrates advanced knowledge of [specific software]
• Quickly grasps new technical concepts
• Consistently troubleshoots complex problems effectively
• Strong ability to apply technology solutions to real-world challenges
• Adapts to new technology quickly and efficiently
• Thorough and detail-oriented in technical tasks

Amy consistently displays exceptional technical skills in her role as a software engineer. She demonstrates advanced knowledge of various programming languages and is always ready to apply her expertise to solve complex problems. By consistently adapting to new technology quickly and efficiently, Amy has made a significant positive impact on her team and the overall success of the company.

• Struggles with learning new software or technology
• Inconsistent in applying technical knowledge
• Needs improvement in troubleshooting skills
• Lacks understanding of relevant industry tools
• Difficulty adapting to changing technological environments
• Despite training, still struggles with basic technical tasks

David has shown difficulty in grasping new technical concepts, which is a challenge in his role as a network administrator. He has attended training sessions, yet he still struggles with understanding and using relevant industry tools. David’s inability to adapt to changing technological environments and his inconsistent application of technical knowledge have caused delays in project completion and decreased overall team efficiency. It is essential for David to improve his technical skills and seek continuous learning opportunities to perform his job effectively.

Related: Technical Skills: Performance Review Examples (1 – 5)

31 Technical Skills Self Evaluation Comments Examples

Part 29 Analytical Skills Examples

Analytical skills are essential for problem-solving and effective decision-making in the workplace. These skills involve collecting, organizing, and interpreting various data and information to draw actionable conclusions. Mastering these skills is important for employees and managers alike, as they help improve productivity and contribute to the overall success of the organization.

• Consistently makes well-informed decisions based on data analysis
• Demonstrates a keen ability to identify and analyze trends
• Successfully translates complex data into actionable insights
• Strong attention to detail in reviewing and interpreting data
• Effectively uses analytical tools and software to support decision-making

Sarah has consistently shown exceptional analytical skills throughout her time with the company. She efficiently collects and interprets data and is able to identify trends and patterns that contribute to the success of the team’s projects. She has a strong eye for details and utilizes advanced analytical tools and software to drive informed decisions. Her expertise in translating complex data into actionable insights has been invaluable to our organization.

• Struggles to collect and analyze relevant data effectively
• Lacks attention to detail in reviewing and interpreting data
• Inconsistently uses analytical tools and software
• Often makes decisions without thorough analysis or consideration of the consequences
• Struggles to identify and analyze trends and patterns

John’s analytical skills need improvement. He often struggles to gather and analyze data effectively, leading to uninformed decisions or missed opportunities. His lack of attention to detail has resulted in overlooked trends and patterns, which negatively impacts project outcomes. We suggest John invests time in honing his analytical skills by attending relevant workshops and training sessions in order to improve his ability to make informed, data-driven decisions.

Related: Analytical Skills: Performance Review Examples (1 – 5)

37 Analytical Skills Self Evaluation Comments Examples

Part 30 Leadership Skills Examples

Leadership is a vital skill in any organization. It involves guiding, motivating, and inspiring team members to collaborate and achieve common goals. Effective leaders possess strong communication skills, are adaptable to change, and can influence others to achieve objectives. Here are some performance review phrases and examples related to leadership.

• Demonstrates a clear vision for the team
• Encourages collaboration and open communication
• Provides clear goals and expectations
• Puts the needs of the team above personal interests
• Cultivates a positive and inclusive work environment
• Demonstrates strong decision-making skills
• Empowers team members to grow and take on new responsibilities
• Inspires trust and confidence in team members
• Proactively addresses conflicts and resolves them efficiently
• Leads by example and sets a high standard for others

Jane consistently demonstrates excellent leadership skills. She articulately communicates the team’s objectives and sets clear expectations for each team member. By fostering an inclusive work environment and encouraging collaboration, Jane has cultivated a highly motivated and engaged team. Her strong decision-making and proactive conflict resolution skills have significantly contributed to the team’s success.

• Lacks clear direction and vision
• Is slow to adapt to changes
• Struggles to delegate tasks and responsibilities
• Fails to provide constructive feedback
• Has difficulty managing conflict
• Is inflexible when it comes to new ideas or suggestions
• Does not communicate effectively with team members
• Lacks the skills to motivate and inspire others
• Is not receptive to feedback from team members
• Places personal interests above the team’s needs

John struggles with leadership and often fails to effectively communicate with his team. His lack of a clear vision has left team members unsure of their objectives, and his inflexibility has hindered collaboration. Additionally, John’s unwillingness to delegate tasks or seek input from team members has created a disengaged work environment. To improve his leadership abilities, it’s crucial for John to develop his communication skills and embrace a more collaborative approach.

Related: Leadership Skills: Performance Review Examples (1 – 5)

Leadership Self Evaluation Comments Examples

Leadership Feedback Examples (Strengths & Areas of Improvement)

Part 31 Mentoring Skills Examples

Mentoring is a valuable skill that involves guiding and supporting the growth and development of others. Effective mentors know how to communicate their experiences, provide constructive feedback, and inspire their mentees to reach their full potential.

• Provides valuable feedback and guidance
• Actively listens to mentee’s concerns and needs
• Willingly shares knowledge and experiences
• Develops strong relationships with mentees
• Inspires mentees to set and achieve goals
• Encourages open and honest communication

Jane demonstrates a strong ability to mentor her team members. She actively listens to their concerns and needs, provides valuable feedback and guidance, and shares her knowledge and experiences willingly. Through her mentoring, Jane has helped her mentees grow and develop in their careers, leading to increased productivity and overall team success. She encourages open and honest communication and consistently develops strong relationships with her mentees, inspiring them to set and achieve ambitious goals.

• Lacks patience when working with mentees
• Inconsistent in offering support and guidance
• Struggles to establish rapport with mentees
• Does not inspire confidence in mentees
• Avoids addressing mentee’s growth areas

Unfortunately, John struggles with effectively mentoring his team members. He often lacks patience when working with mentees, leading to difficulties in establishing rapport and fostering open communication. Rather than providing constructive feedback, John tends to avoid addressing growth areas, which hinders the professional development of his mentees. His inconsistent support and guidance do not inspire confidence in those he mentors, which ultimately limits their potential for growth and success within the team.

Related: Mentoring Skills: Best Performance Review Examples (1 – 5)

Part 32 Management Style Examples

A management style refers to the overall approach and methods used by a manager to lead their team effectively. Different managers may have different styles, but it is important to be aware of the impact that management style has on employee performance, engagement, and job satisfaction.

• Employs a collaborative and inclusive management style
• Demonstrates a flexible approach to managing diverse teams
• Effectively adapts style to meet team members’ needs
• Great at delegating responsibilities and maintaining accountability
• Encourages open communication and feedback among team members

Catherine consistently demonstrates a collaborative and inclusive management style, effectively delegating responsibilities to team members and encouraging open communication. Her ability to adapt her style to meet the needs of her diverse team has created an atmosphere of trust and respect, contributing to high levels of employee engagement and satisfaction.

• Struggles with balancing authority and team input
• Lacks adaptability when managing different personality types
• Inadequate communication skills, leading to misunderstandings
• Overloads team members with tasks without proper delegation
• Fails to provide sufficient guidance or support

Unfortunately, John’s management style often lacks adaptability, leading to tensions within the team. His approach to communication has led to misunderstandings, and he frequently overloads team members without providing the necessary support. John would benefit from developing a more flexible and collaborative management style to improve team performance and satisfaction.

Related: Management Style: Performance Review Examples (1 – 5)

Part 33 Supervision Skills Examples

When evaluating an employee’s supervision skills, it is essential to consider how well they guide, lead, and support their team members. Supervising others involves delegation, communication, and decision-making, ensuring that team members receive the necessary guidance to perform tasks effectively and efficiently.

• Effectively delegates tasks to team members
• Demonstrates strong communication skills when providing guidance
• Proactively addresses challenges and assists team members in finding solutions
• Consistently offers constructive feedback to employees
• Maintains a fair and consistent approach to managing employee performance

John has demonstrated exceptional supervision skills in his role as a team leader. He effectively delegates tasks to his team members, ensuring each person is assigned tasks suitable for their abilities and strengths. His strong communication skills have allowed him to provide clear guidance, while his proactive approach to addressing challenges has resulted in timely and effective solutions for his team. John consistently offers constructive feedback, helping employees improve their performance, and demonstrates a fair and consistent approach to managing his team.

• Struggles with delegating tasks effectively
• Inconsistent communication, leaving team members confused
• Fails to address challenges and provide necessary assistance
• Neglects to offer constructive feedback to employees
• Displays favoritism or inconsistent approach to managing employee performance

Linda seems to struggle with her supervision responsibilities. She often has difficulty delegating tasks effectively, which has resulted in an uneven workload distribution among team members. Her inconsistent communication frequently leaves employees feeling confused and unsupported. When challenges arise, Linda fails to provide the necessary guidance and assistance to her team. Additionally, she rarely offers constructive feedback, leaving employees unsure of how to improve their performance. Out of concern, it has been observed that Linda displays favoritism and has an inconsistent approach to managing her team.

Related: Supervision Skills: Best Performance Review Examples (1 – 5)

Part 34 Time Management Skills Examples

Time management is a critical skill for employees, as it helps them prioritize tasks, meet deadlines, and complete their work efficiently. Mastering time management leads to improved productivity, reduced stress, and a better work-life balance. In this section, we’ll discuss examples of positive and negative performance review phrases and provide paragraph examples for both.

• Consistently meets deadlines without sacrificing quality
• Effectively prioritizes tasks and manages workload
• Able to balance multiple projects and assignments
• Utilizes organizational tools to streamline planning and scheduling
• Proactively seeks ways to improve time management skills

Jane consistently demonstrates strong time management skills, which have greatly contributed to her success in meeting deadlines and balancing multiple projects. She is adept at prioritizing tasks and effectively allocating her time and resources to ensure that her work is completed efficiently and to a high standard. Her ability to utilize organizational tools and seek continuous improvement in her time management skills is commendable.

