problem solving with employees

Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

Related Stories

• April 16, 2024

Fostering a Healthy Organizational Culture: Key Strategies and Benefits

Uncovering the answers: how to ask about company culture, enhancing workplace dynamics: a comprehensive guide to organizational culture training, what can we help you find.

• Collaboration |
• 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

Don’t let your digital tools sabotage the employee experience

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

• Book a Speaker

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.

Error message details.

Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.

Effective Strategies for Working with Problem Employees

SHRM has partnered with Security Management Magazine to bring you relevant articles on key HR topics and strategies.

Problem employees. Difficult staffers. Workers who need behavior modification and attitude adjustments. However they're described, problem employees are the dread of every manager, and they require special skill and attention. As the experts attest, there's no silver bullet solution, no ready-to-use spiel or psychological exercise that can suddenly make a difficult employee easy to work with.

"When you are talking about dealing with well-entrenched personal qualities, you need to be a bit of a black belt in your personal skills and in your management," says Marie G. McIntyre, a workplace issues expert who writes a weekly syndicated career advice column, "Your Office Coach." She is also the author of The Management Team Handbook (Jossey-Bass, 1998) and Secrets to Winning at Office Politics (St. Martin's Griffin, 2005).

[SHRM members-only Express Request: Preventing Employee Burnout ]

When it comes to advice for working with problem employees, experts offer numerous approaches covering various parts of the process. The first piece of guidance is simple–don't let staffers become problem employees in the first place. While that may sound like short and snappy advice, following it entails sustained effort on the manager's part. And the effort starts during the hiring process, said Michael Timmes, a senior human resource specialist at Kingwood, Texas-based Insperity, a national human resources service provider. 

Timmes, who has nearly 30 years of experience in HR, sees a clear trend in the field. There are more resources available in the "emotional intelligence space" that emphasize the importance of relationship management skills, self-awareness and social awareness, he said. As a result, more managers are deploying their knowledge of these concepts in the employee selection process. A candidate's qualifications are still important, but managers are also looking beyond the résumé. 

"They're hiring for the right attitude as much as for the right skill set," Timmes said. Making an effort to ensure from the start that new employees have the right attitude for the position reduces the chances that they will become problem employees later, he added.

Veteran security manager Sam Curry, who is now chief technology and security officer for Burlington, Mass-based software company Arbor Networks, agreed with this emphasis on positive attitude and high emotional intelligence. "It's easier to correct skill deficiencies than it is to fix attitude. Attitudinal issues will soak up the most time and will most often end in heartbreak," Curry said. "You can teach someone a new skill, but you can't give them empathy, self-awareness, altruism or an amenable personality."

Learning Levels

​But hiring is only the beginning to ensure that a staffer stays well-adjusted and engaged, Timmes said. During the onboarding process, a manager should initiate conversations with the new employee about expectations, responsibilities and other topics that will make the employee's role clear. Encourage the employee to ask questions to help them understand their duties. 

Once onboarding is finished, these conversations should continue. They do not need to be time-consuming; a 10-minute informal chat every few weeks or so should suffice, Timmes explained. These short conversations serve several functions. For one, they allow the manager to emphasize how the employee's role is tied to the success of the organization, which goes a long way toward maintaining the employee's sense of mission. 

They also allow each party to provide feedback. If the manager periodically provides feedback on the employee's performance, "it eliminates some surprises when it comes time for the annual performance review," Timmes said. If signs of difficult behavior in the workplace are starting to crop up, they can be discussed before they have time to solidify. And employees can let the manager know how they feel about their role, "so there's a finger on the pulse there," he added. 

But these periodic conversations also give managers an opportunity to gauge an employee's alignment with the organization. Through active listening, the manager can learn about employees on a deeper level: their sense of mission, values, life goals and involvement in the community. In these of discussions, the manager is sending the message that: "I care about you as an individual and as a team member," Timmes said. From the employee's perspective, this helps build trust. "People understand that there is someone in leadership who cares about them," he explained.

When the manager gains this deeper knowledge, he or she can better understand how the values of the employee align with the company's mission, and the ways in which the worker feels most connected with the organization. When trust, connection and value alignment are established, both parties benefit. The employee is more likely to be engaged and professionally fulfilled, and a lot less likely to become a difficult or problem employee, Timmes explained.

Psychic Management

Of course, some managers don't have the opportunity to work with employees from Day One. A new manager may take over a department staffed with longstanding workers—a few of whom could be considered problem employees. Similarly, a merger or acquisition could result in new staff in the department that the manager didn't hire. Whatever the reason, some managers do find themselves working with difficult employees on a regular basis.

In these cases, McIntyre advised, managers should be honest enough with themselves to ask the following question—are my behaviors or actions making this problem worse?

In more than 20 years of career coaching, McIntyre has seen a few recurring ways in which managers do make the problem worse. Some managers, she said, see problems with a staffer's behavior or attitude, get frustrated, but never take concrete actions to address it and the problem becomes worse. In other cases, she has seen managers pay a tremendous amount of special attention to problem employees, which she says merely rewards the bad behavior. That, too, can make things worse. 

Another common error, McIntyre said, is when a manager assumes that the employee knows there is a problem. In this case, a manager can become increasingly frustrated, because she feels that the staffer is knowingly being difficult. Finally, the man­ager will approach the employee in a very annoyed and frustrated manner—an approach that is neither professional nor managerially sound.

Managers should strive for fairness in their approach. "It's important to not leap to conclusions early and to be as open to input," Curry said. "The first thing to do is make sure that there's no witch hunt, that facts truly are facts—and they can change, so be careful here—and to have an approach similar to a jurist in a court case."

Maintaining professional respect is also key, said Maxine Attong, an organizational development expert and author of  Lead Your Team to Win: Achieve Optimal Performance by Providing a Safe Space for Employees  (River Grove Books, 2014). Even though the worker may be considered a problem employee, a manager-staffer meeting should never have the tone of a parent-child scolding, but rather an adult-to-adult conversation between two intelligent professionals. The manager should take a positive and optimistic stance and focus on future improvement, Attong said. "Declare this to the employee, for example, 'My intention is for us to find a way forward on your job,'" she said.

It is also helpful for the manager to strive for feedback from the employee, she added. If certain procedures or policies were breached, a manager should state these, make sure the employee understands and solicit ideas from the worker on how to move forward.

Documentation is an important part of the process, experts said. This is especially true if a disgruntled employee seeks legal action. 

"Any action that can be interpreted as discriminatory or harassment can lead to a civil action by employees. Hence the reason for proper documentation," Attong said. "The manager must build a consistent trail that shows that this employee was not singled out." 

Attong suggested that when a manager documents the meeting, that he ask the employee to agree with the documentation.

Re-Engagement on the Job

In some cases, an employee's problem­atic behavior and attitude indicates that the worker is not engaged with the job, Timmes said. 

A manager can discuss this possibility with the employee. And, sometimes, an honest and supportive conversation will reveal that the staffer is simply not in the right job. That's an unpleasant thought for some.

"Sometimes people will be denial," Timmes said. "They have the attitude of, 'I've been here for so long, I just don't know where I would go or what I would do.'" Still, if that is the situation, it is best that it is acknowledged, experts said, and then the manager can work with the employee on an exit strategy that could benefit them both.

"The manager can help the employee frame a vision for his life. This may give him the impetus to resign and find a job that he may be more aligned to, or see the value in his current position as a stepping stone to where he wants to be," Attong said. 

But in many cases, a lack of engagement is not because the job and the employee are a poor match. The staffer may still be a good fit for the profession. But the employee may no longer see why his or her work is crucial to the organization, how it helps the company fulfill its mission, and how that mission is important to the larger world. 

This can happen for a few reasons: Day-to-day repetition can make work seem rote; overworked staffers are just trying to keep their heads above water; and concepts like mission and purpose are given lip service, but never explicitly expressed or explored. 

But a manager can take the initiative and, through exploratory discussion, help the employee regain perspective on their contributions and value, to the organization and beyond, Timmes said. 

 "Hopefully, that can reignite them, and they will recommit to their mission," he said. 

Behavioral Specifics

There are certain types of difficult behaviors and attitudes that occur in many workplaces. Below are descriptions of problem employee archetypes, based on conversations with workplace issue experts. Each sketch is followed by advice on how managers should deal with each one.

Negative Nancy . Naysays projects and assignments. Shoots down the new ideas of others. Often predicts doom. Frequently makes comments such as, "We tried that before, and it never works," "This project is turning into a complete disaster" or "There's just no way we can meet a deadline like that." 

Sometimes, employees use negativity to convey intelligence, Curry explained. Critics often seem like authorities, and so naysaying a project can be a way for an employee to highlight their expertise and professional experience. The manager, then, should strive to redirect that expertise in a more positive direction. 

If the pattern of negativity becomes disruptive, the manager should use a factual approach, noting behavior patterns such as the employee's tendency to criticize when new ideas are proposed at staff meetings. The manager can also explain how a past failure may be the result of a timing issue, not problems inherent to the idea. Finally, the manager can encourage the employee to focus on making the project better, not obliterating it. 

"Ask this employee what success looks like to him. Have him paint the picture for success and ask what he would do differently," Attong said. 

Egotistical Eddie.  Acts condescendingly. Dominates discussion at staff meetings. Resents being asked to do mundane but necessary tasks. His immense self-regard alienates co-workers. 

While prima donna behavior can be frustrating for other staffers to deal with, the manager should be careful not to focus on personal characteristics when discussing the problem with the employee. "To say something like: 'You apparently think you're all that, and a bag of chips, and this is very annoying to people,' that's not a conversation you want to have," McIntyre said. 

Instead, focus on how specific actions may hurt staff productivity. For example, a manager might discuss how the employee's domination of staff meeting discussions hinders others from contributing ideas—and how that diminishes output from the team.

However, some prima donnas possess top-flight skills that are a tremendous asset to teams, Curry said. Here the manager should adopt a dual strategy: communicate to the employee that her work is highly valued, but also that it does not entitle her to behave in a manner that hinders other team members. 

In addition, Attong recommended that the manager consider giving the employee additional projects appropriate to their skill level. "Since this is in her self-interest, she will be happy to do other work to strengthen her résumé," she said. If the employee still feels underutilized and wants to leave the organization, a strengthened résumé could help her do so, and leaving may be in the best interests of the staffer and the organization. 

Crisis Charlie.  Life problems frequently interrupt his work life. He has long personal phone conversations while at work, mood swings and shares too much about relationship issues. Life events, like weddings and divorces, can affect performance for weeks.

Tread carefully here, with sensitivity, experts said. 

"Crises can come in blocks, especially with children and elderly parents, divorces, et cetera," Curry said. "How you help someone through a cluster of crises is important. It is not just the right thing to do—it can create incredible loyalty with employees."

It's also possible that mood swings and oversharing may reflect medical issues, which is all the more reason for a manager to be careful. Considerate and candid conversation is appropriate, but discussions should be nonthreatening when it comes to employment issues. "Make sure to avoid harassment and miscommunication, and involve HR, and keep them apprised," Curry added. 

In one-on-one conversations with the employee, the manager can start to gauge the problem, and also explain how a staffer's demeanor can affect others on a team. "This employee may be unaware of the impact of his behavior, since this may be a reflection of deeper psychological problems that the employee is facing," Attong said. A 360-degree performance review can be helpful in providing feedback from peers, she added. 

In addition, the one-on-one conversations affords an opportunity for the manager to gain a deeper understanding of the challenges an employee faces outside of the workplace that may affect his performance at work, Timmes said. It may also be an opportunity for the manager to highlight the organization's employee assistance program or other resources the company may have to help, he added.

Challenging Cathy.  Thrives on taking on authority. Will often challenge a manager's directives and be privately critical of decisions by upper management. Derisive of "company men." 

Thoughtful criticism of operations can lead to greater innovation and efficiency. Attong recommended that a manager coach this type of employee to help make her presentation and style more palatable, but still offer constructive suggestions that lead to improvements.

"I want this employee to keep challenging and will work with her, so that she can ask better questions, be less attacking, and have some compassion for others," Attong said. If the employee's manner of speaking is too cutting or derisive, "I would ask her to reframe her questions to 'what' or 'how' questions, since these help people to think and be less defensive."

Ghostly Gerty.  With frequent sick days, medical appointments and lunchtime errands that last all afternoon, she is absent as often as present. Some co-workers even wonder if she is still on staff. 

In a clear-cut case, Curry said, document the absences, provide feedback to the employee if absences seem excessive, and "find out what's going on, and why." 

Attong also said that company attendance rules are important to emphasize. "Point out the policies around this, and ask the employee how he will remedy the situation," she said. "Enforce the company remedies for absenteeism." 

Mark Tarallo is a senior editor at  Security Management Magazine.  This article is adapted from   Security Management Magazine  with permission from ASIS © 2018. All rights reserved.

Related Articles

Rising Demand for Workforce AI Skills Leads to Calls for Upskilling

As artificial intelligence technology continues to develop, the demand for workers with the ability to work alongside and manage AI systems will increase. This means that workers who are not able to adapt and learn these new skills will be left behind in the job market.

Employers Want New Grads with AI Experience, Knowledge

A vast majority of U.S. professionals say students entering the workforce should have experience using AI and be prepared to use it in the workplace, and they expect higher education to play a critical role in that preparation.

The Pros and Cons of ‘Dry’ Promotions

Hr daily newsletter.

New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

Success title

Success caption

• Business Essentials
• Leadership & Management
• Credential of Leadership, Impact, and Management in Business (CLIMB)
• Entrepreneurship & Innovation
• *New* Digital Transformation
• Finance & Accounting
• Business in Society
• For Organizations
• Support Portal
• Media Coverage
• Founding Donors
• Leadership Team

• Harvard Business School →
• HBS Online →
• Business Insights →

Business Insights

Harvard Business School Online's Business Insights Blog provides the career insights you need to achieve your goals and gain confidence in your business skills.

• Career Development
• Communication
• Decision-Making
• Earning Your MBA
• Negotiation
• News & Events
• Productivity
• Staff Spotlight
• Student Profiles
• Work-Life Balance
• Alternative Investments
• Business Analytics
• Business Strategy
• Business and Climate Change
• Design Thinking and Innovation
• Digital Marketing Strategy
• Disruptive Strategy
• Economics for Managers
• Entrepreneurship Essentials
• Financial Accounting
• Global Business
• Launching Tech Ventures
• Leadership Principles
• Leadership, Ethics, and Corporate Accountability
• Leading with Finance
• Management Essentials
• Negotiation Mastery
• Organizational Leadership
• Power and Influence for Positive Impact
• Strategy Execution
• Sustainable Business Strategy
• Sustainable Investing
• Winning with Digital Platforms

Why Problem-Solving Skills Are Essential for Leaders in Any Industry

• 17 Jan 2023

Any organization offering a product or service is in the business of solving problems.

Whether providing medical care to address health issues or quick convenience to those hungry for dinner, a business’s purpose is to satisfy customer needs .

In addition to solving customers’ problems, you’ll undoubtedly encounter challenges within your organization as it evolves to meet customer needs. You’re likely to experience growing pains in the form of missed targets, unattained goals, and team disagreements.

Yet, the ubiquity of problems doesn’t have to be discouraging; with the right frameworks and tools, you can build the skills to solve consumers' and your organization’s most challenging issues.

Here’s a primer on problem-solving in business, why it’s important, the skills you need, and how to build them.

Access your free e-book today.

What Is Problem-Solving in Business?

Problem-solving is the process of systematically removing barriers that prevent you or others from reaching goals.

Your business removes obstacles in customers’ lives through its products or services, just as you can remove obstacles that keep your team from achieving business goals.

Design Thinking

Design thinking , as described by Harvard Business School Dean Srikant Datar in the online course Design Thinking and Innovation , is a human-centered , solutions-based approach to problem-solving and innovation. Originally created for product design, design thinking’s use case has evolved . It’s now used to solve internal business problems, too.

The design thinking process has four stages :

• Clarify: Clarify a problem through research and feedback from those impacted.
• Ideate: Armed with new insights, generate as many solutions as possible.
• Develop: Combine and cull your ideas into a short list of viable, feasible, and desirable options before building prototypes (if making physical products) and creating a plan of action (if solving an intangible problem).
• Implement: Execute the strongest idea, ensuring clear communication with all stakeholders about its potential value and deliberate reasoning.