• Struggles with prioritizing tasks and managing workload
• Frequently misses deadlines and requires extensions
• Lacks focus and is easily distracted during work hours
• Fails to balance multiple projects and assignments effectively
• Relies too heavily on others for help with time management

Unfortunately, John has shown difficulty with time management. He frequently misses deadlines and often requires extensions to complete his tasks. This has led to concerns about his ability to balance multiple projects and assignments effectively. Additionally, John’s lack of focus and reliance on others for help with managing his time have hindered his overall productivity. It would be beneficial for John to explore strategies and tools to improve his time management skills, as it could positively impact his performance and the team’s efficiency.

Related: Time Management Skills: Performance Review Examples (1 – 5)

10 Strategies to Improve Your Time Management Skills

Part 35 Training Ability Examples

Training ability is a vital skill for employees, especially in leadership and management roles. It involves the capacity to effectively transfer knowledge, skills, and expertise to other team members to improve their performance and ensure the organization’s success. This section will provide examples of positive and negative phrases, along with a positive and negative paragraph related to training ability.

• Demonstrates exceptional skills in training team members.
• Shows excellent capability in developing clear and concise training materials.
• Provides timely and constructive feedback to trainees to help them improve.
• Creates a positive and engaging learning environment for trainees.
• Ensures a thorough understanding of the subject matter before initiating training.

Jasmine has displayed a remarkable ability to train her team members effectively. She excels at developing clear and concise training materials, ensuring all participants can easily comprehend the material. While conducting training sessions, she fosters a positive and engaging environment that promotes learning and improvement. Jasmine consistently provides timely and constructive feedback to trainees and ensures they have a comprehensive understanding of the subject matter.

• Struggles to communicate effectively during training sessions.
• Fails to provide clear and concise training materials.
• Lacks patience with trainees who need additional guidance.
• Does not offer constructive feedback to help trainees improve.
• Disregards the importance of ensuring trainees’ understanding of the subject matter.

Although Derek demonstrated great knowledge of the subject matter, his training ability was less than satisfactory. He often struggled to communicate effectively during training sessions and failed to provide clear and concise training materials. Furthermore, Derek showed little patience with those who needed additional guidance. He also lacked the ability to offer constructive feedback to aid trainees in improving their skills, and he frequently disregarded the importance of ensuring their understanding of the subject.

Related: Training Ability: Best Performance Review Examples (1 – 5)

100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

Part 36 Attitude Examples

Attitude plays a significant role in an employee’s performance and interactions with their colleagues. A positive attitude can increase productivity and create a healthy work environment, while a negative attitude can hinder teamwork and decrease overall job satisfaction. In a performance review, it is essential to address an employee’s attitude and provide constructive feedback.

• Exhibits a positive mindset and enthusiasm in their work
• Continuously encourages and supports teammates
• Adapts well to changes and maintains a positive outlook
• Consistently displays a can-do attitude and willingness to learn
• Nurture a healthy working environment, making colleagues feel at ease

Jane consistently demonstrates a positive attitude in her work. She exhibits enthusiasm and dedication towards her tasks and often goes above and beyond her duties. Furthermore, Jane’s willingness to support her teammates and encourage their growth contributes to a collaborative work environment. Her ability to adapt to changes and maintain a positive outlook is commendable, and we are grateful for her contributions to our team.

• Often exhibits negativity and a lack of motivation
• Tends to complain about tasks and responsibilities
• Struggles to adapt to changes and maintain a positive outlook
• Disregards the needs of teammates and creates a tense work environment
• Demonstrates a lack of interest or passion in their work

Unfortunately, John has exhibited a negative attitude towards his work in recent months. He often appears unmotivated and disinterested in his tasks, which has affected his overall performance. John’s continual complaints about his responsibilities have created a tense work environment and made it difficult for his teammates to collaborate effectively. We encourage John to work on his attitude and embrace a more positive mindset to improve his performance and relationships with colleagues.

Related: Attitude: Performance Review Examples (1 – 5)

Part 37 Critical Thinking Examples

Critical thinking is the ability to analyze and evaluate information in a logical and systematic manner. It involves not only understanding the facts but also the underlying meaning and significance of the presented information. In the workplace, possessing strong critical thinking skills enables employees to solve problems effectively, make better decisions, and respond appropriately to challenges and unforeseen circumstances.

• Demonstrates excellent problem-solving abilities.
• Consistently makes well-reasoned decisions.
• Exhibits outstanding logic and analytical skills.
• Quickly grasps complex issues and identifies optimal solutions.
• Thoroughly evaluates different perspectives before making a conclusion.

Sharon consistently demonstrates excellent critical thinking and problem-solving abilities. She takes time to analyze situations and study each possible course of action before choosing the best approach. When faced with challenges, she is able to quickly grasp the complexities involved and find optimal solutions. Her ability to thoroughly evaluate different perspectives makes her a valuable asset to our team.

• Struggles to identify and analyze problems.
• Often makes decisions without considering all aspects.
• Lacks the ability to recognize biases in reasoning.
• Has difficulty assessing the credibility of resources.
• Tends to jump to conclusions without sufficient evidence.

It has been observed that John tends to struggle with identifying and analyzing problems effectively. In several instances, he has made decisions without considering all aspects, which has affected the team’s progress negatively. Additionally, he lacks the ability to recognize biases in his reasoning and assess the credibility of resources. Improving these critical thinking skills would significantly enhance John’s performance and our team’s overall success.

Related: Critical Thinking: Performance Review Examples (1 – 5)

Part 38 Competency Examples

Competency refers to an individual’s ability to perform a specific task or job effectively. It often encompasses a combination of skills, knowledge, and experience required to meet job expectations. In a performance review, it’s essential to provide balanced feedback addressing both the strengths and areas for improvement.

• Demonstrates exceptional understanding of job requirements
• Consistently exceeds performance expectations
• Efficiently applies knowledge and skills to job tasks
• Adapts well to changes in job responsibilities
• Effectively utilizes resources to complete tasks

Jane displays a high level of competency in her role as a project manager. She consistently demonstrates a deep understanding of the job requirements and goes above and beyond to meet performance expectations. Her knowledge and skills have been instrumental in the successful completion of projects, showcasing her ability to effectively utilize available resources and adapt to changing responsibilities easily.

• Struggles to grasp job requirements
• Frequently requires assistance to complete tasks
• Difficulty applying learned skills to job tasks
• Inconsistent performance and quality of work
• Unwilling to seek training or utilize available resources

John has been struggling to fully comprehend the requirements of his role as a sales associate. He frequently requires assistance to complete tasks and has shown difficulty in applying newly learned skills to his job responsibilities. His performance has been inconsistent, resulting in a decline in the quality of his work. To achieve improvement in his competency, John needs to seek additional training and make better use of available resources to enhance his understanding and performance in his role.

Related: Competency: Performance Review Examples (1 – 5)

40 Competency Self-Evaluation Comments Examples

Part 39 Attention to Detail Examples

Attention to detail refers to an individual’s ability to focus on the specific aspects of a task, project, or situation. This skill is crucial in ensuring accuracy, consistency, and the thorough completion of tasks. Understanding how an employee demonstrates attention to detail in their work can be addressed using both positive and negative feedback examples.

• “Jane consistently delivers error-free reports, proving her thorough attention to detail.”
• “Mark’s keen eye for details never fails; he is always able to spot and fix inconsistencies in the project.”
• “Sarah carefully reviews all documents, ensuring they are accurate and free from errors.”
• “Mike demonstrates exceptional attention to detail by double-checking his work before submission.”
• “Samantha exceeds expectations by meticulously reviewing her team’s work for any discrepancies.”

Jane’s attention to detail has been consistently exceptional during her time with us. Her ability to identify and address even the smallest inconsistencies in her work has led to high-quality deliverables and increased overall efficiency. Her contributions are greatly appreciated, and we encourage her to keep up the excellent work.

• “John tends to overlook minor details, leading to mistakes that could have been avoided.”
• “Emily’s lack of attention to detail resulted in a crucial error being overlooked during the project.”
• “Tom’s work consistently contains errors that indicate a lack of thoroughness and focus.”
• “Allison needs to spend more time reviewing her work, as it often contains inaccuracies.”
• “Brad should prioritize accurate completion of tasks instead of merely meeting deadlines.”

John’s lack of attention to detail has been a persistent issue throughout his tenure on the team. As a result, tasks are often completed with errors or inaccuracies, which affect the quality of the overall project. To improve his performance, John should spend more time re-reading his work and ensuring that every detail is correct before submitting it.

Related: Attention to Detail: Best Performance Review Examples (1 – 5)

Attention to Detail [Best Examples]

Attention to Detail Self-Evaluation Comments Examples

Part 40 Productivity Examples

Productivity is the ability to efficiently utilize resources and time to complete tasks and achieve goals. It is an essential skill in the workplace, as it contributes to higher output and increased overall performance.

• Constantly surpasses productivity targets
• Delivers high-quality work in a timely manner
• Effectively prioritizes tasks and manages time
• Exceeds expectations in meeting goals and objectives
• Streamlines processes to maximize efficiency

Lucy consistently surpasses productivity targets, delivering high-quality work promptly. She effectively balances her daily tasks and efficiently manages her time, allowing her to exceed expectations in meeting project goals and objectives. Lucy also takes the initiative to streamline processes when necessary, demonstrating her commitment to maximizing efficiency in her role.

• Struggles with time management and meeting deadlines
• Frequently requires corrections on work due to inaccuracies
• Inconsistent performance impacting team productivity
• Slow in achieving the desired results
• Lacks the ability to prioritize tasks effectively

John struggles with time management, often missing deadlines and negatively impacting overall team productivity. His work frequently requires corrections due to incorrect information or inaccuracies, leading to delays in achieving the desired results. Additionally, John lacks the ability to prioritize tasks effectively, which results in inconsistent performance levels and reduced efficiency.

Related: Productivity: Best Performance Review Examples (1 – 5)

45 Productivity Self Evaluation Comments Examples

Part 41 Proactiveness Examples

• He consistently anticipates upcoming tasks and takes initiative to prepare for them.
• She proactively seeks out additional responsibilities and offers to help others.
• They have a forward-thinking mindset and often identify opportunities for improvement.
• He demonstrates exceptional foresight, regularly planning and preparing for potential challenges.
• She takes charge of her own professional development, staying up-to-date with industry trends and best practices.