Using this framework, you can generate innovative ideas that wouldn’t have surfaced otherwise.

Creative Problem-Solving

Another, less structured approach to challenges is creative problem-solving , which employs a series of exercises to explore open-ended solutions and develop new perspectives. This is especially useful when a problem’s root cause has yet to be defined.

You can use creative problem-solving tools in design thinking’s “ideate” stage, which include:

• Brainstorming: Instruct everyone to develop as many ideas as possible in an allotted time frame without passing judgment.
• Divergent thinking exercises: Rather than arriving at the same conclusion (convergent thinking), instruct everyone to come up with a unique idea for a given prompt (divergent thinking). This type of exercise helps avoid the tendency to agree with others’ ideas without considering alternatives.
• Alternate worlds: Ask your team to consider how various personas would manage the problem. For instance, how would a pilot approach it? What about a young child? What about a seasoned engineer?

It can be tempting to fall back on how problems have been solved before, especially if they worked well. However, if you’re striving for innovation, relying on existing systems can stunt your company’s growth.

Related: How to Be a More Creative Problem-Solver at Work: 8 Tips

Why Is Problem-Solving Important for Leaders?

While obstacles’ specifics vary between industries, strong problem-solving skills are crucial for leaders in any field.

Whether building a new product or dealing with internal issues, you’re bound to come up against challenges. Having frameworks and tools at your disposal when they arise can turn issues into opportunities.

As a leader, it’s rarely your responsibility to solve a problem single-handedly, so it’s crucial to know how to empower employees to work together to find the best solution.

Your job is to guide them through each step of the framework and set the parameters and prompts within which they can be creative. Then, you can develop a list of ideas together, test the best ones, and implement the chosen solution.

Related: 5 Design Thinking Skills for Business Professionals

4 Problem-Solving Skills All Leaders Need

1. problem framing.

One key skill for any leader is framing problems in a way that makes sense for their organization. Problem framing is defined in Design Thinking and Innovation as determining the scope, context, and perspective of the problem you’re trying to solve.

“Before you begin to generate solutions for your problem, you must always think hard about how you’re going to frame that problem,” Datar says in the course.

For instance, imagine you work for a company that sells children’s sneakers, and sales have plummeted. When framing the problem, consider:

• What is the children’s sneaker market like right now?
• Should we improve the quality of our sneakers?
• Should we assess all children’s footwear?
• Is this a marketing issue for children’s sneakers specifically?
• Is this a bigger issue that impacts how we should market or produce all footwear?

While there’s no one right way to frame a problem, how you do can impact the solutions you generate. It’s imperative to accurately frame problems to align with organizational priorities and ensure your team generates useful ideas for your firm.

To solve a problem, you need to empathize with those impacted by it. Empathy is the ability to understand others’ emotions and experiences. While many believe empathy is a fixed trait, it’s a skill you can strengthen through practice.

When confronted with a problem, consider whom it impacts. Returning to the children’s sneaker example, think of who’s affected:

• Your organization’s employees, because sales are down
• The customers who typically buy your sneakers
• The children who typically wear your sneakers

Empathy is required to get to the problem’s root and consider each group’s perspective. Assuming someone’s perspective often isn’t accurate, so the best way to get that information is by collecting user feedback.

For instance, if you asked customers who typically buy your children’s sneakers why they’ve stopped, they could say, “A new brand of children’s sneakers came onto the market that have soles with more traction. I want my child to be as safe as possible, so I bought those instead.”

When someone shares their feelings and experiences, you have an opportunity to empathize with them. This can yield solutions to their problem that directly address its root and shows you care. In this case, you may design a new line of children’s sneakers with extremely grippy soles for added safety, knowing that’s what your customers care most about.

Related: 3 Effective Methods for Assessing Customer Needs

3. Breaking Cognitive Fixedness

Cognitive fixedness is a state of mind in which you examine situations through the lens of past experiences. This locks you into one mindset rather than allowing you to consider alternative possibilities.

For instance, your cognitive fixedness may make you think rubber is the only material for sneaker treads. What else could you use? Is there a grippier alternative you haven’t considered?

Problem-solving is all about overcoming cognitive fixedness. You not only need to foster this skill in yourself but among your team.

4. Creating a Psychologically Safe Environment

As a leader, it’s your job to create an environment conducive to problem-solving. In a psychologically safe environment, all team members feel comfortable bringing ideas to the table, which are likely influenced by their personal opinions and experiences.

If employees are penalized for “bad” ideas or chastised for questioning long-held procedures and systems, innovation has no place to take root.

By employing the design thinking framework and creative problem-solving exercises, you can foster a setting in which your team feels comfortable sharing ideas and new, innovative solutions can grow.

How to Build Problem-Solving Skills

The most obvious answer to how to build your problem-solving skills is perhaps the most intimidating: You must practice.

Again and again, you’ll encounter challenges, use creative problem-solving tools and design thinking frameworks, and assess results to learn what to do differently next time.

While most of your practice will occur within your organization, you can learn in a lower-stakes setting by taking an online course, such as Design Thinking and Innovation . Datar guides you through each tool and framework, presenting real-world business examples to help you envision how you would approach the same types of problems in your organization.

Are you interested in uncovering innovative solutions for your organization’s business problems? Explore Design Thinking and Innovation —one of our online entrepreneurship and innovation courses —to learn how to leverage proven frameworks and tools to solve challenges. Not sure which course is right for you? Download our free flowchart .

About the Author

Stay up-to-date with HR, tech and the future of work. Get our weekly newsletter!

Subscribing to Ho-Hum Newsletters? We have the fix!

8 Steps to Improve Problem-Solving Skills for the Workplace

Author: By Zenresume Editorial Team Updated on September 14, 2020

When employers are surveyed about the most important soft skills for employees, problem-solving almost always tops the list.

Problem-solving is a universal job skill. In any line of work, challenges will arise.

In my company, Transizion, my team and I solve problems each and every day. We’ve built our skills to tackle all types of obstacles. But it’s a time-consuming process that you need to be committed to.

Strong problem solvers can expertly navigate unexpected issues. They also find creative solutions that improve processes and make them more efficient.

Boosting your problem-solving skills will make you a more effective employee and a more competitive candidate.

So, how can you get started?

Try the simple activities below to become a problem-solving pro.

1. Play Games That Stimulate the Brain

Challenge your brain with logic puzzles, sudoku, chess, or a Rubik’s cube. These brain teasers require both analysis and lateral thinking. Lateral thinking means solving problems with a more creative approach.

You’ve probably heard the term “Use it or lose it.” When we don’t confront challenges or think creatively, our ability to do so declines.

On the plus side, our brains are neuroplastic . They shift and change in response to our experiences and activities. When you consistently stimulate your brain with logic puzzles, your neural pathways become faster, stronger, and smarter. Solving problems becomes easier.

2. Stay Active

They say the best exercise for the brain is exercise. Numerous studies suggest that exercise positively impacts memory and thinking skills.

In fact, regular aerobic exercise boosts the size of the hippocampus , the area of the brain involved in learning and memory.

Exercise also reduces stress and anxiety while improving mood and sleep. Naturally, this results in clearer thinking.

Dancing, yoga, and strategic, fast-moving sports like soccer have also been shown to strengthen cognitive skills.

If you want to improve your ability to solve problems, get up and get moving!

3. Observe How Others Solve Problems

Do any of your colleagues have strong problem-solving skills? It’s helpful to observe their process and take note of how you can improve your own skills.

If possible, ask some of your more experienced co-workers about their problem-solving process.

• Is there a specific way they approach problems?
• How have they honed their skills?
• Do they have tips for improving your abilities in this area?

4. Learn a Problem-Solving Process

Often, out-of-the-box thinking is the best way to find new, innovative solutions to workplace problems. But having a clearly defined process is a great way to start improving your skills.

Here’s a typical problem-solving process you can practice:

• Define the problem. What is the problem? Who or what is it affecting? How serious is the problem?
• Determine what caused the problem . When did this problem occur? Why and how did it happen? Are you missing any information? If so, how can you gather more info?
• Brainstorm solutions. What are some potential solutions to this problem?
• Evaluate your options. What are the advantages and disadvantages of each option? Can any of these options be combined? Which option(s) would most likely lead to your desired results?
• Choose an option. Why is this solution the best one? How will you put the solution into action?
• Measure outcomes. What results are you hoping for? How will you know when the problem has been solved? Is your solution working? If not, what other options will you try?

If you often feel overwhelmed by challenges, this structured process can help you tackle them one step at a time.

Need a CIA-approved problem-solving hack? Try the Phoenix Checklist —a handy tool CIA agents use to tackle unexpected problems!

5. Focus on Solutions

When we focus too heavily on a problem, our brains struggle to find solutions. Focusing on the problem activates negative thinking. In turn, negative thinking stimulates the fight or flight response or emotional reactions such as blaming.

Your brain power then goes to answering questions like: Why does dumb stuff like this always happen? Whose fault is this? How can I prove it’s not my fault?

Instead, save your energy for the important question: How can I solve this problem?

Remain calm. Once you’ve defined the problem, move on to solution-focused thinking. Instead of getting upset or finding fault, search your brain for helpful answers.

6. Ask “Why?”

Asking, “Why?” can help you get to the root of the problem and find an effective solution.

Let’s say your problem is that you’re frequently late to work. Why ?

• You always turn off your alarm, telling yourself, “I’ll get up in five more minutes.” Why do you have difficulty getting up when your alarm goes off?
• You don’t get enough sleep. Why ?
• You stay up too late. Why ?
• Maybe it’s because you drink too much caffeine during the day. Or you spend too much time scrolling through social media in bed.

Now, you can find a solution.

Have a cut-off time for caffeine and social media. Then you’ll sleep better, which will make it easier to get up in the morning and arrive to work on time.

Of course, this is a simple example. But asking “why” can always help you discover the root cause of an issue. And unless you’re addressing the root cause, you can’t truly solve the problem.

7. Try a Brain Dump

When brainstorming, a brain dump is usually the way to go. We often second-guess ourselves with thoughts like, “I’m not sure this will work,” or, “Maybe this idea is stupid.”

With a brain dump, you list everything that comes to mind. Literally. All of it. It doesn’t matter if it’s silly or unreasonable or just plain impossible. The goal is to stimulate creativity.

Ask yourself “What if…” or “Imagine if…” instead of shutting down your thought process with negativity.

Once you’ve recorded all your ideas, sift through them to find the best options.

8. Seek Out Opportunities to Solve Problems

Practice may not make perfect , but it certainly makes progress. Improve your problem-solving skills by practicing them consistently.

Look for opportunities to solve problems. Ask to join or sit-in on brainstorming sessions. Volunteer for new projects and put yourself in new situations.

Start approaching everyday challenges with a “what if” mentality. Seek fresh ideas and solutions, and jot them all down in a journal.

Over time, you’ll become more comfortable making decisions and more adept at solving problems.

So, what do you think?

What’s a major problem or challenge you’ve tackled at work? How did you solve it?

What tips have helped you improve your problem-solving skills?

The service you are accessing is either under high load or has detected unusual activity from your network location.

To protect this service from abuse please complete the challenge below to continue.

What code is in the image? submit

Your unique support ID for this request is: 4926348426425190620.

If you see this challenge frequently or believe you are seeing it in error please record this ID and contact the Deakin University IT Service Desk . Additional information is available from the IT Knowledge Base .

How it works

For Business

Join Mind Tools

Article • 0 min read

Team Building Exercises – Problem Solving and Decision Making

Fun ways to turn problems into opportunities.

By the Mind Tools Content Team

Whether there's a complex project looming or your team members just want to get better at dealing with day-to-day issues, your people can achieve much more when they solve problems and make decisions together.

By developing their problem-solving skills, you can improve their ability to get to the bottom of complex situations. And by refining their decision-making skills, you can help them work together maturely, use different thinking styles, and commit collectively to decisions.

In this article, we'll look at three team-building exercises that you can use to improve problem solving and decision making in a new or established team.

Exercises to Build Decision-Making and Problem-Solving Skills

Use the following exercises to help your team members solve problems and make decisions together more effectively.

Exercise 1: Lost at Sea*

In this activity, participants must pretend that they've been shipwrecked and are stranded in a lifeboat. Each team has a box of matches, and a number of items that they've salvaged from the sinking ship. Members must agree which items are most important for their survival.

Download and print our team-building exercises worksheet to help you with this exercise.

This activity builds problem-solving skills as team members analyze information, negotiate and cooperate with one another. It also encourages them to listen and to think about the way they make decisions.

What You'll Need

• Up to five people in each group.
• A large, private room.
• A "lost at sea" ranking chart for each team member. This should comprise six columns. The first simply lists each item (see below). The second is empty so that each team member can rank the items. The third is for group rankings. The fourth is for the "correct" rankings, which are revealed at the end of the exercise. And the fifth and sixth are for the team to enter the difference between their individual and correct score, and the team and correct rankings, respectively.
• The items to be ranked are: a mosquito net, a can of petrol, a water container, a shaving mirror, a sextant, emergency rations, a sea chart, a floating seat or cushion, a rope, some chocolate bars, a waterproof sheet, a fishing rod, shark repellent, a bottle of rum, and a VHF radio. These can be listed in the ranking chart or displayed on a whiteboard, or both.
• The experience can be made more fun by having some lost-at-sea props in the room.

Flexible, but normally between 25 and 40 minutes.

Instructions

• Divide participants into their teams, and provide everyone with a ranking sheet.
• Ask team members to take 10 minutes on their own to rank the items in order of importance. They should do this in the second column of their sheet.
• Give the teams a further 10 minutes to confer and decide on their group rankings. Once agreed, they should list them in the third column of their sheets.
• Ask each group to compare their individual rankings with their collective ones, and consider why any scores differ. Did anyone change their mind about their own rankings during the team discussions? How much were people influenced by the group conversation?
• Now read out the "correct" order, collated by the experts at the US Coast Guard (from most to least important): - Shaving mirror. (One of your most powerful tools, because you can use it to signal your location by reflecting the sun.) - Can of petrol. (Again, potentially vital for signaling as petrol floats on water and can be lit by your matches.) - Water container. (Essential for collecting water to restore your lost fluids.) -Emergency rations. (Valuable for basic food intake.) - Plastic sheet. (Could be used for shelter, or to collect rainwater.) -Chocolate bars. (A handy food supply.) - Fishing rod. (Potentially useful, but there is no guarantee that you're able to catch fish. Could also feasibly double as a tent pole.) - Rope. (Handy for tying equipment together, but not necessarily vital for survival.) - Floating seat or cushion. (Useful as a life preserver.) - Shark repellent. (Potentially important when in the water.) - Bottle of rum. (Could be useful as an antiseptic for treating injuries, but will only dehydrate you if you drink it.) - Radio. (Chances are that you're out of range of any signal, anyway.) - Sea chart. (Worthless without navigational equipment.) - Mosquito net. (Assuming that you've been shipwrecked in the Atlantic, where there are no mosquitoes, this is pretty much useless.) - Sextant. (Impractical without relevant tables or a chronometer.)

Advice for the Facilitator

The ideal scenario is for teams to arrive at a consensus decision where everyone's opinion is heard. However, that doesn't always happen naturally: assertive people tend to get the most attention. Less forthright team members can often feel intimidated and don't always speak up, particularly when their ideas are different from the popular view. Where discussions are one-sided, draw quieter people in so that everyone is involved, but explain why you're doing this, so that people learn from it.

You can use the Stepladder Technique when team discussion is unbalanced. Here, ask each team member to think about the problem individually and, one at a time, introduce new ideas to an appointed group leader – without knowing what ideas have already been discussed. After the first two people present their ideas, they discuss them together. Then the leader adds a third person, who presents his or her ideas before hearing the previous input. This cycle of presentation and discussion continues until the whole team has had a chance to voice their opinions.

After everyone has finished the exercise, invite your teams to evaluate the process to draw out their experiences. For example, ask them what the main differences between individual, team and official rankings were, and why. This will provoke discussion about how teams arrive at decisions, which will make people think about the skills they must use in future team scenarios, such as listening , negotiating and decision-making skills, as well as creativity skills for thinking "outside the box."