John consistently demonstrates a proactive attitude in his work. He anticipates upcoming tasks and takes the initiative to prepare for them well in advance, resulting in higher levels of efficiency. In addition, John proactively seeks out additional responsibilities and offers to help his colleagues when they need assistance. His forward-thinking mindset and exceptional foresight enable him to identify opportunities for improvement and plan for potential challenges, making him an invaluable member of the team.

• He frequently waits for instructions rather than taking the initiative to begin tasks.
• She often procrastinates, leading to last-minute scrambles and unfinished projects.
• They rarely anticipate challenges, resulting in a reactive rather than proactive approach.
• He displays a lack of foresight, often getting caught off guard by unexpected issues.
• She tends to stick to her own tasks, rarely seeking out new responsibilities or asking how she can help others.

Jane’s lack of proactiveness has been hindering her progress and causing problems within the team. She frequently waits for instructions before starting tasks and often procrastinates on her responsibilities, leading to last-minute scrambles and unfinished projects. Jane rarely anticipates potential challenges, resulting in a reactive approach to her work that often leaves her and her teammates scrambling to address unexpected issues. Furthermore, her limited foresight makes it difficult for her to adapt to new situations or seek out additional responsibilities, which negatively impacts the overall efficiency and effectiveness of the team.

Related: Proactiveness: Performance Review Examples (1 – 5)

Part 42 Creativity Examples

• She consistently comes up with unique ideas to approach a task.
• He effectively uses imaginative techniques to solve problems.
• Their creative solutions have led to increased team productivity and success.
• She demonstrates a great ability to think outside the box and create original strategies.

James has exhibited a high level of creativity in multiple projects throughout the year. His imaginative approach to problem-solving has proven extremely beneficial to the team, as he consistently provides innovative ideas that lead to improved productivity and success. By thinking outside the box and utilizing unique strategies, James has clearly shown that creativity is one of his strongest attributes.

• He struggles to come up with new ideas and relies heavily on tried and tested methods.
• She tends to stick to conventional solutions despite the need for innovation.
• Their lack of creative thinking limits the potential for improved results.
• He shows little initiative in exploring new approaches or ideas.

During the past year, Susan has struggled to display creativity in her projects. She tends to rely on conventional methods and offers few fresh ideas for improvements or new strategies. Her reluctance to explore innovative solutions has limited the team’s potential for achieving better results and hampered growth. Moving forward, it is crucial for Susan to develop her creative thinking and make a conscious effort to approach tasks with a more imaginative mindset.

Related: Creativity: Performance Review Examples (1 – 5)

Part 43 Innovation Examples

Innovation refers to the ability to generate new ideas, think outside the box, and implement creative solutions to problems. This skill is essential in the fast-paced world of business, where companies constantly need to adapt and evolve to stay ahead of the competition.

• Continually seeks opportunities to think creatively and develop novel approaches
• Demonstrates exceptional problem-solving abilities by generating innovative ideas
• Encourages and embraces a culture of innovation within the team
• Swiftly adapts to new technologies and trends, driving progress in the workplace
• Actively participates in brainstorming sessions, contributing valuable ideas for growth

Jane consistently demonstrates a strong ability for innovation in the workplace. She is not afraid to think outside the box and regularly brings fresh perspectives to the table. By fostering a culture of innovation within her team, Jane encourages open communication and novel ideas, helping generate cutting-edge solutions that set the company apart from competitors. Her eagerness to stay up-to-date with new technologies and trends ensures both her personal and professional growth, which ultimately benefits the entire organization.

• Struggles to come up with creative solutions when faced with challenging problems
• Resistant to change, often sticking to traditional methods despite market shifts
• Disengaged during brainstorming sessions, providing little input in developing new ideas
• Fails to consider the potential impact of emerging technology on company strategy
• Lacks the initiative to explore and harness innovative opportunities

John has demonstrated difficulties in embracing innovation in his work. He shows resistance to change and often prefers to stick to traditional methods, even when more creative solutions are available. His reluctance to adapt to emerging technologies and trends has caused him to fall behind and limited his contributions to the growth of the company. While John’s technical skills are strong, he needs to focus on fostering a more innovative mindset to stay relevant in today’s rapidly changing business landscape.

Related: Innovation: Performance Review Examples (1 – 5)

Innovation and Creativity Self Evaluation Comments (30 Examples)

Part 44 Conflict Resolution Skills Examples

Description.

Conflict resolution is a crucial skill in the workplace, as it helps employees address and solve problems effectively, ensuring a harmonious work environment. It involves active listening, empathy, negotiation, and problem-solving skills to reach a mutually beneficial resolution.

• Demonstrates active listening and empathetic understanding during conflicts
• Effectively mediates and resolves disputes among team members
• Shows excellent problem-solving and negotiation skills in resolving conflicts
• Remains composed and confident during contentious situations
• Encourages open communication and willingly addresses issues head-on

Sarah consistently displays strong conflict resolution skills within her team. She is always attentive and empathetic when conflicts arise, taking the time to listen and understand each person’s perspective. Her calm and composed demeanor allows her to effectively mediate and resolve disputes among team members. Furthermore, Sarah’s excellent problem-solving and negotiation skills often lead to mutually beneficial solutions, promoting harmony and collaboration within the team.

• Lacks patience and empathy during conflict situations
• Avoids addressing problems, leading to unresolved issues
• Often escalates conflicts instead of defusing the situation
• Displays an unwillingness to compromise or find a middle ground
• Struggles to separate personal emotions and biases from professional conflicts

Adam has displayed a lack of effective conflict resolution skills in recent interactions with his colleagues. When disagreements occur, he tends to react impatiently and without empathy, which often exacerbates the situation. Instead of addressing the issue head-on and seeking an amicable solution, Adam avoids engaging in open communication and leaves problems unresolved. This avoidance ultimately affects team morale and the productive working environment. In order to improve his conflict resolution skills, it is vital for Adam to develop greater patience and empathy and focus on proactive problem-solving and compromise.

Related: Conflict Resolution: Performance Review Examples (1 – 5)

How to Choose a Conflict Management Style? [5 Styles with Examples]

Part 45 Cultural Awareness Examples

Cultural awareness is the ability to understand, appreciate, and interact effectively with people from diverse cultures and backgrounds. It involves being sensitive to cultural differences and adapting one’s behavior accordingly. Developing cultural awareness is essential for success in today’s increasingly interconnected and globalized world.

• Demonstrates a genuine interest in learning about other cultures
• Adapts well to working with colleagues from different backgrounds
• Shows respect for diverse perspectives and opinions
• Actively seeks to understand cultural differences and avoid stereotypes
• Effectively incorporates cultural considerations into decision-making

Jennifer consistently exhibits a high level of cultural awareness, which has greatly contributed to the team’s success in our international projects. She actively seeks to understand the unique perspectives of her colleagues from different cultures and demonstrates respect for their ideas and opinions. This open-minded approach has fostered a collaborative environment where everyone feels valued and included. Jennifer has also proven to be adept at incorporating cultural considerations into her decision-making, ensuring that our solutions are relevant and effective for our diverse clientele.

• Struggles to adapt to working with colleagues from diverse backgrounds
• Unwilling to recognize the value of cultural differences
• Tends to stereotype and generalize other cultures
• Lacks sensitivity to cultural norms and customs
• Demonstrates little interest in learning about other cultures

Despite the global nature of our work, John has shown difficulty in adapting to colleagues from different cultural backgrounds. He frequently generalizes and stereotypes other cultures, which has led to misunderstandings and tensions within the team. Additionally, John has demonstrated a lack of sensitivity to cultural norms and customs, often unknowingly offending others with his behavior. This unwillingness to acknowledge the value of cultural differences and a lack of cultural awareness have hindered the team’s ability to effectively collaborate and deliver results for our diverse clients.

Related: Cultural Awareness: Performance Review Examples (1 – 5)

Part 46 Emotional Intelligence Examples

Emotional intelligence (EI) refers to an individual’s ability to recognize, understand, and manage their own emotions and those of others. This skill is crucial in both personal and professional settings, as it contributes to building strong relationships, improving decision-making, and enhancing communication.

• Demonstrates empathy and understanding in interactions with colleagues
• Effectively manages stress and remains composed under pressure
• Adapts communication style to suit the emotions of others
• Easily recognizes and responds to the emotional needs of team members
• Maintains a positive attitude even when faced with adversity

Jane possesses a high level of emotional intelligence, which has made her an invaluable member of our team. She consistently demonstrates empathy and understanding in her interactions with colleagues, fostering a supportive work environment. Despite working under pressure, Jane manages stress effectively and remains composed, ensuring project deadlines are met promptly. Her ability to adapt her communication style to suit the emotions of others means she is an excellent listener and negotiator. Additionally, Jane’s commitment to maintaining a positive attitude even in challenging situations sets a fine example for her peers.

• Struggles to manage and express emotions appropriately
• Lacks empathy and understanding toward coworkers
• Has difficulty reading emotional cues from others
• Tends to become defensive in conflict situations
• Demonstrates impatience or frustration when under pressure

John has exhibited some challenges in the realm of emotional intelligence that require attention and improvement. He often struggles to manage and express his emotions appropriately, which has led to misunderstandings with coworkers and supervisors alike. His lack of empathy and understanding makes it difficult for John to perceive and address the emotional needs of his team members. Furthermore, he has a hard time deciphering emotional cues, limiting his ability to communicate and collaborate effectively. In conflict situations, John often becomes defensive, which inhibits resolution and productivity. Lastly, his impatience and frustration when under pressure can negatively impact both his own and the team’s performance.

Related: Emotional Intelligence: Performance Review Examples (1 – 5)

Emotional Intelligence (EQ) [Examples, Tips]

Part 47 Resourcefulness Examples

Resourcefulness refers to an individual’s ability to find solutions and overcome obstacles, often by using creative and innovative methods. This skill is essential in many professional environments, as it enables individuals to solve problems effectively and adapt to new challenges.

• Displays exceptional problem-solving skills
• Regularly thinks outside the box
• Quickly adapts to new challenges
• Consistently finds innovative solutions
• Demonstrates excellent resource management

John has consistently demonstrated exceptional resourcefulness throughout his time on the team. He is a natural problem-solver who quickly addresses issues and adapts to new challenges. His innovative approach has led to numerous improvements within our department, and he has shown great skill in managing resources effectively. We are fortunate to have someone with John’s level of resourcefulness on our team.