A common issue that arises in team decision making is groupthink . This can happen when a group places a desire for mutual harmony above a desire to reach the right decision, which prevents people from fully exploring alternative solutions.

If there are frequent unanimous decisions in any of your exercises, groupthink may be an issue. Suggest that teams investigate new ways to encourage members to discuss their views, or to share them anonymously.

Exercise 2: The Great Egg Drop*

In this classic (though sometimes messy!) game, teams must work together to build a container to protect an egg, which is dropped from a height. Before the egg drop, groups must deliver presentations on their solutions, how they arrived at them, and why they believe they will succeed.

This fun game develops problem-solving and decision-making skills. Team members have to choose the best course of action through negotiation and creative thinking.

• Ideally at least six people in each team.
• Raw eggs – one for each group, plus some reserves in case of accidents!
• Materials for creating the packaging, such as cardboard, tape, elastic bands, plastic bottles, plastic bags, straws, and scissors.
• Aprons to protect clothes, paper towels for cleaning up, and paper table cloths, if necessary.
• Somewhere – ideally outside – that you can drop the eggs from. (If there is nowhere appropriate, you could use a step ladder or equivalent.)
• Around 15 to 30 minutes to create the packages.
• Approximately 15 minutes to prepare a one-minute presentation.
• Enough time for the presentations and feedback (this will depend on the number of teams).
• Time to demonstrate the egg "flight."
• Put people into teams, and ask each to build a package that can protect an egg dropped from a specified height (say, two-and-a-half meters) with the provided materials.
• Each team must agree on a nominated speaker, or speakers, for their presentation.
• Once all teams have presented, they must drop their eggs, assess whether the eggs have survived intact, and discuss what they have learned.

When teams are making their decisions, the more good options they consider, the more effective their final decision is likely to be. Encourage your groups to look at the situation from different angles, so that they make the best decision possible. If people are struggling, get them to brainstorm – this is probably the most popular method of generating ideas within a team.

Ask the teams to explore how they arrived at their decisions, to get them thinking about how to improve this process in the future. You can ask them questions such as:

• Did the groups take a vote, or were members swayed by one dominant individual?
• How did the teams decide to divide up responsibilities? Was it based on people's expertise or experience?
• Did everyone do the job they volunteered for?
• Was there a person who assumed the role of "leader"?
• How did team members create and deliver the presentation, and was this an individual or group effort?

Exercise 3: Create Your Own*

In this exercise, teams must create their own, brand new, problem-solving activity.

This game encourages participants to think about the problem-solving process. It builds skills such as creativity, negotiation and decision making, as well as communication and time management. After the activity, teams should be better equipped to work together, and to think on their feet.

• Ideally four or five people in each team.
• Paper, pens and flip charts.

Around one hour.

• As the participants arrive, you announce that, rather than spending an hour on a problem-solving team-building activity, they must design an original one of their own.
• Divide participants into teams and tell them that they have to create a new problem-solving team-building activity that will work well in their organization. The activity must not be one that they have already participated in or heard of.
• After an hour, each team must present their new activity to everyone else, and outline its key benefits.

There are four basic steps in problem solving : defining the problem, generating solutions, evaluating and selecting solutions, and implementing solutions. Help your team to think creatively at each stage by getting them to consider a wide range of options. If ideas run dry, introduce an alternative brainstorming technique, such as brainwriting . This allows your people to develop one others' ideas, while everyone has an equal chance to contribute.

After the presentations, encourage teams to discuss the different decision-making processes they followed. You might ask them how they communicated and managed their time . Another question could be about how they kept their discussion focused. And to round up, you might ask them whether they would have changed their approach after hearing the other teams' presentations.

Successful decision making and problem solving are at the heart of all effective teams. While teams are ultimately led by their managers, the most effective ones foster these skills at all levels.

The exercises in this article show how you can encourage teams to develop their creative thinking, leadership , and communication skills , while building group cooperation and consensus.

* Original source unknown. Please let us know if you know the original source.

You've accessed 1 of your 2 free resources.

Get unlimited access

Discover more content

Pdca (plan do check act).

Continually Improving, in a Methodical Way

The Plan-Do-Check-Act Process

How to Minimize Risk

Add comment

Comments (0)

Be the first to comment!

Team Management

Learn the key aspects of managing a team, from building and developing your team, to working with different types of teams, and troubleshooting common problems.

Sign-up to our newsletter

Subscribing to the Mind Tools newsletter will keep you up-to-date with our latest updates and newest resources.

Subscribe now

Business Skills

Personal Development

Leadership and Management

Member Extras

Most Popular

Newest Releases

SWOT Analysis

How to Build a Strong Culture in a Distributed Team

Mind Tools Store

About Mind Tools Content

Discover something new today

Top tips for delegating.

Delegate work to your team members effectively with these top tips

Ten Dos and Don'ts of Change Conversations

Tips for tackling discussions about change

How Emotionally Intelligent Are You?

Boosting Your People Skills

Self-Assessment

What's Your Leadership Style?

Learn About the Strengths and Weaknesses of the Way You Like to Lead

Recommended for you

Understanding beliefs and bias in decision-making.

Our Beliefs Shape Us This Article Looks at Our They Help and Hinder Us In Life

Business Operations and Process Management

Strategy Tools

Customer Service

Business Ethics and Values

Handling Information and Data

Project Management

Knowledge Management

Self-Development and Goal Setting

Time Management

Presentation Skills

Learning Skills

Career Skills

Communication Skills

Negotiation, Persuasion and Influence

Working With Others

Difficult Conversations

Creativity Tools

Self-Management

Work-Life Balance

Stress Management and Wellbeing

Coaching and Mentoring

Change Management

Managing Conflict

Delegation and Empowerment

Performance Management

Leadership Skills

Developing Your Team

Talent Management

Problem Solving

Decision Making

Member Podcast

Problem-Solving Skills: 5 Ways to Evaluate Them When Hiring

Knowing how to hire employees with strong problem-solving skills can make all the difference in becoming the next Netflix – or Blockbuster.

Because every role, from the penthouse corner office to the high street, involves a degree of problem-solving. Whether managing a team, developing a web page, or resolving a customer complaint, what matters is how people deal with the problems they face .

To ensure your company is prepared to tackle even the most challenging situations, we’ll first look at what problem solving skills are, using some real-life applications, before walking you through 5 of the best ways to test for them.

TL;DR – Key Takeaways

• Problem-solving skills encompass all the skills that employees use in the workplace to analyze problems and come up with solutions .
• Examples of typical problem-solving skills include good communication skills , active listening skills, decision-making skills, analytical skills, creativity, and collaboration.
• Different problem-solving skills are required from a manager compared to an individual contributor, so hiring managers should look for different competencies according to the seniority of the role.
• There are several ways to assess a candidate’s problem-solving skills when hiring, such as asking behavioral interview questions, running assessment tests or job simulations , conducting reference checks, and asking cultural fit questions.
• Toggl Hire has an impressive library of customizable skills tests and homework assignments that hiring managers can plug into their hiring pipeline to help identify the best problem-solvers right from the start.

What are problem-solving skills?

“Problem solving skills” refers to someone’s ability to identify problems , analyze possible solutions , and think through the steps required to solve those problems. For example, an HR specialist faced with the problem of filling a new position might first analyze whether it would be best filled internally or externally before posting a job description .

Problem solving skills are critical for every possible industry, role, and level of seniority, because at the bottom of each job is solving some type of problem.

Examples of typical problems in the workplace include:

• Finding out the reason behind increased customer complaints
• Improving the efficiency of outbound cold calls for your sales team
• Overhauling a landing page so that it drives more people to subscribe to a software

As you can see, every possible role that exists requires people to solve problems effectively.

What skills make up the problem-solving competency?

“Problem solving skills” is an umbrella term that covers a wide variety of different skills . Here are some examples of typical problem solving abilities that an employee may need for any given role:

• Communication skills
• Decision-making skills
• Research skills
• Analytical skills
• Collaboration
• Active listening skills

Not all of them are necessary for every role, but these examples of hard and soft skills are a great starting point if you’re putting together a job description for your next role.

Problem-solving skills examples at different levels

In addition to the variety of skills that fall under the term “problem-solving”, there are also different competency levels of problem-solving.

Just like the difference between hiring an intern , a manager , and a director, choosing the right level of problem-solving competency will depend on the role you’re hiring for.

To explain this further, let’s dig into the 3 basic levels of problem-solving skills.

Entry-level problem-solving skills

A candidate with entry-level problem-solving skills is capable of identifying what the problem is and considering the potential solution. However, they struggle to move beyond this point. These types of skills are suitable if you’re looking to hire for a junior position.

Intermediate-level problem-solving skills

At an intermediate level, the candidate not only identifies problems and finds potential solutions for them, but also uses different types of problem-solving skills and strategies to tackle them from different angles.

However, for more complex problems, they might struggle to implement the solution and will look for assistance from other team members.

Expert-level problem-solving skills

At an expert level, a candidate is capable of solving problems from beginning to end . They are skilled in different problem-solving strategies, including how to gather and analyze relevant information. They are able to see creative solutions where others do not and can anticipate potential obstacles before they happen.

Why are problem-solving skills so important at work?

The modern workplace is full of problems that need solving. Solution-focused employees are a valuable asset to any company in any possible role. They help your company save money , keep customers happy , and inspire colleagues by coming up with new ways to solve old problems .

Employers like to see good problem-solving skills because it also helps to show them you have a range of other competencies such as logic, creativity, resilience, imagination, lateral thinking, and determination.

Here are some of the benefits amazing problem solvers bring to an organization and those around them: 

Problem-Solvers Work Well Under Pressure

When a problem arises, it needs to be fixed quickly. Employees with amazing problem-solving skills roll with the punches and tight deadlines to deliver when it matters. 

To do this, expert problem-solvers react quickly to short-term situations while thinking proactively about future problems. That ability to act fast and effectively exuberates confidence, creating a sense of calm across the wider team.

They Create Amazing New Ideas

Problem-solving and creative thinking go hand-in-hand. The best problem-solvers don’t just put bandaids over an issue, they fix them in a dynamic, value-adding way. 

Exciting, out-of-the-box thinking isn’t just good in the moment but creates an exciting, innovative culture across the organization. That helps organizations stay ahead of the curve and attracts other expert problem-solvers to join the organization, improving the workforce’s capability over time. 

Problems Create Risk, and Problem-Solvers Fix Problems

From an organizational perspective, problems create risk. Even if a business process is slightly off-kilter, it can become a much greater issue. 

Problem-solvers help organizations reduce risk in the moment while mitigating future risks before they even occur. That helps everyone sleep sounder at night and also removes financial liability from the C-suite. 

Problem-Solvers Beat The Competition

Ultimately, excellent problem-solvers help organizations stay ahead of their competition. Whether through creative ideas, faster outputs, or reduced risk, organizations with awesome problem solvers deliver better products and services to their clients. 

As we all know, it’s the people that make an organization great, and problem-solvers are some of the best people out there! 

Next, let’s take a closer look at how problem-solving skills may differ between individual contributors and managers.

Example of using problem-solving skills in the workplace: manager vs individual contributor

While their approaches may differ, both the manager and the individual contributor go through the same stages of the problem-solving process.

Managers look at the broader perspective of solving a problem and the different ways of coordinating their team and the organization. Their focus is the long-term success of their team and the company.

The individual contributor, on the other hand, is more concerned with individual tasks and technical problems, as well as instant solutions to a problem at hand.

Both sides of the coin are important if you want to succeed at problem solving in the long run and thrive as a team and as a company.

Step 1 – Problem definition

Quick example – A Sales Exec goes to their manager with a problem – they’re struggling to hit their sales target. The Sales Manager sits down with them to understand the situation, where they are with their sales, and the gap to the target.

Step 2 – Problem analysis

Quick example – The Sales Manager goes away and gathers some information about the Sales Exec. They look at their CRM notes, speak with other team members, and shadow the Sales Exec on the job.

Step 3 – Generating the possible solutions

Quick example – The Sales Manager comes up with some solutions to help their  Sales Exec. Options on the table include additional training, a structured work plan, and re-prioritizing their workload.

Step 4 – Implementing the best solution(s)

Quick example – The Sales Manager lays out the next steps with the Sales Exec, explaining the proposed solutions. The Sales Exec will do some re-training on the sales process and will re-prioritize their workload to focus on particular, high-value customers.

5 Ways to Evaluate Problem-Solving Skills When Hiring

There are many practical ways to evaluate how people solve problems during the hiring process. Depending on your needs, you can use one, more, or all of these in combination.

#1 – Behavioral interview questions

These are questions you ask candidates to find out how they solved problems in the past and behaved in a certain situation. Here are some examples:

• How do you handle setbacks at work?
• A customer came back to you with a complaint and the fault is on your company’s end. How do you resolve the issue?
• Your employees have a conflict and you need to resolve it without taking sides. How do you go about this?
• You have a certain timeframe to complete a complex task. How do you prioritize the work to ensure you meet the deadline and not burn out?

You can use the STAR method to assess how they solve problems in specific situations:

S – Situation: how well did they explain the situation they faced?

T – Task: what was the task they had to complete in that situation?

A – Action: did they clearly show the action they took to resolve the problem?

R – Result: how did they explain the result, and measure success?

With the right set of questions and the application of the STAR method, you can see if your candidates have good problem solving skills or not. However, this method is not 100% reliable as your candidates could be less than honest in their responses, which brings us to the other methods.

#2 – Job simulation exercises

Instead of asking candidates to think of past experiences, you can put them in a real-life situation to judge how they think and react in real time. And see for yourself how analytical, creative, and competent they are. The best way to do this is with a simulation exercise .

Note that these job simulation tasks only resemble what the candidate will be doing in their job but shouldn’t include real data or customers to protect your business.

One such example is our Homework assessments . Designed as an assessment tool for hiring managers, Homework assessments offer 500 pre-built tasks you can give to potential candidates before inviting them for an interview or extending an offer.

Candidates can do these tasks on their own and in their free time. In our library, you can choose from a variety of tasks where candidates can show off their analytical skills and proficiency in solving problems.

Once they’re done, you can review the tasks and create shared notes for your entire team to review. Just like that, you’re one step closer to making a more confident hiring decision, and your candidates can practice solving problems without causing risks for your ongoing work.

#3 – Assessment tools

Putting candidates in different situations is a solid way to find out more about their problem solving skills. However, another fantastic way to see how they solve problems is by using skills assessment tools .

Tools like Toggl Hire allow you to create pre-employment tests often used in the first step of the hiring process. That way, you can tell early on how good someone is at solving problems and whether they have the key skills to meet the requirements for the job .

In our problem-solving skills test, we test for four crucial skills:

• Problem solving
• Innovative thinking
• Logical reasoning
• Decision making

Problem solving assessment template

The assessment takes only 15 minutes , making it a great alternative to submitting a resume and cover letter. Applicants love Toggl Hire because they get feedback rapidly, and know within minutes of completing the test if they are a good fit for the role. [ Grab the template here ]

#4 – References and past performance

Reference checking is a simple but effective way to evaluate the skills of potential candidates. To understand if someone has the right problem-solving skills for the job, simply ring up their past employers and ask!

The more specific your questions, the better. Ask about objectives and goals that they completed that stand out during their time with the company. Moreover, you need to make sure that they have a pattern in their performance. In other words, were they consistent in finding new ways to solve problems and tackle complex issues?

A word of caution.

References are not always reliable. Past employers may refuse to comment on an employee’s performance, or they could be forbidden from doing so by their contracts. Sometimes, you may be unable to get ahold of the point of contact. Other times, their feedback can be overly positive.

This is why it’s important to consider other possible solutions for assessing problem solving skills in combination with reference checks.

#5 – Cultural fit

When you have all of this information in one place, it’s time to find the last piece of the puzzle. In other words, to see if the way a candidate solves problems aligns with your values and company culture.

For example, you may have a customer who has a problem with their account and wants a full subscription refund. One approach to problem-solving, in this case, would be to give the full refund because the customer is right – no matter what.

On the other hand, someone else might try and talk to the customer and get them to stay. You can come up with different problem solving skills examples to inquire about during the interview stage.

The candidate should be able not just to solve problems, but also do it in a way that matches your company culture .

Wrapping up

Employees with great problem-solving skills will always be in demand, no matter the profession or seniority level. However, testing for those skills can present a challenge for recruiters.

With the right tools, problem solving interview questions , and reference checks, you can determine if a candidate is a good problem solver or not.

If you need a bit more guidance on how to test for problem solving skills, try a ready-made Toggl Hire skills test to quickly screen candidates and determine who will continue to the job interview.

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

Join 30,000+ subscribers getting the best tips on productivity, work management, hiring and more!

We promise we won't spam you and you can unsubscribe anytime.

You might also like...

Related to Talent Assessments

50 Phone Interview Questions to Ask Candidates (With Answers)

6 Must-Have Skills for an eCommerce Manager

9 Steps to an Effective Talent Assessment Strategy

Take a peek at our most popular categories:

14 Best Team Building Problem Solving Group Activities For 2024

The best teams see solutions where others see problems. A great company culture is built around a collaborative spirit and the type of unity it takes to find answers to the big business questions.

So how can you get team members working together?

How can you develop a mentality that will help them overcome obstacles they have yet to encounter?

One of the best ways to improve your teams’ problem solving skills is through team building problem solving activities .

“86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.” — Bit.AI

These activities can simulate true-to-life scenarios they’ll find themselves in, or the scenarios can call on your employees or coworkers to dig deep and get creative in a more general sense.

The truth is, on a day-to-day basis, you have to prepare for the unexpected. It just happens that team building activities help with that, but are so fun that they don’t have to feel like work ( consider how you don’t even feel like you’re working out when you’re playing your favorite sport or doing an exercise you actually enjoy! )

What are the benefits of group problem-solving activities?

The benefits of group problem-solving activities for team building include:

• Better communication
• Improved collaboration and teamwork
• More flexible thinking
• Faster problem-solving
• Better proactivity and decision making

Without further ado, check out this list of the 14 best team-building problem-solving group activities for 2024!

Page Contents (Click To Jump)

Popular Problem Solving Activities

1. virtual team challenge.

Virtual Team Challenges are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team brainstorming, discussing, and creating solutions for a given problem.

Participants work both individually and collaboratively to come up with ideas and strategies that will help them reach their goals.

Why this is a fun problem-solving activity: Participants can interact and communicate with each other in a virtual environment while simultaneously engaging with the problem-solving activities. This makes it an enjoyable experience that allows people to use their creative thinking skills, build team spirit, and gain valuable insights into the issue at hand.

Problem-solving activities such as Virtual Team Challenges offer a great way for teams to come together, collaborate, and develop creative solutions to complex problems.

2. Problem-Solving Templates

Problem-Solving Templates are popular problem-solving activities that involve a group of people working together to solve an issue. The challenge generally involves members of the team utilizing pre-made templates and creating solutions for a given problem with the help of visual aids.

This activity is great for teams that need assistance in getting started on their problem-solving journey.

Why this is a fun problem-solving activity: Problem-Solving Templates offer teams an easy and stress-free way to get the creative juices flowing. The visual aids that come with the templates help team members better understand the issue at hand and easily come up with solutions together.

This activity is great for teams that need assistance in getting started on their problem-solving journey, as it provides an easy and stress-free way to get the creative juices flowing.

Problem Solving Group Activities & Games For Team Building

3. coworker feud, “it’s all fun and games”.

Coworker Feud is a twist on the classic Family Feud game show! This multiple rapid round game keeps the action flowing and the questions going. You can choose from a variety of customizations, including picking the teams yourself, randomized teams, custom themes, and custom rounds.

Best for: Hybrid teams

Why this is an effective problem solving group activity: Coworker Feud comes with digital game materials, a digital buzzer, an expert host, and a zoom link to get the participants ready for action! Teams compete with each other to correctly answer the survey questions. At the end of the game, the team with the most competitive answers is declared the winner of the Feud.

How to get started:

• Sign up for Coworker Feud
• Break into teams of 4 to 10 people
• Get the competitive juices flowing and let the games begin!

Learn more here: Coworker Feud

4. Crack The Case

“who’s a bad mamma jamma”.

Crack The Case is a classic WhoDoneIt game that forces employees to depend on their collective wit to stop a deadly murderer dead in his tracks! Remote employees and office commuters can join forces to end this crime spree.

Best for: Remote teams

Why this is an effective problem solving group activity: The Virtual Clue Murder Mystery is an online problem solving activity that uses a proprietary videoconferencing platform to offer the chance for employees and coworkers to study case files, analyze clues, and race to find the motive, the method, and the individual behind the murder of Neil Davidson.

• Get a custom quote here
• Download the app
• Let the mystery-solving collaboration begin!

Learn more here: Crack The Case

5. Catch Meme If You Can

“can’t touch this”.

Purposefully created to enhance leadership skills and team bonding , Catch Meme If You Can is a hybrid between a scavenger hunt and an escape room . Teammates join together to search for clues, solve riddles, and get out — just in time!

Best for: Small teams

Why this is an effective problem solving group activity: Catch Meme If You Can is an adventure with a backstory. Each team has to submit their answer to the puzzle in order to continue to the next part of the sequence. May the best team escape!

• The teams will be given instructions and the full storyline
• Teams will be split into a handful of people each
• The moderator will kick off the action!

Learn more here: Catch Meme If You Can

6. Puzzle Games

“just something to puzzle over”.

Puzzle Games is the fresh trivia game to test your employees and blow their minds with puzzles, jokes , and fun facts!

Best for: In-person teams

Why this is an effective problem solving group activity: Eight mini brain teaser and trivia style games include word puzzles, name that nonsense, name that tune, and much more. Plus, the points each team earns will go towards planting trees in the precious ecosystems and forests of Uganda

• Get a free consultation for your team
• Get a custom designed invitation for your members
• Use the game link
• Dedicated support will help your team enjoy Puzzle Games to the fullest!

Learn more here: Puzzle Games

7. Virtual Code Break

“for virtual teams”.

Virtual Code Break is a virtual team building activity designed for remote participants around the globe. Using a smart video conferencing solution, virtual teams compete against each other to complete challenges, answer trivia questions, and solve brain-busters!

Why this is an effective problem solving group activity: Virtual Code Break can be played by groups as small as 4 people all the way up to more than 1,000 people at once. However, every team will improve their communication and problem-solving skills as they race against the clock and depend on each other’s strengths to win!

• Reach out for a free consultation to align the needs of your team
• An event facilitator will be assigned to handle all of the set-up and logistics
• They will also provide you with logins and a play-by-play of what to expect
• Sign into the Outback video conferencing platform and join your pre-assigned team
• Lastly, let the games begin!

Learn more here: Virtual Code Break

8. Stranded

“survivor: office edition”.

Stranded is the perfect scenario-based problem solving group activity. The doors of the office are locked and obviously your team can’t just knock them down or break the windows.

Why this is an effective problem solving group activity: Your team has less than half an hour to choose 10 items around the office that will help them survive. They then rank the items in order of importance. It’s a bit like the classic game of being lost at sea without a lifeboat.

• Get everyone together in the office
• Lock the doors
• Let them start working together to plan their survival

Learn more here: Stranded

9. Letting Go Game

“for conscious healing”.

The Letting Go Game is a game of meditation and mindfulness training for helping teammates thrive under pressure and reduce stress in the process. The tasks of the Letting Go Game boost resiliency, attentiveness, and collaboration.

Why this is an effective problem solving group activity: Expert-guided activities and awareness exercises encourage team members to think altruistically and demonstrate acts of kindness. Between yoga, face painting, and fun photography, your employees or coworkers will have more than enough to keep them laughing and growing together with this mindfulness activity!

• Reach out for a free consultation
• A guide will then help lead the exercises
• Let the funny videos, pictures, and playing begin!

Learn more here: Letting Go Game

10. Wild Goose Chase

“city time”.

Wild Goose Chase is the creative problem solving activity that will take teams all around your city and bring them together as a group! This scavenger hunt works for teams as small as 10 up to groups of over 5000 people.

Best for: Large teams

Why this is an effective group problem solving activity: As employees and group members are coming back to the office, there are going to be times that they’re itching to get outside. Wild Goose Chase is the perfect excuse to satisfy the desire to go out-of-office every now and then. Plus, having things to look at and see around the city will get employees talking in ways they never have before.

• Download the Outback app to access the Wild Goose Chase
• Take photos and videos from around the city
• The most successful team at completing challenges on time is the champ!

Learn more here: Wild Goose Chase

11. Human Knot

“for a knotty good time”.

The Human Knot is one of the best icebreaker team building activities! In fact, there’s a decent chance you played it in grade school. It’s fun, silly, and best of all — free!

Why this is an effective group problem solving activity: Participants start in a circle and connect hands with two other people in the group to form a human knot. The team then has to work together and focus on clear communication to unravel the human knot by maneuvering their way out of this hands-on conundrum. But there’s a catch — they can’t let go of each other’s hands in this team building exercise.

• Form a circle
• Tell each person to grab a random hand until all hands are holding another
• They can’t hold anyone’s hand who is directly next to them
• Now they have to get to untangling
• If the chain breaks before everyone is untangled, they have to start over again

Learn more here: Human Knot

12. What Would You Do?

“because it’s fun to imagine”.

What Would You Do? Is the hypothetical question game that gets your team talking and brainstorming about what they’d do in a variety of fun, intriguing, and sometimes, whacky scenarios.

Best for: Distributed teams

Why this is an effective group problem solving activity: After employees or coworkers start talking about their What Would You Do? responses, they won’t be able to stop. That’s what makes this such an incredible team building activity . For example, you could ask questions like “If you could live forever, what would you do with your time?” or “If you never had to sleep, what would you do?”

• In addition to hypothetical questions, you could also give teammates some optional answers to get them started
• After that, let them do the talking — then they’ll be laughing and thinking and dreaming, too!

13. Crossing The River

“quite the conundrum”.

Crossing The River is a river-crossing challenge with one correct answer. Your team gets five essential elements — a chicken, a fox, a rowboat, a woman, and a bag of corn. You see, the woman has a bit of a problem, you tell them. She has to get the fox, the bag of corn, and the chicken to the other side of the river as efficiently as possible.

Why this is an effective group problem solving activity: She has a rowboat, but it can only carry her and one other item at a time. She cannot leave the chicken and the fox alone — for obvious reasons. And she can’t leave the chicken with the corn because it will gobble it right up. So the question for your team is how does the woman get all five elements to the other side of the river safely in this fun activity?

• Form teams of 2 to 5 people
• Each team has to solve the imaginary riddle
• Just make sure that each group understands that the rowboat can only carry one animal and one item at a time; the fox and chicken can’t be alone; and the bag of corn and the chicken cannot be left alone
• Give the verbal instructions for getting everything over to the other side

14. End-Hunger Games

“philanthropic fun”.

Does anything bond people quite like acts of kindness and compassion? The End-Hunger Games will get your team to rally around solving the serious problem of hunger.

Best for: Medium-sized teams

Why this is an effective problem solving group activity: Teams join forces to complete challenges based around non-perishable food items in the End-Hunger Games. Groups can range in size from 25 to more than 2000 people, who will all work together to collect food for the local food bank.

• Split into teams and compete to earn boxes and cans of non-perishable food
• Each team attempts to build the most impressive food item construction
• Donate all of the non-perishable foods to a local food bank

Learn more here: End-Hunger Games

People Also Ask These Questions About Team Building Problem Solving Group Activities

Q: what are some problem solving group activities.

• A: Some problem solving group activities can include riddles, egg drop, reverse pyramid, tallest tower, trivia, and other moderator-led activities.

Q: What kind of skills do group problem solving activities & games improve?

• A: Group problem solving activities and games improve collaboration, leadership, and communication skills.

Q: What are problem solving based team building activities & games?

• A: Problem solving based team building activities and games are activities that challenge teams to work together in order to complete them.

Q: What are some fun free problem solving games for groups?

• A: Some fun free problem solving games for groups are kinesthetic puzzles like the human knot game, which you can read more about in this article. You can also use all sorts of random items like whiteboards, straws, building blocks, sticky notes, blindfolds, rubber bands, and legos to invent a game that will get the whole team involved.

Q: How do I choose the most effective problem solving exercise for my team?

• A: The most effective problem solving exercise for your team is one that will challenge them to be their best selves and expand their creative thinking.

Q: How do I know if my group problem solving activity was successful?

• A: In the short-term, you’ll know if your group problem solving activity was successful because your team will bond over it; however, that should also translate to more productivity in the mid to long-term.

Interested in a content partnership? Let’s chat!

Get Started

About SnackNation

SnackNation is a healthy office snack delivery service that makes healthy snacking fun, life more productive, and workplaces awesome. We provide a monthly, curated selection of healthy snacks from the hottest, most innovative natural food brands in the industry, giving our members a hassle-free experience and delivering joy to their offices.

Popular Posts

Want to become a better professional in just 5 minutes?

You May Also Like

🗓️ The Effective Guide for Mastering Executive Calendar Management in 2024

🛠️ 14 Best Productivity Templates for Maximum Efficiency in 2024

Leave a Reply Cancel Reply

Save my name, email, and website in this browser for the next time I comment.

SnackNation About Careers Blog Tech Blog Contact Us Privacy Policy Online Accessibility Statement

Pricing How It Works Member Reviews Take the Quiz Guides and Resources FAQ Terms and Conditions Website Accessibility Policy

Exciting Employee Engagement Ideas Employee Wellness Program Ideas Thoughtful Employee Appreciation Ideas Best ATS Software Fun Office Games & Activities for Employees Best Employee Engagement Software Platforms For High Performing Teams [HR Approved] Insanely Fun Team Building Activities for Work

Fun Virtual Team Building Activities The Best Employee Recognition Software Platforms Seriously Awesome Gifts For Coworkers Company Swag Ideas Employees Really Want Unique Gifts For Employees Corporate Gift Ideas Your Clients and Customers Will Love

© 2024 SnackNation. Handcrafted in Los Angeles

• Recipient Choice Gifts
• Free Work Personality Assessment
• Happy Hour & Lunches
• Group eCards
• Office Snacks
• Employee Recognition Software
• Join Our Newsletter
• Partner With Us
• SnackNation Blog
• Employee Template Directory
• Gifts For Remote Employees
• ATS Software Guide
• Best Swag Vendors
• Top HR Tools
• Ways To Reward Employees
• Employee Appreciation Gift Guide
• More Networks

• Privacy Overview
• Strictly Necessary Cookies
• 3rd Party Cookies

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.

If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.

This website uses Google Analytics to collect anonymous information such as the number of visitors to the site, and the most popular pages.

Keeping this cookie enabled helps us to improve our website.

Please enable Strictly Necessary Cookies first so that we can save your preferences!

• Consultancy
• Online Courses

SIGN UP TODAY

• All , Lean , Lean Culture , Lean Management

Problem Solving is a Must Have In The Workplace, Here is Why

• 5 mins to read
• March 24, 2021
• By Reagan Pannell

Summary: Problem Solving at Work

Problem-solving importance in the workplace.

When it comes to efficient problem solving in the workplace there can be a lot of different methods used. Some people may prefer to take a more analytical approach, while others may be more creative in their thinking. No matter what your personal preference is, it’s important to be able to adapt and change as needed when faced with a complex problems and any business problems. 

By being versatile and flexible, you’ll be better equipped to find solutions that work for everyone involved. So whether you’re looking for a new way to tackle an old issue or just starting out on your career path, here are a few tips on how to solve problems effectively in the workplace.

Workplace issues must always be overcome. We’ll look at why problem solving is so important, as well as what you can do to improve your problem-solving skills.effo

One of the essential skills in any business or workplace is the problem of problem-solving and critical thinking.

At its most effective, problem-solving allows employees to seamlessly engage in the psychological process of realizing, evaluating, and resolving daily challenges. At the core of business development, the ability to problem solve allows employees to learn to use accessible resources to work out issues in a productive manner that does not betray your company’s integrity.