• Struggles to find solutions independently
• Relies too heavily on others for problem-solving
• Lacks creativity in addressing challenges
• Limited adaptability to new situations
• Ineffective in managing resources

In recent projects, Jane has shown difficulty in demonstrating resourcefulness. She often struggles to find solutions independently and tends to rely too heavily on her teammates when faced with challenges. Additionally, Jane’s lack of creativity in problem-solving has limited her adaptability to new situations. It is crucial that Jane improves her resourcefulness skills to better contribute to the team’s overall success.

Related: Resourcefulness: Performance Review Examples (1 – 5)

Part 48 Strategic Thinking Examples

Strategic thinking is a crucial skill that allows employees to analyze complex problems, envision future possibilities, and make well-informed decisions to achieve both short-term and long-term goals. The ability to think strategically enables employees to prioritize tasks, allocate resources effectively, and adapt to changing business environments.

• Consistently plans ahead and anticipates future possibilities.
• Demonstrates the ability to prioritize tasks effectively.
• Recognizes the organizational impact of decision-making.
• Excels at translating strategic plans into action.
• Adapts to changing business environments with ease.
• Possesses a strong sense of long-term vision for the team.

John is an exceptional strategic thinker. He consistently plans ahead and anticipates potential future developments, allowing our team to stay one step ahead in the market. His ability to prioritize tasks effectively and understand the greater organizational impact of decision-making has significantly contributed to our success. With his long-term vision for the team, he remains adaptable to the changing business environment and smoothly translates strategic plans into action.

• Struggles to prioritize tasks effectively.
• Lacks foresight in anticipating future problems.
• Reactive, rather than proactive, approach to problem-solving.
• Difficulty translating strategic goals into actionable plans.
• Inability to adapt to evolving business environments.
• Focuses on short-term gains at the expense of long-term goals.

Jane has difficulty with strategic thinking. She often struggles to prioritize tasks effectively and fails to anticipate future problems, which results in a reactive approach to problem-solving. As a result, she has difficulty translating strategic goals into actionable plans and does not adapt well to changing business environments. Jane’s focus on short-term gains hinders the team’s ability to achieve long-term success and may negatively impact our overall growth.

Related: Strategic Thinking: Performance Review Examples (1 – 5)

• Decision Making Skills: Performance Review Examples (Rating 1 - 5)
• Listening Skills: Performance Review Examples (Rating 1 - 5)
• Supervision Skills: Performance Review Examples (Rating 1 - 5)
• Interpersonal Skills: Performance Review Examples (Rating 1 - 5)
• Problem Solving Skills: Performance Review Examples (Rating 1 - 5)
• Mentoring Skills: Performance Review Examples (Rating 1 - 5)

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• Turn your team into skilled problem sol ...

Turn your team into skilled problem solvers with these problem-solving strategies

Picture this, you're handling your daily tasks at work and your boss calls you in and says, "We have a problem." 

Unfortunately, we don't live in a world in which problems are instantly resolved with the snap of our fingers. Knowing how to effectively solve problems is an important professional skill to hone. If you have a problem that needs to be solved, what is the right process to use to ensure you get the most effective solution?

In this article we'll break down the problem-solving process and how you can find the most effective solutions for complex problems.

What is problem solving? 

Problem solving is the process of finding a resolution for a specific issue or conflict. There are many possible solutions for solving a problem, which is why it's important to go through a problem-solving process to find the best solution. You could use a flathead screwdriver to unscrew a Phillips head screw, but there is a better tool for the situation. Utilizing common problem-solving techniques helps you find the best solution to fit the needs of the specific situation, much like using the right tools.

Decision-making tools for agile businesses

In this ebook, learn how to equip employees to make better decisions—so your business can pivot, adapt, and tackle challenges more effectively than your competition.

4 steps to better problem solving

While it might be tempting to dive into a problem head first, take the time to move step by step. Here’s how you can effectively break down the problem-solving process with your team:

1. Identify the problem that needs to be solved

One of the easiest ways to identify a problem is to ask questions. A good place to start is to ask journalistic questions, like:

Who : Who is involved with this problem? Who caused the problem? Who is most affected by this issue?

What: What is happening? What is the extent of the issue? What does this problem prevent from moving forward?

Where: Where did this problem take place? Does this problem affect anything else in the immediate area? 

When: When did this problem happen? When does this problem take effect? Is this an urgent issue that needs to be solved within a certain timeframe?

Why: Why is it happening? Why does it impact workflows?

How: How did this problem occur? How is it affecting workflows and team members from being productive?

Asking journalistic questions can help you define a strong problem statement so you can highlight the current situation objectively, and create a plan around that situation.

Here’s an example of how a design team uses journalistic questions to identify their problem:

Overarching problem: Design requests are being missed

Who: Design team, digital marketing team, web development team

What: Design requests are forgotten, lost, or being created ad hoc.

Where: Email requests, design request spreadsheet

When: Missed requests on January 20th, January 31st, February 4th, February 6th

How : Email request was lost in inbox and the intake spreadsheet was not updated correctly. The digital marketing team had to delay launching ads for a few days while design requests were bottlenecked. Designers had to work extra hours to ensure all requests were completed.

In this example, there are many different aspects of this problem that can be solved. Using journalistic questions can help you identify different issues and who you should involve in the process.

2. Brainstorm multiple solutions

If at all possible, bring in a facilitator who doesn't have a major stake in the solution. Bringing an individual who has little-to-no stake in the matter can help keep your team on track and encourage good problem-solving skills.

Here are a few brainstorming techniques to encourage creative thinking:

Brainstorm alone before hand: Before you come together as a group, provide some context to your team on what exactly the issue is that you're brainstorming. This will give time for you and your teammates to have some ideas ready by the time you meet.

Say yes to everything (at first): When you first start brainstorming, don't say no to any ideas just yet—try to get as many ideas down as possible. Having as many ideas as possible ensures that you’ll get a variety of solutions. Save the trimming for the next step of the strategy. 

Talk to team members one-on-one: Some people may be less comfortable sharing their ideas in a group setting. Discuss the issue with team members individually and encourage them to share their opinions without restrictions—you might find some more detailed insights than originally anticipated.

Break out of your routine: If you're used to brainstorming in a conference room or over Zoom calls, do something a little different! Take your brainstorming meeting to a coffee shop or have your Zoom call while you're taking a walk. Getting out of your routine can force your brain out of its usual rut and increase critical thinking.

3. Define the solution

After you brainstorm with team members to get their unique perspectives on a scenario, it's time to look at the different strategies and decide which option is the best solution for the problem at hand. When defining the solution, consider these main two questions: What is the desired outcome of this solution and who stands to benefit from this solution? 

Set a deadline for when this decision needs to be made and update stakeholders accordingly. Sometimes there's too many people who need to make a decision. Use your best judgement based on the limitations provided to do great things fast.

4. Implement the solution

To implement your solution, start by working with the individuals who are as closest to the problem. This can help those most affected by the problem get unblocked. Then move farther out to those who are less affected, and so on and so forth. Some solutions are simple enough that you don’t need to work through multiple teams.

After you prioritize implementation with the right teams, assign out the ongoing work that needs to be completed by the rest of the team. This can prevent people from becoming overburdened during the implementation plan . Once your solution is in place, schedule check-ins to see how the solution is working and course-correct if necessary.

Implement common problem-solving strategies

There are a few ways to go about identifying problems (and solutions). Here are some strategies you can try, as well as common ways to apply them:

Trial and error

Trial and error problem solving doesn't usually require a whole team of people to solve. To use trial and error problem solving, identify the cause of the problem, and then rapidly test possible solutions to see if anything changes. 

This problem-solving method is often used in tech support teams through troubleshooting.

The 5 whys problem-solving method helps get to the root cause of an issue. You start by asking once, “Why did this issue happen?” After answering the first why, ask again, “Why did that happen?” You'll do this five times until you can attribute the problem to a root cause. 

This technique can help you dig in and find the human error that caused something to go wrong. More importantly, it also helps you and your team develop an actionable plan so that you can prevent the issue from happening again.

Here’s an example:

Problem: The email marketing campaign was accidentally sent to the wrong audience.

“Why did this happen?” Because the audience name was not updated in our email platform.

“Why were the audience names not changed?” Because the audience segment was not renamed after editing. 

“Why was the audience segment not renamed?” Because everybody has an individual way of creating an audience segment.

“Why does everybody have an individual way of creating an audience segment?” Because there is no standardized process for creating audience segments. 

“Why is there no standardized process for creating audience segments?” Because the team hasn't decided on a way to standardize the process as the team introduced new members. 

In this example, we can see a few areas that could be optimized to prevent this mistake from happening again. When working through these questions, make sure that everyone who was involved in the situation is present so that you can co-create next steps to avoid the same problem. 

A SWOT analysis

A SWOT analysis can help you highlight the strengths and weaknesses of a specific solution. SWOT stands for:

Strength: Why is this specific solution a good fit for this problem? 

Weaknesses: What are the weak points of this solution? Is there anything that you can do to strengthen those weaknesses?

Opportunities: What other benefits could arise from implementing this solution?

Threats: Is there anything about this decision that can detrimentally impact your team?

As you identify specific solutions, you can highlight the different strengths, weaknesses, opportunities, and threats of each solution. 

This particular problem-solving strategy is good to use when you're narrowing down the answers and need to compare and contrast the differences between different solutions. 

Even more successful problem solving

After you’ve worked through a tough problem, don't forget to celebrate how far you've come. Not only is this important for your team of problem solvers to see their work in action, but this can also help you become a more efficient, effective , and flexible team. The more problems you tackle together, the more you’ll achieve. 

Looking for a tool to help solve problems on your team? Track project implementation with a work management tool like Asana .

Related resources

12 tips for effective communication in the workplace

Unmanaged business goals don’t work. Here’s what does.

How Asana uses work management to drive product development

How Asana uses work management to streamline project intake processes

35 problem-solving techniques and methods for solving complex problems

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All teams and organizations encounter challenges as they grow. There are problems that might occur for teams when it comes to miscommunication or resolving business-critical issues . You may face challenges around growth , design , user engagement, and even team culture and happiness. In short, problem-solving techniques should be part of every team’s skillset.