Additionally, they can reach an agreeable consensus using professional perspectives afforded to them by applying problem-solving skills. In the long run, companies who utilize problem-solving training will allow their employees to efficiently and productively manage any internal or external interactions with a professionalism that will only benefit the business as a whole.

• Visit our Consultancy page

GB MASTERCLASS COURSE

Get access to our free gb mastercourse classes, free course previews, visit our free course, ready to level up your career, lean six sigma courses, lean six sigma training, ready to level up your career, get free access to our certified lean six sigma courses, the process of problem-solving in the workplace.

In professional problem-solving training workshops, the process is usually demonstrated using a simple four-step method that involves. This is a very standard approach for problem-solving in business. But we do challenge this with DMAIC, a Lean Six Sigma method which provides a more robust overall problem-solving approach.

1. Identification:

In this aspect of the program, employees are usually exposed to the ideal way to locate an issue within the workplace. Try as you may, no organization is without flaws that affect a business’ operability. These can manifest as processes that have worn out and broken down over time or those that were flawed from inception. Using root cause analysis techniques and practicing isolating the facts, employees can undergo a method to effectively and professionally identify these issues within their setting to improve the business.

By taking the first step in establishing the origins of the problem, your employees engage in the first step in a mechanism that allows them to determine what happened, why it took place, and how to employ preventative measures to ensure it does not occur in the future. This overall approach to continuous improvement problem solving is called Kaizen (learn more) .

2. Proposition:

Once your employees have developed the capability to identify cause and effect relationships in their environments that affect productivity, they move on to being able to transfer this knowledge into offering possible solutions to address whatever problem arises . This learned ability helps less experienced employees and seasoned ones as it targets their innovative thought.

Employees can use creative strategies to tackle traditional problems using their past experiences and current lives. In addition to asking for effective strategies, this step also requires that employees conduct a risk analysis of their proposed plans. The proposition must solve the problem more effectively than the risk it poses to the company.

3. Evaluation:

Employees do not exist in isolation. Within any business, there is a multifaceted and symbiotic set of relationships that occurs. Therefore, one employee’s actions can have a direct or indirect impact on another, thus affecting the overall dynamics of the environment. On the one hand, the interdependency that is created in the work environment enables your employees to work together on more complicated issues, but it also demands cohesion in not only collaborative efforts but also performance.

It is through employee engagement with problem-solving skills that they learn to make effective decisions as a team. Problem-solving helps them understand their interdependency and allows them to implement adjustments needed to create a team that survives a constantly changing environment. They evaluate options and their effects on their co-workers to minimize negative impacts in the system.

4.Implementation:

In the final step of the process, employees are exposed to impact. Before the performance of a solution, they need to understand how the solution would work within their professional context. To do this, they rely on the efforts they used to solve previous problems. Employees learn to improve the clarity of their recall through mnemonic devices to trigger recollection and the visualization of their environments to remember and organize data.

The innovative disparity that results from their old ways and their new and improved methods in problem-solving results in an efficiency that improves their workspace. Your employees can now understand the value of evaluating the success of the options chosen and, in the future, can apply the process again. In their implementation, they will realize that problem solving is not solely issue response and conflict resolution but a multifaceted approach that impacts their entire professional experience for the best.

If you check out the ASQ website , they describe problem-solving in these 4 steps.

1. Define the problem

Differentiate fact from opinion Specify underlying causes Consult each faction involved for information State the problem specifically Identify what standard or expectation is violated Determine in which process the problem lies Avoid trying to solve the problem without data

2. Generate alternative solutions

Postpone evaluating alternatives initially Include all involved individuals in the generating of alternatives Specify alternatives consistent with organizational goals Specify short- and long-term alternatives Brainstorm on others’ ideas Seek alternatives that may solve the problem

3. Evaluate and select an alternative

Evaluate alternatives relative to a target standard Evaluate all alternatives without bias Evaluate alternatives relative to established goals Evaluate both proven and possible outcomes State the selected alternative explicitly

4. Implement and follow up on the solution

Developing problem-solving skills in the workplace

So how do you develop your problem-solving skills or that of your team? And lets share a couple of problem solving in the workplace examples.

The best way to build problem-solving skills is through teaching and then practising some of the most highly regarded problem-solving approaches. The foundation of solving any problem is the PDCA (Plan Do Check Act) cycle, to avoid jumping to solutions and build a methodology that can drive continuous improvement. 

And depending on the complexity of the problem, you can use 3C’s (Concern, Cause, Countermeasure), A3 Problem-Solving (originally from Toyota), 8D’s (originally from Ford) or DMAIC (Define, Measure, Analyse, Improve, Control) . If it’s a new product development, then understanding the Build-Measure-Learn approach from Lean Startup is essential.

How to learn more about these problem-solving approaches? Check out our Free Lean Six Sigma Certification course – The Fundamentals of Lean to begin to explore

• Corporate Training
• Courses for Individuals

Our Newsletter

Reagan pannell.

Reagan Pannell is a highly accomplished professional with 15 years of experience in building lean management programs for corporate companies. With his expertise in strategy execution, he has established himself as a trusted advisor for numerous organisations seeking to improve their operational efficiency.

Our Training Courses

Fundamentals of lean.

• Lean Six Sigma White Belt Course
• Lean Thinking Business Course
• Lean Six Sigma Yellow Belt Course
• Lean Six Sigma Green Belt Course
• Lean Six Sigma Black Belt Course

Yellow Belt Course

View all courses, recent articles, 5 essential problem-solving strategies every business leader should know, unveiling the secrets of blue ocean strategy for business growth, the difference between strategy and strategic execution, small steps, big gains: the case for incremental improvement, maximising efficiency and profitability: exploring the benefits of lean consultancy, empowering leaders: the imperative for problem-solving training, view all articles, green belt course, other articles, why are control plans essential in project management, murphy’s law, poka yoke & lean in hospitals, what are p-values and how to use them in six sigma, leanscape launches the online lean academy, choosing a lean six sigma black belt consultant for your business, using the probability plot | probability distribution tool, facilitation skills for project managers: learning to lead change management, the key elements of project management and managing project portfolios , an overview of the pugh matrix: what is it and how does it work, unlocking operational excellence: definitions, tips, and strategies for success, redefining automation: prioritizing standardization and optimization, what is a gemba walk gemba walks explained, related articles, principle 4: create balance | heijunka | principles of lean, 05 – work to establish standardised processes, recommended reading for better lean thinking, 5 bullet friday lean thinking newsletter | 8th sept 2023, the power of lean thinking to transform business performance, lean six sigma online courses.

FREE COURSE | YELLOW BELT | GREEN BELT | BLACK BELT | MASTERCLASS | WORKSHOPS

Lean Accelerator Progam

A Lean Six Sigma Green Belt Masterclass

Ready to start your journey into the world of Lean with this free course?

FREE COURSE

Lean Thinking

A Lean focused continious improvement certification course

LSS Yellow Belt

Propel your career forward, tackle complex problems and drive change

LSS Green Belt

The ultimate fast-track for future leadership

LSS Black Belt

Become an expert in change management and complex problem-solving.

Subscribe to Newsletter

Keep up to date to the latest insights, courses, training, webinars and more. Join our newsletter today.

Lean Accelerator Program

Discover the power of problem-solving, 15 min per day | 3-months | only €999 | learn from experts.

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Share Podcast

Do You Understand the Problem You’re Trying to Solve?

To solve tough problems at work, first ask these questions.

• Apple Podcasts
• Google Podcasts

Problem solving skills are invaluable in any job. But all too often, we jump to find solutions to a problem without taking time to really understand the dilemma we face, according to Thomas Wedell-Wedellsborg , an expert in innovation and the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

In this episode, you’ll learn how to reframe tough problems by asking questions that reveal all the factors and assumptions that contribute to the situation. You’ll also learn why searching for just one root cause can be misleading.

Key episode topics include: leadership, decision making and problem solving, power and influence, business management.

HBR On Leadership curates the best case studies and conversations with the world’s top business and management experts, to help you unlock the best in those around you. New episodes every week.

• Listen to the original HBR IdeaCast episode: The Secret to Better Problem Solving (2016)
• Find more episodes of HBR IdeaCast
• Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org .

HANNAH BATES: Welcome to HBR on Leadership , case studies and conversations with the world’s top business and management experts, hand-selected to help you unlock the best in those around you.

Problem solving skills are invaluable in any job. But even the most experienced among us can fall into the trap of solving the wrong problem.

Thomas Wedell-Wedellsborg says that all too often, we jump to find solutions to a problem – without taking time to really understand what we’re facing.

He’s an expert in innovation, and he’s the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

  In this episode, you’ll learn how to reframe tough problems, by asking questions that reveal all the factors and assumptions that contribute to the situation. You’ll also learn why searching for one root cause can be misleading. And you’ll learn how to use experimentation and rapid prototyping as problem-solving tools.

This episode originally aired on HBR IdeaCast in December 2016. Here it is.

SARAH GREEN CARMICHAEL: Welcome to the HBR IdeaCast from Harvard Business Review. I’m Sarah Green Carmichael.

Problem solving is popular. People put it on their resumes. Managers believe they excel at it. Companies count it as a key proficiency. We solve customers’ problems.

The problem is we often solve the wrong problems. Albert Einstein and Peter Drucker alike have discussed the difficulty of effective diagnosis. There are great frameworks for getting teams to attack true problems, but they’re often hard to do daily and on the fly. That’s where our guest comes in.

Thomas Wedell-Wedellsborg is a consultant who helps companies and managers reframe their problems so they can come up with an effective solution faster. He asks the question “Are You Solving The Right Problems?” in the January-February 2017 issue of Harvard Business Review. Thomas, thank you so much for coming on the HBR IdeaCast .

THOMAS WEDELL-WEDELLSBORG: Thanks for inviting me.

SARAH GREEN CARMICHAEL: So, I thought maybe we could start by talking about the problem of talking about problem reframing. What is that exactly?

THOMAS WEDELL-WEDELLSBORG: Basically, when people face a problem, they tend to jump into solution mode to rapidly, and very often that means that they don’t really understand, necessarily, the problem they’re trying to solve. And so, reframing is really a– at heart, it’s a method that helps you avoid that by taking a second to go in and ask two questions, basically saying, first of all, wait. What is the problem we’re trying to solve? And then crucially asking, is there a different way to think about what the problem actually is?

SARAH GREEN CARMICHAEL: So, I feel like so often when this comes up in meetings, you know, someone says that, and maybe they throw out the Einstein quote about you spend an hour of problem solving, you spend 55 minutes to find the problem. And then everyone else in the room kind of gets irritated. So, maybe just give us an example of maybe how this would work in practice in a way that would not, sort of, set people’s teeth on edge, like oh, here Sarah goes again, reframing the whole problem instead of just solving it.

THOMAS WEDELL-WEDELLSBORG: I mean, you’re bringing up something that’s, I think is crucial, which is to create legitimacy for the method. So, one of the reasons why I put out the article is to give people a tool to say actually, this thing is still important, and we need to do it. But I think the really critical thing in order to make this work in a meeting is actually to learn how to do it fast, because if you have the idea that you need to spend 30 minutes in a meeting delving deeply into the problem, I mean, that’s going to be uphill for most problems. So, the critical thing here is really to try to make it a practice you can implement very, very rapidly.

There’s an example that I would suggest memorizing. This is the example that I use to explain very rapidly what it is. And it’s basically, I call it the slow elevator problem. You imagine that you are the owner of an office building, and that your tenants are complaining that the elevator’s slow.

Now, if you take that problem framing for granted, you’re going to start thinking creatively around how do we make the elevator faster. Do we install a new motor? Do we have to buy a new lift somewhere?

The thing is, though, if you ask people who actually work with facilities management, well, they’re going to have a different solution for you, which is put up a mirror next to the elevator. That’s what happens is, of course, that people go oh, I’m busy. I’m busy. I’m– oh, a mirror. Oh, that’s beautiful.

And then they forget time. What’s interesting about that example is that the idea with a mirror is actually a solution to a different problem than the one you first proposed. And so, the whole idea here is once you get good at using reframing, you can quickly identify other aspects of the problem that might be much better to try to solve than the original one you found. It’s not necessarily that the first one is wrong. It’s just that there might be better problems out there to attack that we can, means we can do things much faster, cheaper, or better.

SARAH GREEN CARMICHAEL: So, in that example, I can understand how A, it’s probably expensive to make the elevator faster, so it’s much cheaper just to put up a mirror. And B, maybe the real problem people are actually feeling, even though they’re not articulating it right, is like, I hate waiting for the elevator. But if you let them sort of fix their hair or check their teeth, they’re suddenly distracted and don’t notice.

But if you have, this is sort of a pedestrian example, but say you have a roommate or a spouse who doesn’t clean up the kitchen. Facing that problem and not having your elegant solution already there to highlight the contrast between the perceived problem and the real problem, how would you take a problem like that and attack it using this method so that you can see what some of the other options might be?

THOMAS WEDELL-WEDELLSBORG: Right. So, I mean, let’s say it’s you who have that problem. I would go in and say, first of all, what would you say the problem is? Like, if you were to describe your view of the problem, what would that be?

SARAH GREEN CARMICHAEL: I hate cleaning the kitchen, and I want someone else to clean it up.

THOMAS WEDELL-WEDELLSBORG: OK. So, my first observation, you know, that somebody else might not necessarily be your spouse. So, already there, there’s an inbuilt assumption in your question around oh, it has to be my husband who does the cleaning. So, it might actually be worth, already there to say, is that really the only problem you have? That you hate cleaning the kitchen, and you want to avoid it? Or might there be something around, as well, getting a better relationship in terms of how you solve problems in general or establishing a better way to handle small problems when dealing with your spouse?

SARAH GREEN CARMICHAEL: Or maybe, now that I’m thinking that, maybe the problem is that you just can’t find the stuff in the kitchen when you need to find it.

THOMAS WEDELL-WEDELLSBORG: Right, and so that’s an example of a reframing, that actually why is it a problem that the kitchen is not clean? Is it only because you hate the act of cleaning, or does it actually mean that it just takes you a lot longer and gets a lot messier to actually use the kitchen, which is a different problem. The way you describe this problem now, is there anything that’s missing from that description?

SARAH GREEN CARMICHAEL: That is a really good question.

THOMAS WEDELL-WEDELLSBORG: Other, basically asking other factors that we are not talking about right now, and I say those because people tend to, when given a problem, they tend to delve deeper into the detail. What often is missing is actually an element outside of the initial description of the problem that might be really relevant to what’s going on. Like, why does the kitchen get messy in the first place? Is it something about the way you use it or your cooking habits? Is it because the neighbor’s kids, kind of, use it all the time?

There might, very often, there might be issues that you’re not really thinking about when you first describe the problem that actually has a big effect on it.

SARAH GREEN CARMICHAEL: I think at this point it would be helpful to maybe get another business example, and I’m wondering if you could tell us the story of the dog adoption problem.

THOMAS WEDELL-WEDELLSBORG: Yeah. This is a big problem in the US. If you work in the shelter industry, basically because dogs are so popular, more than 3 million dogs every year enter a shelter, and currently only about half of those actually find a new home and get adopted. And so, this is a problem that has persisted. It’s been, like, a structural problem for decades in this space. In the last three years, where people found new ways to address it.

So a woman called Lori Weise who runs a rescue organization in South LA, and she actually went in and challenged the very idea of what we were trying to do. She said, no, no. The problem we’re trying to solve is not about how to get more people to adopt dogs. It is about keeping the dogs with their first family so they never enter the shelter system in the first place.

In 2013, she started what’s called a Shelter Intervention Program that basically works like this. If a family comes and wants to hand over their dog, these are called owner surrenders. It’s about 30% of all dogs that come into a shelter. All they would do is go up and ask, if you could, would you like to keep your animal? And if they said yes, they would try to fix whatever helped them fix the problem, but that made them turn over this.

And sometimes that might be that they moved into a new building. The landlord required a deposit, and they simply didn’t have the money to put down a deposit. Or the dog might need a $10 rabies shot, but they didn’t know how to get access to a vet.

And so, by instigating that program, just in the first year, she took her, basically the amount of dollars they spent per animal they helped went from something like $85 down to around $60. Just an immediate impact, and her program now is being rolled out, is being supported by the ASPCA, which is one of the big animal welfare stations, and it’s being rolled out to various other places.

And I think what really struck me with that example was this was not dependent on having the internet. This was not, oh, we needed to have everybody mobile before we could come up with this. This, conceivably, we could have done 20 years ago. Only, it only happened when somebody, like in this case Lori, went in and actually rethought what the problem they were trying to solve was in the first place.

SARAH GREEN CARMICHAEL: So, what I also think is so interesting about that example is that when you talk about it, it doesn’t sound like the kind of thing that would have been thought of through other kinds of problem solving methods. There wasn’t necessarily an After Action Review or a 5 Whys exercise or a Six Sigma type intervention. I don’t want to throw those other methods under the bus, but how can you get such powerful results with such a very simple way of thinking about something?

THOMAS WEDELL-WEDELLSBORG: That was something that struck me as well. This, in a way, reframing and the idea of the problem diagnosis is important is something we’ve known for a long, long time. And we’ve actually have built some tools to help out. If you worked with us professionally, you are familiar with, like, Six Sigma, TRIZ, and so on. You mentioned 5 Whys. A root cause analysis is another one that a lot of people are familiar with.

Those are our good tools, and they’re definitely better than nothing. But what I notice when I work with the companies applying those was those tools tend to make you dig deeper into the first understanding of the problem we have. If it’s the elevator example, people start asking, well, is that the cable strength, or is the capacity of the elevator? That they kind of get caught by the details.

That, in a way, is a bad way to work on problems because it really assumes that there’s like a, you can almost hear it, a root cause. That you have to dig down and find the one true problem, and everything else was just symptoms. That’s a bad way to think about problems because problems tend to be multicausal.

There tend to be lots of causes or levers you can potentially press to address a problem. And if you think there’s only one, if that’s the right problem, that’s actually a dangerous way. And so I think that’s why, that this is a method I’ve worked with over the last five years, trying to basically refine how to make people better at this, and the key tends to be this thing about shifting out and saying, is there a totally different way of thinking about the problem versus getting too caught up in the mechanistic details of what happens.

SARAH GREEN CARMICHAEL: What about experimentation? Because that’s another method that’s become really popular with the rise of Lean Startup and lots of other innovation methodologies. Why wouldn’t it have worked to, say, experiment with many different types of fixing the dog adoption problem, and then just pick the one that works the best?

THOMAS WEDELL-WEDELLSBORG: You could say in the dog space, that’s what’s been going on. I mean, there is, in this industry and a lot of, it’s largely volunteer driven. People have experimented, and they found different ways of trying to cope. And that has definitely made the problem better. So, I wouldn’t say that experimentation is bad, quite the contrary. Rapid prototyping, quickly putting something out into the world and learning from it, that’s a fantastic way to learn more and to move forward.

My point is, though, that I feel we’ve come to rely too much on that. There’s like, if you look at the start up space, the wisdom is now just to put something quickly into the market, and then if it doesn’t work, pivot and just do more stuff. What reframing really is, I think of it as the cognitive counterpoint to prototyping. So, this is really a way of seeing very quickly, like not just working on the solution, but also working on our understanding of the problem and trying to see is there a different way to think about that.

If you only stick with experimentation, again, you tend to sometimes stay too much in the same space trying minute variations of something instead of taking a step back and saying, wait a minute. What is this telling us about what the real issue is?

SARAH GREEN CARMICHAEL: So, to go back to something that we touched on earlier, when we were talking about the completely hypothetical example of a spouse who does not clean the kitchen–

THOMAS WEDELL-WEDELLSBORG: Completely, completely hypothetical.

SARAH GREEN CARMICHAEL: Yes. For the record, my husband is a great kitchen cleaner.

You started asking me some questions that I could see immediately were helping me rethink that problem. Is that kind of the key, just having a checklist of questions to ask yourself? How do you really start to put this into practice?

THOMAS WEDELL-WEDELLSBORG: I think there are two steps in that. The first one is just to make yourself better at the method. Yes, you should kind of work with a checklist. In the article, I kind of outlined seven practices that you can use to do this.

But importantly, I would say you have to consider that as, basically, a set of training wheels. I think there’s a big, big danger in getting caught in a checklist. This is something I work with.

My co-author Paddy Miller, it’s one of his insights. That if you start giving people a checklist for things like this, they start following it. And that’s actually a problem, because what you really want them to do is start challenging their thinking.

So the way to handle this is to get some practice using it. Do use the checklist initially, but then try to step away from it and try to see if you can organically make– it’s almost a habit of mind. When you run into a colleague in the hallway and she has a problem and you have five minutes, like, delving in and just starting asking some of those questions and using your intuition to say, wait, how is she talking about this problem? And is there a question or two I can ask her about the problem that can help her rethink it?

SARAH GREEN CARMICHAEL: Well, that is also just a very different approach, because I think in that situation, most of us can’t go 30 seconds without jumping in and offering solutions.

THOMAS WEDELL-WEDELLSBORG: Very true. The drive toward solutions is very strong. And to be clear, I mean, there’s nothing wrong with that if the solutions work. So, many problems are just solved by oh, you know, oh, here’s the way to do that. Great.

But this is really a powerful method for those problems where either it’s something we’ve been banging our heads against tons of times without making progress, or when you need to come up with a really creative solution. When you’re facing a competitor with a much bigger budget, and you know, if you solve the same problem later, you’re not going to win. So, that basic idea of taking that approach to problems can often help you move forward in a different way than just like, oh, I have a solution.

I would say there’s also, there’s some interesting psychological stuff going on, right? Where you may have tried this, but if somebody tries to serve up a solution to a problem I have, I’m often resistant towards them. Kind if like, no, no, no, no, no, no. That solution is not going to work in my world. Whereas if you get them to discuss and analyze what the problem really is, you might actually dig something up.

Let’s go back to the kitchen example. One powerful question is just to say, what’s your own part in creating this problem? It’s very often, like, people, they describe problems as if it’s something that’s inflicted upon them from the external world, and they are innocent bystanders in that.

SARAH GREEN CARMICHAEL: Right, or crazy customers with unreasonable demands.

THOMAS WEDELL-WEDELLSBORG: Exactly, right. I don’t think I’ve ever met an agency or consultancy that didn’t, like, gossip about their customers. Oh, my god, they’re horrible. That, you know, classic thing, why don’t they want to take more risk? Well, risk is bad.

It’s their business that’s on the line, not the consultancy’s, right? So, absolutely, that’s one of the things when you step into a different mindset and kind of, wait. Oh yeah, maybe I actually am part of creating this problem in a sense, as well. That tends to open some new doors for you to move forward, in a way, with stuff that you may have been struggling with for years.

SARAH GREEN CARMICHAEL: So, we’ve surfaced a couple of questions that are useful. I’m curious to know, what are some of the other questions that you find yourself asking in these situations, given that you have made this sort of mental habit that you do? What are the questions that people seem to find really useful?

THOMAS WEDELL-WEDELLSBORG: One easy one is just to ask if there are any positive exceptions to the problem. So, was there day where your kitchen was actually spotlessly clean? And then asking, what was different about that day? Like, what happened there that didn’t happen the other days? That can very often point people towards a factor that they hadn’t considered previously.

SARAH GREEN CARMICHAEL: We got take-out.

THOMAS WEDELL-WEDELLSBORG: S,o that is your solution. Take-out from [INAUDIBLE]. That might have other problems.

Another good question, and this is a little bit more high level. It’s actually more making an observation about labeling how that person thinks about the problem. And what I mean with that is, we have problem categories in our head. So, if I say, let’s say that you describe a problem to me and say, well, we have a really great product and are, it’s much better than our previous product, but people aren’t buying it. I think we need to put more marketing dollars into this.

Now you can go in and say, that’s interesting. This sounds like you’re thinking of this as a communications problem. Is there a different way of thinking about that? Because you can almost tell how, when the second you say communications, there are some ideas about how do you solve a communications problem. Typically with more communication.

And what you might do is go in and suggest, well, have you considered that it might be, say, an incentive problem? Are there incentives on behalf of the purchasing manager at your clients that are obstructing you? Might there be incentive issues with your own sales force that makes them want to sell the old product instead of the new one?

So literally, just identifying what type of problem does this person think about, and is there different potential way of thinking about it? Might it be an emotional problem, a timing problem, an expectations management problem? Thinking about what label of what type of problem that person is kind of thinking as it of.

SARAH GREEN CARMICHAEL: That’s really interesting, too, because I think so many of us get requests for advice that we’re really not qualified to give. So, maybe the next time that happens, instead of muddying my way through, I will just ask some of those questions that we talked about instead.

THOMAS WEDELL-WEDELLSBORG: That sounds like a good idea.

SARAH GREEN CARMICHAEL: So, Thomas, this has really helped me reframe the way I think about a couple of problems in my own life, and I’m just wondering. I know you do this professionally, but is there a problem in your life that thinking this way has helped you solve?

THOMAS WEDELL-WEDELLSBORG: I’ve, of course, I’ve been swallowing my own medicine on this, too, and I think I have, well, maybe two different examples, and in one case somebody else did the reframing for me. But in one case, when I was younger, I often kind of struggled a little bit. I mean, this is my teenage years, kind of hanging out with my parents. I thought they were pretty annoying people. That’s not really fair, because they’re quite wonderful, but that’s what life is when you’re a teenager.

And one of the things that struck me, suddenly, and this was kind of the positive exception was, there was actually an evening where we really had a good time, and there wasn’t a conflict. And the core thing was, I wasn’t just seeing them in their old house where I grew up. It was, actually, we were at a restaurant. And it suddenly struck me that so much of the sometimes, kind of, a little bit, you love them but they’re annoying kind of dynamic, is tied to the place, is tied to the setting you are in.

And of course, if– you know, I live abroad now, if I visit my parents and I stay in my old bedroom, you know, my mother comes in and wants to wake me up in the morning. Stuff like that, right? And it just struck me so, so clearly that it’s– when I change this setting, if I go out and have dinner with them at a different place, that the dynamic, just that dynamic disappears.

SARAH GREEN CARMICHAEL: Well, Thomas, this has been really, really helpful. Thank you for talking with me today.

THOMAS WEDELL-WEDELLSBORG: Thank you, Sarah.  

HANNAH BATES: That was Thomas Wedell-Wedellsborg in conversation with Sarah Green Carmichael on the HBR IdeaCast. He’s an expert in problem solving and innovation, and he’s the author of the book, What’s Your Problem?: To Solve Your Toughest Problems, Change the Problems You Solve .

We’ll be back next Wednesday with another hand-picked conversation about leadership from the Harvard Business Review. If you found this episode helpful, share it with your friends and colleagues, and follow our show on Apple Podcasts, Spotify, or wherever you get your podcasts. While you’re there, be sure to leave us a review.

We’re a production of Harvard Business Review. If you want more podcasts, articles, case studies, books, and videos like this, find it all at HBR dot org.

This episode was produced by Anne Saini, and me, Hannah Bates. Ian Fox is our editor. Music by Coma Media. Special thanks to Maureen Hoch, Adi Ignatius, Karen Player, Ramsey Khabbaz, Nicole Smith, Anne Bartholomew, and you – our listener.

See you next week.

• Subscribe On:

Latest in this series

This article is about leadership.

• Decision making and problem solving
• Power and influence
• Business management

Partner Center

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.

The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development. 

Problem solving appraisal comments: you're doing great

• You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
• You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
• Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
• You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
• You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
• Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
• You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
• You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
• You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
• When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!

Problem solving performance review phrases: you should think of improving

• You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
• Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
• Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
• It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
• You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
• Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
• You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
• You need to be able to recognize repetitive trends to solve problems promptly.
• You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
• Read through your training manual and make sure you fully understand it before attempting questions again.

Performance review tips to improve problem solving

• Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
• As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
• You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
• Try to anticipate problems in advance before they become major roadblocks down the road.
• Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
• Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
• When putting plans into place, stick to them and make sure they are completed.
• When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
• Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
• Meeting regularly with your staff to review results is vital to the problem-solving process.
• Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.

Lead with confidence and authenticity

Develop your leadership and strategic management skills with the help of an expert Coach.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How a performance review template improves the feedback process

25 performance review questions (and how to use them), agile performance management: how to improve an agile team, how stanford executive education embraces vulnerability as a form of resilience, 5 tactics for managing managers effectively — and why it matters, managers have a strong effect on team performance, for better or worse, awakening human potential: developing people and driving performance in the new world of work, uk leaders develop future-minded skills with betterup, how to manage poor performance in 5 steps, similar articles, 10 problem-solving strategies to turn challenges on their head, teamwork skills self-appraisal comments: 40 example phrases, your complete guide to self-assessments (with examples), 30 communication feedback examples, 30 customer service review examples to develop your team, 15 tips for your end-of-year reviews, 37 innovation and creativity appraisal comments, 8 creative solutions to your most challenging problems, 10 performance review tips to drastically move the needle, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead
• BetterUp Manage™
• BetterUp Care™
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

Interview Questions

Comprehensive Interview Guide: 60+ Professions Explored in Detail

26 Good Examples of Problem Solving (Interview Answers)

By Biron Clark

Published: November 15, 2023

Employers like to hire people who can solve problems and work well under pressure. A job rarely goes 100% according to plan, so hiring managers will be more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical in your approach.

But how do they measure this?

They’re going to ask you interview questions about these problem solving skills, and they might also look for examples of problem solving on your resume and cover letter. So coming up, I’m going to share a list of examples of problem solving, whether you’re an experienced job seeker or recent graduate.

Then I’ll share sample interview answers to, “Give an example of a time you used logic to solve a problem?”

Problem-Solving Defined

It is the ability to identify the problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving also involves critical thinking, communication, listening, creativity, research, data gathering, risk assessment, continuous learning, decision-making, and other soft and technical skills.

Solving problems not only prevent losses or damages but also boosts self-confidence and reputation when you successfully execute it. The spotlight shines on you when people see you handle issues with ease and savvy despite the challenges. Your ability and potential to be a future leader that can take on more significant roles and tackle bigger setbacks shine through. Problem-solving is a skill you can master by learning from others and acquiring wisdom from their and your own experiences. 

It takes a village to come up with solutions, but a good problem solver can steer the team towards the best choice and implement it to achieve the desired result.

Watch: 26 Good Examples of Problem Solving

Examples of problem solving scenarios in the workplace.

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem Solving Examples for Recent Grads/Entry Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

You can share all of the examples above when you’re asked questions about problem solving in your interview. As you can see, even if you have no professional work experience, it’s possible to think back to problems and unexpected challenges that you faced in your studies and discuss how you solved them.

Interview Answers to “Give an Example of an Occasion When You Used Logic to Solve a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” since you’re likely to hear this interview question in all sorts of industries.

Example Answer 1:

At my current job, I recently solved a problem where a client was upset about our software pricing. They had misunderstood the sales representative who explained pricing originally, and when their package renewed for its second month, they called to complain about the invoice. I apologized for the confusion and then spoke to our billing team to see what type of solution we could come up with. We decided that the best course of action was to offer a long-term pricing package that would provide a discount. This not only solved the problem but got the customer to agree to a longer-term contract, which means we’ll keep their business for at least one year now, and they’re happy with the pricing. I feel I got the best possible outcome and the way I chose to solve the problem was effective.

Example Answer 2:

In my last job, I had to do quite a bit of problem solving related to our shift scheduling. We had four people quit within a week and the department was severely understaffed. I coordinated a ramp-up of our hiring efforts, I got approval from the department head to offer bonuses for overtime work, and then I found eight employees who were willing to do overtime this month. I think the key problem solving skills here were taking initiative, communicating clearly, and reacting quickly to solve this problem before it became an even bigger issue.

Example Answer 3:

In my current marketing role, my manager asked me to come up with a solution to our declining social media engagement. I assessed our current strategy and recent results, analyzed what some of our top competitors were doing, and then came up with an exact blueprint we could follow this year to emulate our best competitors but also stand out and develop a unique voice as a brand. I feel this is a good example of using logic to solve a problem because it was based on analysis and observation of competitors, rather than guessing or quickly reacting to the situation without reliable data. I always use logic and data to solve problems when possible. The project turned out to be a success and we increased our social media engagement by an average of 82% by the end of the year.