Problem-solving methods are primarily designed to help a group or team through a process of first identifying problems and challenges , ideating possible solutions , and then evaluating the most suitable .

Finding effective solutions to complex problems isn’t easy, but by using the right process and techniques, you can help your team be more efficient in the process.

So how do you develop strategies that are engaging, and empower your team to solve problems effectively?

In this blog post, we share a series of problem-solving tools you can use in your next workshop or team meeting. You’ll also find some tips for facilitating the process and how to enable others to solve complex problems.

Let’s get started! 

How do you identify problems?

How do you identify the right solution.

• Tips for more effective problem-solving

Complete problem-solving methods

• Problem-solving techniques to identify and analyze problems
• Problem-solving techniques for developing solutions

Problem-solving warm-up activities

Closing activities for a problem-solving process.

Before you can move towards finding the right solution for a given problem, you first need to identify and define the problem you wish to solve. 

Here, you want to clearly articulate what the problem is and allow your group to do the same. Remember that everyone in a group is likely to have differing perspectives and alignment is necessary in order to help the group move forward. 

Identifying a problem accurately also requires that all members of a group are able to contribute their views in an open and safe manner. It can be scary for people to stand up and contribute, especially if the problems or challenges are emotive or personal in nature. Be sure to try and create a psychologically safe space for these kinds of discussions.

Remember that problem analysis and further discussion are also important. Not taking the time to fully analyze and discuss a challenge can result in the development of solutions that are not fit for purpose or do not address the underlying issue.

Successfully identifying and then analyzing a problem means facilitating a group through activities designed to help them clearly and honestly articulate their thoughts and produce usable insight.

With this data, you might then produce a problem statement that clearly describes the problem you wish to be addressed and also state the goal of any process you undertake to tackle this issue.  

Finding solutions is the end goal of any process. Complex organizational challenges can only be solved with an appropriate solution but discovering them requires using the right problem-solving tool.

After you’ve explored a problem and discussed ideas, you need to help a team discuss and choose the right solution. Consensus tools and methods such as those below help a group explore possible solutions before then voting for the best. They’re a great way to tap into the collective intelligence of the group for great results!

Remember that the process is often iterative. Great problem solvers often roadtest a viable solution in a measured way to see what works too. While you might not get the right solution on your first try, the methods below help teams land on the most likely to succeed solution while also holding space for improvement.

Every effective problem solving process begins with an agenda . A well-structured workshop is one of the best methods for successfully guiding a group from exploring a problem to implementing a solution.

In SessionLab, it’s easy to go from an idea to a complete agenda . Start by dragging and dropping your core problem solving activities into place . Add timings, breaks and necessary materials before sharing your agenda with your colleagues.

The resulting agenda will be your guide to an effective and productive problem solving session that will also help you stay organized on the day!

Tips for more effective problem solving

Problem-solving activities are only one part of the puzzle. While a great method can help unlock your team’s ability to solve problems, without a thoughtful approach and strong facilitation the solutions may not be fit for purpose.

Let’s take a look at some problem-solving tips you can apply to any process to help it be a success!

Clearly define the problem

Jumping straight to solutions can be tempting, though without first clearly articulating a problem, the solution might not be the right one. Many of the problem-solving activities below include sections where the problem is explored and clearly defined before moving on.

This is a vital part of the problem-solving process and taking the time to fully define an issue can save time and effort later. A clear definition helps identify irrelevant information and it also ensures that your team sets off on the right track.

Don’t jump to conclusions

It’s easy for groups to exhibit cognitive bias or have preconceived ideas about both problems and potential solutions. Be sure to back up any problem statements or potential solutions with facts, research, and adequate forethought.

The best techniques ask participants to be methodical and challenge preconceived notions. Make sure you give the group enough time and space to collect relevant information and consider the problem in a new way. By approaching the process with a clear, rational mindset, you’ll often find that better solutions are more forthcoming.  

Try different approaches  

Problems come in all shapes and sizes and so too should the methods you use to solve them. If you find that one approach isn’t yielding results and your team isn’t finding different solutions, try mixing it up. You’ll be surprised at how using a new creative activity can unblock your team and generate great solutions.

Don’t take it personally 

Depending on the nature of your team or organizational problems, it’s easy for conversations to get heated. While it’s good for participants to be engaged in the discussions, ensure that emotions don’t run too high and that blame isn’t thrown around while finding solutions.

You’re all in it together, and even if your team or area is seeing problems, that isn’t necessarily a disparagement of you personally. Using facilitation skills to manage group dynamics is one effective method of helping conversations be more constructive.

Get the right people in the room

Your problem-solving method is often only as effective as the group using it. Getting the right people on the job and managing the number of people present is important too!

If the group is too small, you may not get enough different perspectives to effectively solve a problem. If the group is too large, you can go round and round during the ideation stages.

Creating the right group makeup is also important in ensuring you have the necessary expertise and skillset to both identify and follow up on potential solutions. Carefully consider who to include at each stage to help ensure your problem-solving method is followed and positioned for success.

Document everything

The best solutions can take refinement, iteration, and reflection to come out. Get into a habit of documenting your process in order to keep all the learnings from the session and to allow ideas to mature and develop. Many of the methods below involve the creation of documents or shared resources. Be sure to keep and share these so everyone can benefit from the work done!

Bring a facilitator 

Facilitation is all about making group processes easier. With a subject as potentially emotive and important as problem-solving, having an impartial third party in the form of a facilitator can make all the difference in finding great solutions and keeping the process moving. Consider bringing a facilitator to your problem-solving session to get better results and generate meaningful solutions!

Develop your problem-solving skills

It takes time and practice to be an effective problem solver. While some roles or participants might more naturally gravitate towards problem-solving, it can take development and planning to help everyone create better solutions.

You might develop a training program, run a problem-solving workshop or simply ask your team to practice using the techniques below. Check out our post on problem-solving skills to see how you and your group can develop the right mental process and be more resilient to issues too!

Design a great agenda

Workshops are a great format for solving problems. With the right approach, you can focus a group and help them find the solutions to their own problems. But designing a process can be time-consuming and finding the right activities can be difficult.

Check out our workshop planning guide to level-up your agenda design and start running more effective workshops. Need inspiration? Check out templates designed by expert facilitators to help you kickstart your process!

In this section, we’ll look at in-depth problem-solving methods that provide a complete end-to-end process for developing effective solutions. These will help guide your team from the discovery and definition of a problem through to delivering the right solution.

If you’re looking for an all-encompassing method or problem-solving model, these processes are a great place to start. They’ll ask your team to challenge preconceived ideas and adopt a mindset for solving problems more effectively.

• Six Thinking Hats
• Lightning Decision Jam
• Problem Definition Process
• Discovery & Action Dialogue

Design Sprint 2.0

• Open Space Technology

1. Six Thinking Hats

Individual approaches to solving a problem can be very different based on what team or role an individual holds. It can be easy for existing biases or perspectives to find their way into the mix, or for internal politics to direct a conversation.

Six Thinking Hats is a classic method for identifying the problems that need to be solved and enables your team to consider them from different angles, whether that is by focusing on facts and data, creative solutions, or by considering why a particular solution might not work.

Like all problem-solving frameworks, Six Thinking Hats is effective at helping teams remove roadblocks from a conversation or discussion and come to terms with all the aspects necessary to solve complex problems.

2. Lightning Decision Jam

Featured courtesy of Jonathan Courtney of AJ&Smart Berlin, Lightning Decision Jam is one of those strategies that should be in every facilitation toolbox. Exploring problems and finding solutions is often creative in nature, though as with any creative process, there is the potential to lose focus and get lost.

Unstructured discussions might get you there in the end, but it’s much more effective to use a method that creates a clear process and team focus.

In Lightning Decision Jam, participants are invited to begin by writing challenges, concerns, or mistakes on post-its without discussing them before then being invited by the moderator to present them to the group.

From there, the team vote on which problems to solve and are guided through steps that will allow them to reframe those problems, create solutions and then decide what to execute on. 

By deciding the problems that need to be solved as a team before moving on, this group process is great for ensuring the whole team is aligned and can take ownership over the next stages. 

Lightning Decision Jam (LDJ)   #action   #decision making   #problem solving   #issue analysis   #innovation   #design   #remote-friendly   The problem with anything that requires creative thinking is that it’s easy to get lost—lose focus and fall into the trap of having useless, open-ended, unstructured discussions. Here’s the most effective solution I’ve found: Replace all open, unstructured discussion with a clear process. What to use this exercise for: Anything which requires a group of people to make decisions, solve problems or discuss challenges. It’s always good to frame an LDJ session with a broad topic, here are some examples: The conversion flow of our checkout Our internal design process How we organise events Keeping up with our competition Improving sales flow

3. Problem Definition Process

While problems can be complex, the problem-solving methods you use to identify and solve those problems can often be simple in design. 

By taking the time to truly identify and define a problem before asking the group to reframe the challenge as an opportunity, this method is a great way to enable change.

Begin by identifying a focus question and exploring the ways in which it manifests before splitting into five teams who will each consider the problem using a different method: escape, reversal, exaggeration, distortion or wishful. Teams develop a problem objective and create ideas in line with their method before then feeding them back to the group.

This method is great for enabling in-depth discussions while also creating space for finding creative solutions too!

Problem Definition   #problem solving   #idea generation   #creativity   #online   #remote-friendly   A problem solving technique to define a problem, challenge or opportunity and to generate ideas.

4. The 5 Whys 

Sometimes, a group needs to go further with their strategies and analyze the root cause at the heart of organizational issues. An RCA or root cause analysis is the process of identifying what is at the heart of business problems or recurring challenges. 

The 5 Whys is a simple and effective method of helping a group go find the root cause of any problem or challenge and conduct analysis that will deliver results. 

By beginning with the creation of a problem statement and going through five stages to refine it, The 5 Whys provides everything you need to truly discover the cause of an issue.

The 5 Whys   #hyperisland   #innovation   This simple and powerful method is useful for getting to the core of a problem or challenge. As the title suggests, the group defines a problems, then asks the question “why” five times, often using the resulting explanation as a starting point for creative problem solving.

5. World Cafe

World Cafe is a simple but powerful facilitation technique to help bigger groups to focus their energy and attention on solving complex problems.