Answering Questions About Problem Solving with the STAR Method

When you answer interview questions about problem solving scenarios, or if you decide to demonstrate your problem solving skills in a cover letter (which is a good idea any time the job description mention problem solving as a necessary skill), I recommend using the STAR method to tell your story.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. So before jumping in and talking about the problem that needed solving, make sure to describe the general situation. What job/company were you working at? When was this? Then, you can describe the task at hand and the problem that needed solving. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact.

Finally, describe a positive result you got.

Whether you’re answering interview questions about problem solving or writing a cover letter, you should only choose examples where you got a positive result and successfully solved the issue.

Example answer:

Situation : We had an irate client who was a social media influencer and had impossible delivery time demands we could not meet. She spoke negatively about us in her vlog and asked her followers to boycott our products. (Task : To develop an official statement to explain our company’s side, clarify the issue, and prevent it from getting out of hand). Action : I drafted a statement that balanced empathy, understanding, and utmost customer service with facts, logic, and fairness. It was direct, simple, succinct, and phrased to highlight our brand values while addressing the issue in a logical yet sensitive way.   We also tapped our influencer partners to subtly and indirectly share their positive experiences with our brand so we could counter the negative content being shared online.  Result : We got the results we worked for through proper communication and a positive and strategic campaign. The irate client agreed to have a dialogue with us. She apologized to us, and we reaffirmed our commitment to delivering quality service to all. We assured her that she can reach out to us anytime regarding her purchases and that we’d gladly accommodate her requests whenever possible. She also retracted her negative statements in her vlog and urged her followers to keep supporting our brand.

What Are Good Outcomes of Problem Solving?

Whenever you answer interview questions about problem solving or share examples of problem solving in a cover letter, you want to be sure you’re sharing a positive outcome.

Below are good outcomes of problem solving:

• Saving the company time or money
• Making the company money
• Pleasing/keeping a customer
• Obtaining new customers
• Solving a safety issue
• Solving a staffing/scheduling issue
• Solving a logistical issue
• Solving a company hiring issue
• Solving a technical/software issue
• Making a process more efficient and faster for the company
• Creating a new business process to make the company more profitable
• Improving the company’s brand/image/reputation
• Getting the company positive reviews from customers/clients

Every employer wants to make more money, save money, and save time. If you can assess your problem solving experience and think about how you’ve helped past employers in those three areas, then that’s a great start. That’s where I recommend you begin looking for stories of times you had to solve problems.

Tips to Improve Your Problem Solving Skills

Throughout your career, you’re going to get hired for better jobs and earn more money if you can show employers that you’re a problem solver. So to improve your problem solving skills, I recommend always analyzing a problem and situation before acting. When discussing problem solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Next, to get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t. Think about how you can get better at researching and analyzing a situation, but also how you can get better at communicating, deciding the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem solving ability.

If you practice the tips above, you’ll be ready to share detailed, impressive stories and problem solving examples that will make hiring managers want to offer you the job. Every employer appreciates a problem solver, whether solving problems is a requirement listed on the job description or not. And you never know which hiring manager or interviewer will ask you about a time you solved a problem, so you should always be ready to discuss this when applying for a job.

Related interview questions & answers:

• How do you handle stress?
• How do you handle conflict?
• Tell me about a time when you failed

About the Author

Read more articles by Biron Clark

Continue Reading

15 Most Common Pharmacist Interview Questions and Answers

15 most common paralegal interview questions and answers, top 30+ funny interview questions and answers, 60 hardest interview questions and answers, 100+ best ice breaker questions to ask candidates, top 20 situational interview questions (& sample answers), 15 most common physical therapist interview questions and answers, 15 most common project manager interview questions and answers.

• Virtual Experiences
• In-Person Experiences
• Hybrid Experiences
• Social Calendar [New]
• Experience FAQ
• Features & Benefits
• How Pricing Works
• Client Testimonials
• Happiness Guarantee
• Blog Articles
• Video Library
• View Experiences

Problem Solving Games, Activities & Exercises for Adults

Here is our list of the best problem solving games, activities and exercises for adults.

Problem solving games are activities that require players to use critical thinking skills to solve puzzles. Example activities include escape rooms, Sudoku, and murder mysteries. The purpose of these exercises is to sharpen reasoning and decision-making skills in group settings and to do team building with employees.

These activities are a subset of remote team games , found in problem solving books , and are similar to team puzzles , team building brain teasers and team riddles .

This article contains:

• team building problem solving activities for employees
• free problem solving games for adults
• virtual problem solving activities for students
• group problem solving activities
• problem solving team builders

Here we go!

List of problem solving games & activities

From word and number puzzles to role-playing games, here is a list of inexpensive and free problem solving team builders that help groups practice the art of critical thinking and compromise.

1. Espionage! (Team Favorite)

For an exciting game of social deduction, check out Espionage! This thrilling experience will put your team’s wits and instincts to the test.

Espionage! offers the following:

• a 90-minute session led by an experienced host
• undercover teams of agents and spies
• challenging puzzles, tasks, and maneuvers
• team conversations to help uncover secret identities

The best part is we will bring all the necessary game materials to your preferred location. If you are interested in boosting communication and critical-thinking skills within your team, then consider Espionage!

Learn more about Espionage!

2. Art Heist: The Vanishing of Van Gogh (Hosted)

You can turn your team into skilled detectives with Art Heist: The Vanishing of Van Gogh! In this captivating mystery, participants will locate the stolen artwork, The Bedroom .

Key features of this experience include:

• a 90-minute adventure led by a world-class host
• detailed puzzles, clues, and mysteries to unravel
• trails of evidence and hidden secrets
• group discussions to find the art

Additionally, you can include a cocktail kit to spice up your event. Through Art Heist, you will enhance your team’s ingenuity and problem-solving skills!

Learn more about Art Heist: The Vanishing of Van Gogh .

Get our free team building toolbox

• icebreaker games
• bingo cards

3. War of the Wizards (Popular)

With War of the Wizards, teams roleplay as minions of powerful wizards to vanquish forces of evil. Participants will play thrilling games and go on a quest to restore harmony to the realm!

War of the Wizards offers the following:

• a 90-minute journey guided by a distinguished host
• immersive storytelling that transports players into a magical realm
• engaging activities like world-building, role-playing games, and storytelling
• opportunities for forming alliances, facing challenges, and going on quests

Through the power of imagination and teamwork, your team can overcome tasks and participate in an epic fantasy battle. To improve communication and bonds, include War of the Wizards in your agenda!

Learn more about War of the Wizards .

Sudoku is one of the most popular free problem solving games for adults. The objective of this game is to fill each box of a 9×9 grid so that every row, column, and letter contains each number from one to nine. The puzzle makes a great team challenge. To play Sudoku on Zoom, screen share the game board. Then, turn on the annotation features. Using the add text functions, participants can fill in the numbers on the grid.

We made a starter puzzle you can use in your next meeting or virtual team bonding session:

Here are more online Sudoku puzzles .

5. Crossword puzzles

Crossword puzzles are word games that ask players to fill in words based on clues. Words interconnect, and players must think critically about the surrounding words to select the right phrase for the space.

You can use an online crossword puzzle maker to create a custom puzzle. Here are a few themes you may want to consider:

• teammates’ tastes and interests
• company knowledge and history
• industry terms and trends

Or, create a miscellaneous puzzle just for fun.

We made a sample puzzle you can use for your game:

To complete puzzles during online meetings, you can use the share screen function and add text through annotations.

Or, subscribers can play the New York Times’ daily crossword puzzle virtually . Dictionary.com also offers a free daily online crossword puzzle .

Check out more vocabulary games .

6. Online Escape Rooms

Escape rooms are timed games that get groups working together to solve puzzles. Traditionally, players enter a locked room and must complete all puzzles in an hour or two to unlock the door. However, groups can also play escape rooms online.

Digital escape rooms typically come in one of two forms: in a Zoom room and led by a host, or in a choose-your-own adventure format via Google Forms or websites. To play escape rooms virtually, enter a video meeting and follow the prompts, or screen share the Google Form and work out the puzzles together.

Check out our full list of online escape rooms .

7. Murder Mysteries

Murder Mysteries are story-based games that ask players to take on the roles of suspects or detectives while trying to identify a killer. These games often involve reading lines from a script, searching for clues, and occasionally solving puzzles to get hints.

These games make participants pay attention to conversations, analyze other characters’ behavior, and search for hidden meaning in the script. Players must use their powers of observation and logic to unravel the mystery.

Check out our list of Zoom murder mystery games .

8. Treasure Hunts

Treasure hunts are scavenger hunts with intention. While virtual scavenger hunts often ask players to collect random items, treasure hunts require participants to locate clues that lead to other prompts and hints. The game typically ends with players finding a treasure or solving a mystery, sometimes both.

The treasure hunt can have a specific theme such as secret agent missions or a hunt for pirate treasure, or you can run a more general hunt. Teammates can either compete simultaneously via Zoom call, or can play the hunt on an app individually and compete to beat each other’s scores.

Check out our list of treasure hunt apps .

9. Poem or story challenge

Most team building problem solving activities for employees revolve around science, math, and logic. Poem/story challenges rely on writing skills and are sure to appeal to the language lovers on your team.

Each player receives a limited word bank to use to create a story or poem. Then, players have a few minutes to craft their pieces. Afterward, everyone reads out or screen shares their creations.

Here are a few word challenge activities you can do remotely:

• Found poems or stories : Participants make poems or stories out of words they find by visiting websites, searching emails, glancing out the window, or taking a walk or drive around the neighborhood.
• Random word generators : Teammates use a random word generator to populate a word bank, and must use each word in the poem or story.
• Poetry magnets : Group members make poems using poetry magnets. You can send poetry magnet sets to employees and assemble the verses on a cookie pan during a Zoom call. Or, teammates can play with poetry magnets online .
• Page poems: Participants receive one page of a book or magazine, and must make a poem or story by blocking out other words so only the chosen text remains visible. This activity is part storytelling, part art, since story crafters can illustrate the pages as part of the design.
• Ransom note stories or poems : Players cut out letters from magazines and must form new words to make poems and stories. Or, players can receive a mix of random letters, form words, and run the text through a ransom note generator .

These activities are suitable for teams and individual players.

10. Moral challenge

Some problems are ethical rather than factual. Moral judgment plays just as important a role in the decision-making process as technical prowess. Players can flex their moral problem-solving skills by tackling ethical dilemmas or social puzzles.

Here are some social problem solving games online:

• Moral machine
• Scruples – the game of moral dilemmas
• Morality play

To play these games, either download the apps, or pull up the website and then screen share the prompts. These games are best played when discussed as a group, because the more belief systems and opinions, the harder an issue is to resolve. These exercises provide practice for real-life conflict resolution.

You can find similar challenges on our list of online personality tests .

11. Frostbite

Frostbite is a group game that hones team leaders’ communication skills while sharpening teammates’ listening and cooperation skills. The premise behind the game is that a group of explorers gets caught in a snowstorm and must build a shelter. Frostbite has paralyzed the leaders’ hands and snow-blinded the rest of the team. The leader must give the team instructions to build a tent that can resist arctic winds.

To play Frostbite, each teammate wears a blindfold. Then, the leader gives directions. Once the structures are complete, players turn on a fan to test whether tents can withstand the wind.

Frostbite is usually an in-person game, however you can also play virtually. In the remote version of the game, teammates construct tents out of cards and tape, while the leader surveys the scene on screen.

This exercise demonstrates the challenges of leading remotely, as teams need to operate with minimal oversight or supervisor observation. Therefore, instructions need to be clear and direct to be effective.

Check out more team building games .

12. Virtual Hackathons

Hackathons are events where participants have a set amount of time to design and pitch a new product or solution. This type of event originated in the programming world and is often used to create new apps, however you can apply the game to any industry or school subject.

Virtual hackathons are online versions of the event. Teams enter the competition, then work with each other via virtual meeting software or remote work communication platforms to design the solution. At the end of the competition, teams pitch ideas to a panel of judges and a winner is decided.

To run a virtual hackathon, first announce the theme of the event and collect sign-ups. So that no teams work ahead, hint at the general idea of the issue, and only explain the precise problem when the event begins. Then, give teams anywhere from a few hours to a few days to complete the project.

Discover more virtual hackathon ideas .

13. Improv games

Improv games are excellent problem solving activities. These exercises force participants to think and respond quickly to keep scenes moving in a logical and entertaining way.

Here are some good problem solving improv games:

Banned words : Performers cannot say certain words. Scene partners will conceive of situations that encourage the actors to use those words, and the actors must find alternatives, such as using synonyms or taking the scene in a new direction.

Scenes from a chat : Audience gives a suggestion for a scene, and players act the scene out. Though it’s a fictional and often ridiculous scenario, actors must react to the situation and solve the problem in order for the scene to end.

Miracle cure : Miracle cure is a quick-moving exercise that follows a simple format. One player declares, “I have a problem.” Another player responds, “I have a….[random object.]” The first player then replies, “great! I can use the [random object] to….” and describes how they will solve the problem.

Check out more problem-solving improv games .

14. Spaghetti Tower

The spaghetti tower is a classic team building game. Participants gather uncooked spaghetti and marshmallows, and must construct the tallest freestanding tower.

During the in-person version, players must construct one tall freestanding tower. However, for the virtual version of the game, players construct individual towers. You can send groups to breakout rooms for the build, then reconvene in the main room for judging. Teams are judged on three main factors: number of towers, height, and uniformity.

This version of the game not only tests the structural integrity of the tower, but also consistency and quality control. This exercise teaches teams to align and collaborate remotely, and produce a consistent product even when far apart.

15. What Would You Do?

What Would You Do? is a simple situational game that challenges participants to react to different circumstances. To play this game, read prompts one by one, and then ask participants to respond with gameplans. You can use the polling or raise hand feature to vote for the best option.

Here are some problem solving scenarios for adults or kids to use in the game:

• Zombies attack and you have to find a place to hide.
• You are at the zoo and the animals escape. Which one do you try to corral back into the pen first?
• After waiting in line for hours, someone cuts in front of you last minute. The person appears to be visually and hearing impaired, and doesn’t notice your protests. An official announces that due to diminishing supply, this individual will be the last in line to be served.
• You are eating a meal with important clients and/or your partner’s parents, and you want to impress. The individuals make you a dish that does not fit within your dietary restrictions, but you do not speak the same language and cannot explain why you do not want to eat.
• An imposter has infiltrated the organization, who looks, speaks, and behaves exactly like you. How do you convince your peers that you are the original?

For similar dilemmas, check out this list of Would You Rather? questions.

16. Desert Island Survival

Desert Island Survival is a game that challenges players to prioritize. The premise is that players have been stranded on an island, and must decide what order to perform survival steps.

Here are the possible actions:

• Set up shelter
• Explore the island
• Try to signal for help
• Make weapons for self-defense
• Build a raft to escape the island
• Start a fire
• Choose a group leader
• Search for other survivors

All group members must agree on the order of the steps. Players should explain the reasoning for the order of each step while ranking the actions.

Another version of the game involves players receiving a list of 15 to 20 items, and selecting five or so to bring to the island. You can also vary the location of the game, substituting remote islands for destinations like outer space or the distant past.

17. Choose Your Own Adventure

Choose Your Own Adventure stories enable readers to determine the outcome of the story by making decisions. Each action has a consequence that takes the tale in a different direction. Participants can try to guess how the story may unfold by talking through the different choices. When completing the activity in a group setting, the majority of the team must agree on an action before moving forward in the story.

There are a few ways to facilitate these activities online:

• Play an online role playing video game
• Watch an interactive movie like Black Mirror: Bandersnatch
• Read from a Choose Your Own Adventure book on Zoom
• Click through a Choose Your Own Adventure platform
• Create your own story using a Google Form

Whichever way you choose to do the exercise, you can use the screen share feature in your virtual meeting software so that listeners can more easily follow along.

18. MacGyver

MacGyver is a show where the hero escapes sticky situations by improvising tools out of unlikely materials. For example, in one episode the hero makes a telescope out of a newspaper, magnifying lens, and a watch crystal.

To play MacGyver, you can either list three to five objects participants can use, or challenge players to use items that are within arms reach.

Simply state a desired end result, such as “a way to open a locked door,” or “a getaway vehicle,” and then ask teams to explain what they will build and how they will build it. To make the activity more collaborative, you can give teams five or ten minutes in breakout rooms to strategize and design a prototype.

19. Dungeons & Dragons

Dungeons & Dragons is a roleplaying game where players pretend to be magical figures and creatures. One player serves as the dungeon master, who guides the game, while the other players pick characters and make decisions to move the story forward. Upon choosing a course of action, players roll a twenty-sided die to determine whether or not the plan succeeds. The game is story-based, the possibilities are nearly limitless, and truly creative problem solving options arise. Also, since gameplay is mostly verbal, Dungeons & Dragons is an easy activity to do over Zoom.

Here are the basic rules for Dungeons & Dragons .

20. Pandemic

Pandemic is a game that pits players against the forces of nature in a race to contain and control disease outbreaks. At the beginning of the game, each player receives a role such as containment specialist or operations expert. Participants must carry out the duties of their roles by choosing appropriate actions. Pandemic is a great game for groups because each team member has a clear part to play, and players must collaborate and work together instead of competing against each other.

To play the game online, you can use a Pandemic game app , or talk through the exercise while one attendee moves and displays pieces on the board.

Note: The subject of this game might hit too close to home for some players, considering recent history. You can find games with similar mechanics that deal with different subject matter, such as Forbidden Island.

Check out more team building board games .

21. Model UN

Model UN is one of the best virtual problem solving activities for students. This exercise casts participants in the role of international diplomats who must negotiate to solve realistic problems. Each player assumes the role of a country ambassador and must form alliances and propose solutions to solve crises.

Here are some sample Model UN scenarios:

• Human rights violation by powerful country
• Food shortage
• Disease epidemic
• Technology privacy violations
• Civil war branching into surrounding countries
• Natural disasters

Depending on the size of the group, participants either take on the part of an entire government of a country, or play a certain role within the government. To carry out the activity on Zoom, players can take turns giving speeches, message other countries privately via the chat, meet in breakout rooms to form alliances or have more intimate discussions, and use the polling feature to vote on propositions.

If politics does not resonate with your group, then you can alter the exercise by applying the same activity structure to a different theme, such as the Justice League, movie characters, business board members, or reality TV stars.

The main purpose of the exercise is to research, talk through problems, and compromise. As long as these elements are present, then the specifics of the setup do not matter.

There are many types of problem solving activities for adults. You can do online problem solving games, which require a different skill set than in-person problem solving. For instance, communication must be much clearer and more abundant when group members are far apart and unable to demonstrate or pick up physical cues.

Though many problem solving games include props and in-person elements, there are many games you can play together online. These exercises work well as educational tools as well as team bonding accelerators. Upon completion, participants are likely to feel a sense of accomplishment and increased confidence. These games are also great practice for real life conflict resolution, creative thinking and team building.

Next check out this list of connection games , this collection of crime-solving games , and this post with conflict resolution games .

We also have a list of the best decision making books and a list of team building problems for work .

Book wildly fun team building events with expert hosts

FAQ: Problem solving activities

Here are common answers to questions about group problem solving activities.

What are problem solving games?

Problem solving games are challenges that ask players to think critically and use logic to overcome issues or answer riddles. Examples include sudoku, murder mysteries, and spaghetti towers. These games are also known as “problem solving exercises”, “problem and solution games” and “group problem solving activities.”

What are the best problem solving games for groups?

The best problem solving games for groups include online escape rooms, moral challenges, and improv games.

What are some good problem solving team building activities for students?

Some good problem solving activities for students include crossword puzzles, choose your own adventure stories, and model UN.

How do you play problem solving games online?

The best way to play problem solving games online is to join a video call meeting to talk through the issue. Using the screen sharing and digital whiteboard features helps participants visualize the problem more clearly. Breakout rooms give teams the chance to discuss the issue more intimately.

Author: Angela Robinson

Marketing Coordinator at teambuilding.com. Team building content expert. Angela has a Master of Fine Arts in Creative Writing and worked as a community manager with Yelp to plan events for businesses.

We lead wildly fun experiences for teams with 1,000,000+ players to date.

4.96 / 5.0 rating on

50,225 Google Reviews

Course Finder

Employee relations & investigations, certificates, customized programs.

Organizations essentially are the relationships among employees. Building and maintaining these relationships is a complex set of problems and skills that challenge every level of human resources. Our training is designed for systematic thinking and problem-solving strategies.

Our courses include a wide range of research and practices (from emotional intelligence and communication to conflict resolution and investigations) to give your HR professionals the skills they need.

Certificates in Employee Relations & Investigations

• Advanced Diversity, Equity and Inclusion
• Cornell Certified Diversity Professional (CCDP)
• Advanced Human Resources
• Advanced Leadership Skills
• Advanced Employee Relations and Internal Investigations Certificate

Upcoming Courses

Advanced internal investigations: process and application.

• Circle with checkmark Icon May 13 - 15, 2024
• Circle with checkmark Icon In-Person
• Circle with checkmark Icon $2195

New York , NY

See more dates and locations

Register for Advanced Internal Investigations: Process and Application

Advanced Internal Investigations Reports

• Circle with checkmark Icon May 16 - 17, 2024
• Circle with checkmark Icon $1595

Register for Advanced Internal Investigations Reports

Advanced Effective Employee Relations

• Circle with checkmark Icon Jun 3 - 4, 2024

Register for Advanced Effective Employee Relations

Facilitating Conflict: Collaborative Problem Solving

• Circle with checkmark Icon Jun 5 - 6, 2024

Register for Facilitating Conflict: Collaborative Problem Solving

Employment and EEO Laws

• Circle with checkmark Icon Jun 10 - 11, 2024

Register for Employment and EEO Laws

Strategies and Practices for Preventing Harassment

• Circle with checkmark Icon Jun 12 - 13, 2024

Register for Strategies and Practices for Preventing Harassment

Stay Connected

Receive updates to follow your interests.

By submitting this request, you are providing your express written consent for Cornell University, directly or by third-parties acting on its behalf, to send marketing information regarding furthering your education, including texts, e-mail and calls made using an automated dialing system to the number that you provided above. Accepting this consent is not required to obtain any good or service.

Bridging the labor mismatch in US construction

The US construction sector seems set for a jobs boom. The US Bipartisan Infrastructure Law  projects $550 billion of new infrastructure investment over the next decade, which our modeling suggests could create 3.2 million new jobs across the nonresidential construction value chain. That’s approximately a 30 percent increase in the overall US nonresidential construction workforce, which would mean 300,000 to 600,000 new workers entering the sector—every year.

This is a big ask for an industry that is already struggling to find the people it needs. In October 2021, 402,000 construction positions 1 Included both nonresidential and residential construction openings. Further granularity is not available from the US Bureau of Labor Statistics. remained unfilled at the end of the month, the second-highest level recorded since data collection began in December 2000.

In this environment, wages have already increased significantly since the onset of the COVID-19 pandemic, reflecting intense competition for employees, with employers offering higher pay or other nonwage benefits. Between December 2019 and 2021, construction wages grew by 7.9 percent. 2 Quarterly Census of Employment and Wages, US Bureau of Labor Statistics. Competition from other sectors for the same pool of labor is heating up, too. For example, over the same period, transportation and warehousing wages grew by 12.6 percent. The prospect of higher pay and better working conditions is already tempting experienced workers away from construction and into these and other sectors.

No end in sight

Today’s mismatches are likely to persist because of structural shifts in the labor market. The relationship between job openings and unemployment has departed from historical trends. In January 2022—two years from the start of the pandemic—the US unemployment rate stood at 4.0 percent, close to its prepandemic level of 3.5 percent. Job openings remained exceptionally high, however, with 10.9 million unfilled positions as of the end of December 2021, compared with 5.9 million in December 2019.

This labor supply imbalance has multiple root causes, some shorter term and cyclical while others are more structural in nature. For example, the pandemic brought forward the retirements of many in the baby-boomer generation, with an estimated 3.2 million leaving the workforce in 2020—over a million more than in any year before 2016. According to the American Opportunity Survey , among those who are unemployed, concerns about physical health, mental health, and lack of childcare remain the dominant impediments preventing reentry into the workforce. Research on the “Great Attrition/Great Attraction”  also highlights the importance of nonwage components of the employee value proposition. Record job openings and quit rates highlight employees’ growing emphasis on feeling valued by their organization, supportive management, and flexibility and autonomy at work.

Additionally, the pipeline of new construction workers is not flowing as freely as it once did. Training programs have been slow to restart operations after pandemic-driven safety concerns led to their suspension the spring of 2020. The industry is finding it more difficult to attract the international workforce that has been an important source of talent for engineering, design, and contracting activities. Net migration has been falling since 2016, a trend accelerated by COVID-19 travel restrictions. 3 Population estimates, US Census Bureau. Between 2016 and 2021, net migration declined steadily from 1.06 million to 244,000.

Would you like to learn more about Capital Excellence ?

Impact on projects.

The interconnected nature of the construction value chain means that the labor mismatch generates knock-on effects across the project life cycle and supply chain. By late 2021, project owners were reporting that up to 25 percent of material deliveries to sites were either late or incomplete. In project execution, the combination of higher hourly rates, premiums and incentives, and overtime payments was resulting in overall labor costs as much as double prepandemic levels. Meanwhile, difficulty accessing skilled and experienced people was leading some owners to report project delays related to issues around the quality and productivity of on-site work.

In some US cities and their suburbs, wage growth has surpassed the level seen in core Gulf Coast counties at the height of the shale oil boom. Labor shortages in the shale sector drove wages up by 5 to 10 percent and were correlated with steep drops in productivity. The productivity of some tasks fell by 40 percent or more during shale construction peaks (exhibit), and overall productivity declined by about 40 percent per year when labor was in short supply. This forced owners to extend project timelines by 20 to 25 percent. The impact of a long-term, nationwide labor mismatch might be even more severe than the shale industry’s experience, given that oil companies were able to attract new workers from around the country.

Getting back into balance

The labor mismatch in the construction sector is bad today, and set to get worse. To avoid a decade or more of rising costs, falling productivity, and ever-increasing project delays, companies in the industry should consider thoughtful actions now.

Those actions could address three components of the challenge. First, companies could do everything possible to maximize productivity through measures aimed at improving efficiency across the value chain. Second, they could expand the pool of available labor by doubling down on accessing diverse talent and working harder to retain the employees already in their organization. Finally, they could consider making labor a strategic priority, with senior leadership attention within companies.

Improving construction productivity

Companies could access a range of levers to reduce the labor content required per job and drive to improve productivity in project development and delivery. Those levers involve changes to project designs and fresh thinking about when, where, and how work is done.

Improvements in productivity occur long before work starts on the ground. They include rigorous control of project scope, design simplification, and standardization. Increasing the use of off-site and modular construction , for example, could allow projects to capture multiple benefits, including accelerated design cycles; the greater productivity associated with industrialized, factory floor manufacturing techniques; automation; and less time spent on site.

Smarter execution management, enabled by digital technologies and analytics techniques could drive better, faster decision making during project delivery. Real-time data collection, for example, gives project managers earlier, more detailed insights about progress, allowing them to intervene more effectively to maintain productivity and keep projects on track. Intelligent simulation software allows teams to evaluate hundreds of thousands of possible critical paths, identifying approaches that could be more efficient or less risky than the conventional wisdom.

Lean construction is another proven way to drive significant and sustainable productivity improvements. Establishing a centralized, continuous improvement engine could enhance on-site execution through integrated planning, performance management, and waste elimination. Key stakeholders across the project work with a common, agreed set of key performance indicators. That allows them to address issues in real time and facilitates collaboration to reduce waste and variability work. Capability building across the planning and construction teams could help team members understand and adopt lean construction practices.

Here comes the 21st century’s first big investment wave. Is your capital strategy ready?

Reimagining talent.

To ensure access to the skills they need, construction sector companies can accelerate the onboarding of recruits, boost retention by revisiting what employees want beyond wages, and invest more in developing their pipelines of future workers.

In the near term, employers could prioritize review of job applications and reduce the number of steps in both the interview and onboarding process. In the medium term, both the public and private sectors could look to reduce hiring timelines and shift to a skills-based approach when hiring.

In the medium term, retaining current staff and attracting new talent will both turn on understanding of what employees value beyond wages. Competitive wages are now table stakes, so employees are thinking about a broader set of benefits and workplace characteristics when making decisions about where to work. Research on attrition in the postpandemic workplace  has shown that they are placing more emphasis on autonomy, flexibility, support, and upward mobility.

In the longer term, the construction industry can consider a new approach to talent attraction, development, and retention. Talent acquisition could begin early, through partnerships with educational institutions including universities, colleges, and high schools. These partnerships could boost awareness of the possibilities of a career in the sector and ensure future employees have appropriate skills prior to onboarding.

Companies could also look more widely for potential recruits, considering individuals who have taken alternative educational paths, such as technical degrees or hands-on experience. The Rework America Alliance , a Markle-led coalition in which McKinsey is a partner, illustrates the importance of skills-based, rather than credential-based, hiring. A skills-based perspective  is key to tapping into the talents of the 106 million workers who have built capabilities through experience but whose talents are often unrecognized because they don’t have a four-year college degree. A skills-based approach could be complemented by reimagining apprenticeships to bring younger students and vocational talent into the industry at an earlier stage in their careers.

Employers could consider working with a range of nontraditional sources of talent, including veteran-transition programs, formerly incarcerated individuals, and others. Homeboy Industries provides an example of the local impact, effectiveness, and potential of working with often overlooked population segments. Moreover, identifying and attracting talent from outside the traditional paths used by the construction industry could also help it to increase the diversity of its workforce. Today, 88 percent of the sector’s workforce is White and 89 percent is male. 4 Labor Force Statistics from the Current Population Survey Database, US Bureau of Labor Statistics, accessed March 10, 2022.

Looking at labor through a strategic lens

Labor and skills shortages have the potential to slow growth and erode profitability across the construction value chain. For C-suites, there’s no other single issue that could protect against significant cost erosion. Companies could consider establishing a systematic talent acquisition and retention program, led by a C-level executive and a core part of the CEO agenda. That program could first be tasked with building a robust fact base on current and emerging labor needs and availability gaps. It could then identify a bold set of initiatives that address labor-related issues across the value chain. This exercise starts in the boardroom, but it doesn’t stop there. Leadership will likely need to be increasingly present in the field and on the job site too, celebrating and recognizing top talent throughout the organization.

The labor challenge extends well beyond corporate boundaries. Since the successful delivery of a project could be jeopardized by labor shortages in a single value-chain participant, project owners and contractors may want to adapt the structure of project relationships and contracts. Moving away from traditional contracting methods to collaborative contracts , for example, allows participants to share market risks and opportunities as a project evolves, rather than baking in worst-case estimates at the outset of negotiations.

The US construction sector is poised to revitalize, replace, and expand the country’s infrastructure. Done right, that will power inclusive growth and set up the economy for success in the 21st century. To do so, the sector will need to address its labor challenges. That calls for the application of a diverse set of tools and approaches to create better jobs, get the most out of its people, and optimize agility and collaboration across the value chain.

Garo Hovnanian is a partner in McKinsey’s Philadelphia office, Ryan Luby is a senior knowledge expert in the New York office, and Shannon Peloquin is a partner in the Bay Area office.

The authors wish to thank Tim Bacon, Luis Campos, Roberto Charron, Justin Dahl, Rebecca de Sa, Bonnie Dowling, Bryan Hancock, Rawad Hasrouni, Adi Kumar, Jonathan Law, Michael Neary, Nikhil Patel, Gaby Pierre, Jose Maria Quiros, Kurt Schoeffler, Shubham Singhal, Stephanie Stefanski, Jennifer Volz, and Jonathan Ward for their contributions to this article.

Explore a career with us

Related articles.

America 2022 in charts: An economic opportunity snapshot

‘Great Attrition’ or ‘Great Attraction’? The choice is yours