World Cafe enables this approach by creating a relaxed atmosphere where participants are able to self-organize and explore topics relevant and important to them which are themed around a central problem-solving purpose. Create the right atmosphere by modeling your space after a cafe and after guiding the group through the method, let them take the lead!

Making problem-solving a part of your organization’s culture in the long term can be a difficult undertaking. More approachable formats like World Cafe can be especially effective in bringing people unfamiliar with workshops into the fold. 

World Cafe   #hyperisland   #innovation   #issue analysis   World Café is a simple yet powerful method, originated by Juanita Brown, for enabling meaningful conversations driven completely by participants and the topics that are relevant and important to them. Facilitators create a cafe-style space and provide simple guidelines. Participants then self-organize and explore a set of relevant topics or questions for conversation.

6. Discovery & Action Dialogue (DAD)

One of the best approaches is to create a safe space for a group to share and discover practices and behaviors that can help them find their own solutions.

With DAD, you can help a group choose which problems they wish to solve and which approaches they will take to do so. It’s great at helping remove resistance to change and can help get buy-in at every level too!

This process of enabling frontline ownership is great in ensuring follow-through and is one of the methods you will want in your toolbox as a facilitator.

Discovery & Action Dialogue (DAD)   #idea generation   #liberating structures   #action   #issue analysis   #remote-friendly   DADs make it easy for a group or community to discover practices and behaviors that enable some individuals (without access to special resources and facing the same constraints) to find better solutions than their peers to common problems. These are called positive deviant (PD) behaviors and practices. DADs make it possible for people in the group, unit, or community to discover by themselves these PD practices. DADs also create favorable conditions for stimulating participants’ creativity in spaces where they can feel safe to invent new and more effective practices. Resistance to change evaporates as participants are unleashed to choose freely which practices they will adopt or try and which problems they will tackle. DADs make it possible to achieve frontline ownership of solutions.

7. Design Sprint 2.0

Want to see how a team can solve big problems and move forward with prototyping and testing solutions in a few days? The Design Sprint 2.0 template from Jake Knapp, author of Sprint, is a complete agenda for a with proven results.

Developing the right agenda can involve difficult but necessary planning. Ensuring all the correct steps are followed can also be stressful or time-consuming depending on your level of experience.

Use this complete 4-day workshop template if you are finding there is no obvious solution to your challenge and want to focus your team around a specific problem that might require a shortcut to launching a minimum viable product or waiting for the organization-wide implementation of a solution.

8. Open space technology

Open space technology- developed by Harrison Owen – creates a space where large groups are invited to take ownership of their problem solving and lead individual sessions. Open space technology is a great format when you have a great deal of expertise and insight in the room and want to allow for different takes and approaches on a particular theme or problem you need to be solved.

Start by bringing your participants together to align around a central theme and focus their efforts. Explain the ground rules to help guide the problem-solving process and then invite members to identify any issue connecting to the central theme that they are interested in and are prepared to take responsibility for.

Once participants have decided on their approach to the core theme, they write their issue on a piece of paper, announce it to the group, pick a session time and place, and post the paper on the wall. As the wall fills up with sessions, the group is then invited to join the sessions that interest them the most and which they can contribute to, then you’re ready to begin!

Everyone joins the problem-solving group they’ve signed up to, record the discussion and if appropriate, findings can then be shared with the rest of the group afterward.

Open Space Technology   #action plan   #idea generation   #problem solving   #issue analysis   #large group   #online   #remote-friendly   Open Space is a methodology for large groups to create their agenda discerning important topics for discussion, suitable for conferences, community gatherings and whole system facilitation

Techniques to identify and analyze problems

Using a problem-solving method to help a team identify and analyze a problem can be a quick and effective addition to any workshop or meeting.

While further actions are always necessary, you can generate momentum and alignment easily, and these activities are a great place to get started.

We’ve put together this list of techniques to help you and your team with problem identification, analysis, and discussion that sets the foundation for developing effective solutions.

Let’s take a look!

• The Creativity Dice
• Fishbone Analysis
• Problem Tree
• SWOT Analysis
• Agreement-Certainty Matrix
• The Journalistic Six
• LEGO Challenge
• What, So What, Now What?
• Journalists

Individual and group perspectives are incredibly important, but what happens if people are set in their minds and need a change of perspective in order to approach a problem more effectively?

Flip It is a method we love because it is both simple to understand and run, and allows groups to understand how their perspectives and biases are formed. 

Participants in Flip It are first invited to consider concerns, issues, or problems from a perspective of fear and write them on a flip chart. Then, the group is asked to consider those same issues from a perspective of hope and flip their understanding.  

No problem and solution is free from existing bias and by changing perspectives with Flip It, you can then develop a problem solving model quickly and effectively.

Flip It!   #gamestorming   #problem solving   #action   Often, a change in a problem or situation comes simply from a change in our perspectives. Flip It! is a quick game designed to show players that perspectives are made, not born.

10. The Creativity Dice

One of the most useful problem solving skills you can teach your team is of approaching challenges with creativity, flexibility, and openness. Games like The Creativity Dice allow teams to overcome the potential hurdle of too much linear thinking and approach the process with a sense of fun and speed. 

In The Creativity Dice, participants are organized around a topic and roll a dice to determine what they will work on for a period of 3 minutes at a time. They might roll a 3 and work on investigating factual information on the chosen topic. They might roll a 1 and work on identifying the specific goals, standards, or criteria for the session.

Encouraging rapid work and iteration while asking participants to be flexible are great skills to cultivate. Having a stage for idea incubation in this game is also important. Moments of pause can help ensure the ideas that are put forward are the most suitable. 

The Creativity Dice   #creativity   #problem solving   #thiagi   #issue analysis   Too much linear thinking is hazardous to creative problem solving. To be creative, you should approach the problem (or the opportunity) from different points of view. You should leave a thought hanging in mid-air and move to another. This skipping around prevents premature closure and lets your brain incubate one line of thought while you consciously pursue another.

11. Fishbone Analysis

Organizational or team challenges are rarely simple, and it’s important to remember that one problem can be an indication of something that goes deeper and may require further consideration to be solved.

Fishbone Analysis helps groups to dig deeper and understand the origins of a problem. It’s a great example of a root cause analysis method that is simple for everyone on a team to get their head around. 

Participants in this activity are asked to annotate a diagram of a fish, first adding the problem or issue to be worked on at the head of a fish before then brainstorming the root causes of the problem and adding them as bones on the fish. 

Using abstractions such as a diagram of a fish can really help a team break out of their regular thinking and develop a creative approach.

Fishbone Analysis   #problem solving   ##root cause analysis   #decision making   #online facilitation   A process to help identify and understand the origins of problems, issues or observations.

12. Problem Tree 

Encouraging visual thinking can be an essential part of many strategies. By simply reframing and clarifying problems, a group can move towards developing a problem solving model that works for them. 

In Problem Tree, groups are asked to first brainstorm a list of problems – these can be design problems, team problems or larger business problems – and then organize them into a hierarchy. The hierarchy could be from most important to least important or abstract to practical, though the key thing with problem solving games that involve this aspect is that your group has some way of managing and sorting all the issues that are raised.

Once you have a list of problems that need to be solved and have organized them accordingly, you’re then well-positioned for the next problem solving steps.

Problem tree   #define intentions   #create   #design   #issue analysis   A problem tree is a tool to clarify the hierarchy of problems addressed by the team within a design project; it represents high level problems or related sublevel problems.

13. SWOT Analysis

Chances are you’ve heard of the SWOT Analysis before. This problem-solving method focuses on identifying strengths, weaknesses, opportunities, and threats is a tried and tested method for both individuals and teams.

Start by creating a desired end state or outcome and bare this in mind – any process solving model is made more effective by knowing what you are moving towards. Create a quadrant made up of the four categories of a SWOT analysis and ask participants to generate ideas based on each of those quadrants.

Once you have those ideas assembled in their quadrants, cluster them together based on their affinity with other ideas. These clusters are then used to facilitate group conversations and move things forward. 

SWOT analysis   #gamestorming   #problem solving   #action   #meeting facilitation   The SWOT Analysis is a long-standing technique of looking at what we have, with respect to the desired end state, as well as what we could improve on. It gives us an opportunity to gauge approaching opportunities and dangers, and assess the seriousness of the conditions that affect our future. When we understand those conditions, we can influence what comes next.

14. Agreement-Certainty Matrix

Not every problem-solving approach is right for every challenge, and deciding on the right method for the challenge at hand is a key part of being an effective team.

The Agreement Certainty matrix helps teams align on the nature of the challenges facing them. By sorting problems from simple to chaotic, your team can understand what methods are suitable for each problem and what they can do to ensure effective results. 

If you are already using Liberating Structures techniques as part of your problem-solving strategy, the Agreement-Certainty Matrix can be an invaluable addition to your process. We’ve found it particularly if you are having issues with recurring problems in your organization and want to go deeper in understanding the root cause. 

Agreement-Certainty Matrix   #issue analysis   #liberating structures   #problem solving   You can help individuals or groups avoid the frequent mistake of trying to solve a problem with methods that are not adapted to the nature of their challenge. The combination of two questions makes it possible to easily sort challenges into four categories: simple, complicated, complex , and chaotic .  A problem is simple when it can be solved reliably with practices that are easy to duplicate.  It is complicated when experts are required to devise a sophisticated solution that will yield the desired results predictably.  A problem is complex when there are several valid ways to proceed but outcomes are not predictable in detail.  Chaotic is when the context is too turbulent to identify a path forward.  A loose analogy may be used to describe these differences: simple is like following a recipe, complicated like sending a rocket to the moon, complex like raising a child, and chaotic is like the game “Pin the Tail on the Donkey.”  The Liberating Structures Matching Matrix in Chapter 5 can be used as the first step to clarify the nature of a challenge and avoid the mismatches between problems and solutions that are frequently at the root of chronic, recurring problems.

Organizing and charting a team’s progress can be important in ensuring its success. SQUID (Sequential Question and Insight Diagram) is a great model that allows a team to effectively switch between giving questions and answers and develop the skills they need to stay on track throughout the process. 

Begin with two different colored sticky notes – one for questions and one for answers – and with your central topic (the head of the squid) on the board. Ask the group to first come up with a series of questions connected to their best guess of how to approach the topic. Ask the group to come up with answers to those questions, fix them to the board and connect them with a line. After some discussion, go back to question mode by responding to the generated answers or other points on the board.

It’s rewarding to see a diagram grow throughout the exercise, and a completed SQUID can provide a visual resource for future effort and as an example for other teams.

SQUID   #gamestorming   #project planning   #issue analysis   #problem solving   When exploring an information space, it’s important for a group to know where they are at any given time. By using SQUID, a group charts out the territory as they go and can navigate accordingly. SQUID stands for Sequential Question and Insight Diagram.

16. Speed Boat

To continue with our nautical theme, Speed Boat is a short and sweet activity that can help a team quickly identify what employees, clients or service users might have a problem with and analyze what might be standing in the way of achieving a solution.

Methods that allow for a group to make observations, have insights and obtain those eureka moments quickly are invaluable when trying to solve complex problems.

In Speed Boat, the approach is to first consider what anchors and challenges might be holding an organization (or boat) back. Bonus points if you are able to identify any sharks in the water and develop ideas that can also deal with competitors!   

Speed Boat   #gamestorming   #problem solving   #action   Speedboat is a short and sweet way to identify what your employees or clients don’t like about your product/service or what’s standing in the way of a desired goal.

17. The Journalistic Six

Some of the most effective ways of solving problems is by encouraging teams to be more inclusive and diverse in their thinking.

Based on the six key questions journalism students are taught to answer in articles and news stories, The Journalistic Six helps create teams to see the whole picture. By using who, what, when, where, why, and how to facilitate the conversation and encourage creative thinking, your team can make sure that the problem identification and problem analysis stages of the are covered exhaustively and thoughtfully. Reporter’s notebook and dictaphone optional.

The Journalistic Six – Who What When Where Why How   #idea generation   #issue analysis   #problem solving   #online   #creative thinking   #remote-friendly   A questioning method for generating, explaining, investigating ideas.

18. LEGO Challenge

Now for an activity that is a little out of the (toy) box. LEGO Serious Play is a facilitation methodology that can be used to improve creative thinking and problem-solving skills. 

The LEGO Challenge includes giving each member of the team an assignment that is hidden from the rest of the group while they create a structure without speaking.

What the LEGO challenge brings to the table is a fun working example of working with stakeholders who might not be on the same page to solve problems. Also, it’s LEGO! Who doesn’t love LEGO! 

LEGO Challenge   #hyperisland   #team   A team-building activity in which groups must work together to build a structure out of LEGO, but each individual has a secret “assignment” which makes the collaborative process more challenging. It emphasizes group communication, leadership dynamics, conflict, cooperation, patience and problem solving strategy.

19. What, So What, Now What?

If not carefully managed, the problem identification and problem analysis stages of the problem-solving process can actually create more problems and misunderstandings.

The What, So What, Now What? problem-solving activity is designed to help collect insights and move forward while also eliminating the possibility of disagreement when it comes to identifying, clarifying, and analyzing organizational or work problems. 

Facilitation is all about bringing groups together so that might work on a shared goal and the best problem-solving strategies ensure that teams are aligned in purpose, if not initially in opinion or insight.

Throughout the three steps of this game, you give everyone on a team to reflect on a problem by asking what happened, why it is important, and what actions should then be taken. 

This can be a great activity for bringing our individual perceptions about a problem or challenge and contextualizing it in a larger group setting. This is one of the most important problem-solving skills you can bring to your organization.

W³ – What, So What, Now What?   #issue analysis   #innovation   #liberating structures   You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

20. Journalists  

Problem analysis can be one of the most important and decisive stages of all problem-solving tools. Sometimes, a team can become bogged down in the details and are unable to move forward.

Journalists is an activity that can avoid a group from getting stuck in the problem identification or problem analysis stages of the process.

In Journalists, the group is invited to draft the front page of a fictional newspaper and figure out what stories deserve to be on the cover and what headlines those stories will have. By reframing how your problems and challenges are approached, you can help a team move productively through the process and be better prepared for the steps to follow.

Journalists   #vision   #big picture   #issue analysis   #remote-friendly   This is an exercise to use when the group gets stuck in details and struggles to see the big picture. Also good for defining a vision.

Problem-solving techniques for developing solutions 

The success of any problem-solving process can be measured by the solutions it produces. After you’ve defined the issue, explored existing ideas, and ideated, it’s time to narrow down to the correct solution.

Use these problem-solving techniques when you want to help your team find consensus, compare possible solutions, and move towards taking action on a particular problem.

• Improved Solutions
• Four-Step Sketch
• 15% Solutions
• How-Now-Wow matrix
• Impact Effort Matrix

21. Mindspin  

Brainstorming is part of the bread and butter of the problem-solving process and all problem-solving strategies benefit from getting ideas out and challenging a team to generate solutions quickly. 

With Mindspin, participants are encouraged not only to generate ideas but to do so under time constraints and by slamming down cards and passing them on. By doing multiple rounds, your team can begin with a free generation of possible solutions before moving on to developing those solutions and encouraging further ideation. 

This is one of our favorite problem-solving activities and can be great for keeping the energy up throughout the workshop. Remember the importance of helping people become engaged in the process – energizing problem-solving techniques like Mindspin can help ensure your team stays engaged and happy, even when the problems they’re coming together to solve are complex. 

MindSpin   #teampedia   #idea generation   #problem solving   #action   A fast and loud method to enhance brainstorming within a team. Since this activity has more than round ideas that are repetitive can be ruled out leaving more creative and innovative answers to the challenge.

22. Improved Solutions

After a team has successfully identified a problem and come up with a few solutions, it can be tempting to call the work of the problem-solving process complete. That said, the first solution is not necessarily the best, and by including a further review and reflection activity into your problem-solving model, you can ensure your group reaches the best possible result. 

One of a number of problem-solving games from Thiagi Group, Improved Solutions helps you go the extra mile and develop suggested solutions with close consideration and peer review. By supporting the discussion of several problems at once and by shifting team roles throughout, this problem-solving technique is a dynamic way of finding the best solution. 

Improved Solutions   #creativity   #thiagi   #problem solving   #action   #team   You can improve any solution by objectively reviewing its strengths and weaknesses and making suitable adjustments. In this creativity framegame, you improve the solutions to several problems. To maintain objective detachment, you deal with a different problem during each of six rounds and assume different roles (problem owner, consultant, basher, booster, enhancer, and evaluator) during each round. At the conclusion of the activity, each player ends up with two solutions to her problem.

23. Four Step Sketch

Creative thinking and visual ideation does not need to be confined to the opening stages of your problem-solving strategies. Exercises that include sketching and prototyping on paper can be effective at the solution finding and development stage of the process, and can be great for keeping a team engaged. 

By going from simple notes to a crazy 8s round that involves rapidly sketching 8 variations on their ideas before then producing a final solution sketch, the group is able to iterate quickly and visually. Problem-solving techniques like Four-Step Sketch are great if you have a group of different thinkers and want to change things up from a more textual or discussion-based approach.

Four-Step Sketch   #design sprint   #innovation   #idea generation   #remote-friendly   The four-step sketch is an exercise that helps people to create well-formed concepts through a structured process that includes: Review key information Start design work on paper,  Consider multiple variations , Create a detailed solution . This exercise is preceded by a set of other activities allowing the group to clarify the challenge they want to solve. See how the Four Step Sketch exercise fits into a Design Sprint

24. 15% Solutions

Some problems are simpler than others and with the right problem-solving activities, you can empower people to take immediate actions that can help create organizational change. 

Part of the liberating structures toolkit, 15% solutions is a problem-solving technique that focuses on finding and implementing solutions quickly. A process of iterating and making small changes quickly can help generate momentum and an appetite for solving complex problems.

Problem-solving strategies can live and die on whether people are onboard. Getting some quick wins is a great way of getting people behind the process.   

It can be extremely empowering for a team to realize that problem-solving techniques can be deployed quickly and easily and delineate between things they can positively impact and those things they cannot change. 

15% Solutions   #action   #liberating structures   #remote-friendly   You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference.  15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change.  With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

25. How-Now-Wow Matrix

The problem-solving process is often creative, as complex problems usually require a change of thinking and creative response in order to find the best solutions. While it’s common for the first stages to encourage creative thinking, groups can often gravitate to familiar solutions when it comes to the end of the process. 

When selecting solutions, you don’t want to lose your creative energy! The How-Now-Wow Matrix from Gamestorming is a great problem-solving activity that enables a group to stay creative and think out of the box when it comes to selecting the right solution for a given problem.

Problem-solving techniques that encourage creative thinking and the ideation and selection of new solutions can be the most effective in organisational change. Give the How-Now-Wow Matrix a go, and not just for how pleasant it is to say out loud. 

How-Now-Wow Matrix   #gamestorming   #idea generation   #remote-friendly   When people want to develop new ideas, they most often think out of the box in the brainstorming or divergent phase. However, when it comes to convergence, people often end up picking ideas that are most familiar to them. This is called a ‘creative paradox’ or a ‘creadox’. The How-Now-Wow matrix is an idea selection tool that breaks the creadox by forcing people to weigh each idea on 2 parameters.

26. Impact and Effort Matrix

All problem-solving techniques hope to not only find solutions to a given problem or challenge but to find the best solution. When it comes to finding a solution, groups are invited to put on their decision-making hats and really think about how a proposed idea would work in practice. 

The Impact and Effort Matrix is one of the problem-solving techniques that fall into this camp, empowering participants to first generate ideas and then categorize them into a 2×2 matrix based on impact and effort.

Activities that invite critical thinking while remaining simple are invaluable. Use the Impact and Effort Matrix to move from ideation and towards evaluating potential solutions before then committing to them. 

Impact and Effort Matrix   #gamestorming   #decision making   #action   #remote-friendly   In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

27. Dotmocracy

If you’ve followed each of the problem-solving steps with your group successfully, you should move towards the end of your process with heaps of possible solutions developed with a specific problem in mind. But how do you help a group go from ideation to putting a solution into action? 

Dotmocracy – or Dot Voting -is a tried and tested method of helping a team in the problem-solving process make decisions and put actions in place with a degree of oversight and consensus. 

One of the problem-solving techniques that should be in every facilitator’s toolbox, Dot Voting is fast and effective and can help identify the most popular and best solutions and help bring a group to a decision effectively. 

Dotmocracy   #action   #decision making   #group prioritization   #hyperisland   #remote-friendly   Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

All facilitators know that warm-ups and icebreakers are useful for any workshop or group process. Problem-solving workshops are no different.

Use these problem-solving techniques to warm up a group and prepare them for the rest of the process. Activating your group by tapping into some of the top problem-solving skills can be one of the best ways to see great outcomes from your session.

• Check-in/Check-out
• Doodling Together
• Show and Tell
• Constellations
• Draw a Tree

28. Check-in / Check-out

Solid processes are planned from beginning to end, and the best facilitators know that setting the tone and establishing a safe, open environment can be integral to a successful problem-solving process.

Check-in / Check-out is a great way to begin and/or bookend a problem-solving workshop. Checking in to a session emphasizes that everyone will be seen, heard, and expected to contribute. 

If you are running a series of meetings, setting a consistent pattern of checking in and checking out can really help your team get into a groove. We recommend this opening-closing activity for small to medium-sized groups though it can work with large groups if they’re disciplined!

Check-in / Check-out   #team   #opening   #closing   #hyperisland   #remote-friendly   Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.

29. Doodling Together  

Thinking creatively and not being afraid to make suggestions are important problem-solving skills for any group or team, and warming up by encouraging these behaviors is a great way to start. 

Doodling Together is one of our favorite creative ice breaker games – it’s quick, effective, and fun and can make all following problem-solving steps easier by encouraging a group to collaborate visually. By passing cards and adding additional items as they go, the workshop group gets into a groove of co-creation and idea development that is crucial to finding solutions to problems. 

Doodling Together   #collaboration   #creativity   #teamwork   #fun   #team   #visual methods   #energiser   #icebreaker   #remote-friendly   Create wild, weird and often funny postcards together & establish a group’s creative confidence.

30. Show and Tell

You might remember some version of Show and Tell from being a kid in school and it’s a great problem-solving activity to kick off a session.

Asking participants to prepare a little something before a workshop by bringing an object for show and tell can help them warm up before the session has even begun! Games that include a physical object can also help encourage early engagement before moving onto more big-picture thinking.

By asking your participants to tell stories about why they chose to bring a particular item to the group, you can help teams see things from new perspectives and see both differences and similarities in the way they approach a topic. Great groundwork for approaching a problem-solving process as a team! 

Show and Tell   #gamestorming   #action   #opening   #meeting facilitation   Show and Tell taps into the power of metaphors to reveal players’ underlying assumptions and associations around a topic The aim of the game is to get a deeper understanding of stakeholders’ perspectives on anything—a new project, an organizational restructuring, a shift in the company’s vision or team dynamic.

31. Constellations

Who doesn’t love stars? Constellations is a great warm-up activity for any workshop as it gets people up off their feet, energized, and ready to engage in new ways with established topics. It’s also great for showing existing beliefs, biases, and patterns that can come into play as part of your session.

Using warm-up games that help build trust and connection while also allowing for non-verbal responses can be great for easing people into the problem-solving process and encouraging engagement from everyone in the group. Constellations is great in large spaces that allow for movement and is definitely a practical exercise to allow the group to see patterns that are otherwise invisible. 

Constellations   #trust   #connection   #opening   #coaching   #patterns   #system   Individuals express their response to a statement or idea by standing closer or further from a central object. Used with teams to reveal system, hidden patterns, perspectives.

32. Draw a Tree

Problem-solving games that help raise group awareness through a central, unifying metaphor can be effective ways to warm-up a group in any problem-solving model.

Draw a Tree is a simple warm-up activity you can use in any group and which can provide a quick jolt of energy. Start by asking your participants to draw a tree in just 45 seconds – they can choose whether it will be abstract or realistic. 

Once the timer is up, ask the group how many people included the roots of the tree and use this as a means to discuss how we can ignore important parts of any system simply because they are not visible.

All problem-solving strategies are made more effective by thinking of problems critically and by exposing things that may not normally come to light. Warm-up games like Draw a Tree are great in that they quickly demonstrate some key problem-solving skills in an accessible and effective way.

Draw a Tree   #thiagi   #opening   #perspectives   #remote-friendly   With this game you can raise awarness about being more mindful, and aware of the environment we live in.

Each step of the problem-solving workshop benefits from an intelligent deployment of activities, games, and techniques. Bringing your session to an effective close helps ensure that solutions are followed through on and that you also celebrate what has been achieved.

Here are some problem-solving activities you can use to effectively close a workshop or meeting and ensure the great work you’ve done can continue afterward.

• One Breath Feedback
• Who What When Matrix
• Response Cards

How do I conclude a problem-solving process?

All good things must come to an end. With the bulk of the work done, it can be tempting to conclude your workshop swiftly and without a moment to debrief and align. This can be problematic in that it doesn’t allow your team to fully process the results or reflect on the process.

At the end of an effective session, your team will have gone through a process that, while productive, can be exhausting. It’s important to give your group a moment to take a breath, ensure that they are clear on future actions, and provide short feedback before leaving the space. 

The primary purpose of any problem-solving method is to generate solutions and then implement them. Be sure to take the opportunity to ensure everyone is aligned and ready to effectively implement the solutions you produced in the workshop.

Remember that every process can be improved and by giving a short moment to collect feedback in the session, you can further refine your problem-solving methods and see further success in the future too.

33. One Breath Feedback

Maintaining attention and focus during the closing stages of a problem-solving workshop can be tricky and so being concise when giving feedback can be important. It’s easy to incur “death by feedback” should some team members go on for too long sharing their perspectives in a quick feedback round. 

One Breath Feedback is a great closing activity for workshops. You give everyone an opportunity to provide feedback on what they’ve done but only in the space of a single breath. This keeps feedback short and to the point and means that everyone is encouraged to provide the most important piece of feedback to them. 

One breath feedback   #closing   #feedback   #action   This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

34. Who What When Matrix 

Matrices feature as part of many effective problem-solving strategies and with good reason. They are easily recognizable, simple to use, and generate results.

The Who What When Matrix is a great tool to use when closing your problem-solving session by attributing a who, what and when to the actions and solutions you have decided upon. The resulting matrix is a simple, easy-to-follow way of ensuring your team can move forward. 

Great solutions can’t be enacted without action and ownership. Your problem-solving process should include a stage for allocating tasks to individuals or teams and creating a realistic timeframe for those solutions to be implemented or checked out. Use this method to keep the solution implementation process clear and simple for all involved. 

Who/What/When Matrix   #gamestorming   #action   #project planning   With Who/What/When matrix, you can connect people with clear actions they have defined and have committed to.

35. Response cards

Group discussion can comprise the bulk of most problem-solving activities and by the end of the process, you might find that your team is talked out! 

Providing a means for your team to give feedback with short written notes can ensure everyone is head and can contribute without the need to stand up and talk. Depending on the needs of the group, giving an alternative can help ensure everyone can contribute to your problem-solving model in the way that makes the most sense for them.

Response Cards is a great way to close a workshop if you are looking for a gentle warm-down and want to get some swift discussion around some of the feedback that is raised. 

Response Cards   #debriefing   #closing   #structured sharing   #questions and answers   #thiagi   #action   It can be hard to involve everyone during a closing of a session. Some might stay in the background or get unheard because of louder participants. However, with the use of Response Cards, everyone will be involved in providing feedback or clarify questions at the end of a session.

Save time and effort discovering the right solutions

A structured problem solving process is a surefire way of solving tough problems, discovering creative solutions and driving organizational change. But how can you design for successful outcomes?

With SessionLab, it’s easy to design engaging workshops that deliver results. Drag, drop and reorder blocks  to build your agenda. When you make changes or update your agenda, your session  timing   adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore  how to use SessionLab  to design effective problem solving workshops or  watch this five minute video  to see the planner in action!

Over to you

The problem-solving process can often be as complicated and multifaceted as the problems they are set-up to solve. With the right problem-solving techniques and a mix of creative exercises designed to guide discussion and generate purposeful ideas, we hope we’ve given you the tools to find the best solutions as simply and easily as possible.

Is there a problem-solving technique that you are missing here? Do you have a favorite activity or method you use when facilitating? Let us know in the comments below, we’d love to hear from you! 

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

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Students determine the number of cars going past Max's house.

This One's For The Dogs

Students apply knowledge of area and perimeter/circumference to a situation that can be solved in multiple ways.

Science, K-8

Water testing: what makes water good.

Students conduct tests and compare results of different water samples to determine what makes water “good.” Students collect and anaylze data to draw conclusions.

A Rock's History

Students are asked to collect and analyze a rock sample found during a class “Rock Hunt” on the school grounds.

Explore 4 More Performance Tasks for Science, K-8 >>

Writing, k-4, character analysis lesson.

Princess Penelope's Parrot , written by Helen Lester, may be used in grades K–4. All levels of students will enjoy the story and be able to identify character traits. Whole class/direct instruction may be applied for this lesson.

Standards-Aligned Math and Science Products

Non-common core math, nys next generation math, ngss science, non-ngss science.

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Research: How Different Fields Are Using GenAI to Redefine Roles

• Maryam Alavi

Examples from customer support, management consulting, professional writing, legal analysis, and software and technology.

The interactive, conversational, analytical, and generative features of GenAI offer support for creativity, problem-solving, and processing and digestion of large bodies of information. Therefore, these features can act as cognitive resources for knowledge workers. Moreover, the capabilities of GenAI can mitigate various hindrances to effective performance that knowledge workers may encounter in their jobs, including time pressure, gaps in knowledge and skills, and negative feelings (such as boredom stemming from repetitive tasks or frustration arising from interactions with dissatisfied customers). Empirical research and field observations have already begun to reveal the value of GenAI capabilities and their potential for job crafting.

There is an expectation that implementing new and emerging Generative AI (GenAI) tools enhances the effectiveness and competitiveness of organizations. This belief is evidenced by current and planned investments in GenAI tools, especially by firms in knowledge-intensive industries such as finance, healthcare, and entertainment, among others. According to forecasts, enterprise spending on GenAI will increase by two-fold in 2024 and grow to $151.1 billion by 2027 .

• Maryam Alavi is the Elizabeth D. & Thomas M. Holder Chair & Professor of IT Management, Scheller College of Business, Georgia Institute of Technology .

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