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31 examples of problem solving performance review phrases

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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.

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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

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Performance review phrases for employee evaluation (with examples)

The purpose of employee performance reviews is to evaluate an employee’s work performance, provide feedback on strengths and areas for improvement, set goals for future development, and foster communication and alignment between employees and management regarding expectations and objectives. The important thing is to communicate feedback in a way that is objective as possible and easy for employees and managers to understand . This list of performance review phrases will help you conduct evaluations fairly and effectively .

TABLE OF CONTENTS

Performance review comments example

Phrases for employee strengths and weaknesses, performance review career goals examples.

PHRASES FOR PERFORMANCE EVALUATION

• Collaboration performance review comments
• Teamwork performance review comments
• Professionalism and Commitment phrases
• Attendance performance review comments
• Productivity and Quality of Work phrases
• Adaptability performance review comments
• Communication Skills/Interpersonal skills phrases
• Innovation and Creativity performance review comments
• Accountability performance review comments
• Customer Focus and Customer Satisfaction phrases
• Decision making and problem solving phrases
• Dependability and Reliability performance review comments
• Integrity performance review comments
• Flexibility performance review comments
• Leadership and Management performance review comments
• Initiative performance review comments
• Job knowledge performance review comments
• Planning and Organization performance review comments
• Time Management performance review comments
• Attitude performance review comments

Performance review closing comments

• Do performance reviews with software ✅

There are many different types of employee performance reviews , using a variety of performance management tools such as a 9-box grid . Another type of review employs 360 degree feedback which is a common feature of continuous performance management .

The way the phrases listed in this article could be used are demonstrated in the performance review comment example below:

During an annual employee performance review , a manager might provide a comment such as “John consistently demonstrates exceptional problem-solving skills, effectively resolving complex challenges.” This comment serves as an example of John’s strength in problem-solving and can be used to highlight his positive contributions and areas of expertise within the team. Additionally, it can serve as a basis for discussing specific accomplishments and areas for further development during the performance review discussion.

Employee strengths and weaknesses can be gauged in a performance review through objective metrics, self-assessment, manager evaluation, 360-degree feedback, performance appraisal forms, behavioral interviews, and skill assessments. These methods provide a comprehensive understanding of an employee’s performance, helping to identify areas of excellence and areas needing improvement.

When phrasing employee strengths and weaknesses during a performance review, it’s important to be specific, objective, and constructive. Here are some tips:

• Be Specific: Use concrete examples and evidence to support your assessments rather than generalizations.
• Focus on Behaviors: Describe observable behaviors and actions rather than making assumptions about personality traits.
• Use Positive Language: Frame strengths positively to acknowledge achievements and motivate further development. For weaknesses, use constructive language that emphasizes opportunities for improvement.
• Provide Context: Consider the employee’s role, responsibilities, and the organization’s goals when evaluating strengths and weaknesses.
• Offer Support: For weaknesses, suggest strategies for improvement and offer resources or training opportunities to help the employee develop.
• Balance: Recognize that every employee has strengths and weaknesses, and aim to provide a balanced assessment that acknowledges both.
• Remove bias: Removing bias from reviews involves objectively evaluating employees’ performance based on measurable criteria and avoiding subjective judgments or preconceived notions.

Take a look at the following examples on how employee strengths and weaknesses can be phrased during a performance review cycle.

Performance review strength

Example Phrases for addressing employee strengths:

• “Sarah consistently demonstrates strong leadership skills by effectively guiding her team to achieve project milestones ahead of schedule.”
• “Tom’s exceptional communication skills foster a positive team dynamic and enhance collaboration across departments.”
• “Lisa’s attention to detail ensures accuracy and precision in all her work, contributing to the high quality of deliverables.”

Performance review weakness

Example Phrases for addressing employee weaknesses:

• “While John excels in technical skills, he could benefit from improving his time management to meet project deadlines more consistently.”
• “While Rachel demonstrates creativity in problem-solving, she occasionally struggles with accepting feedback and incorporating it into her work.”
• “David’s excellent interpersonal skills could be further enhanced by actively seeking out opportunities to mentor junior team members.”

Now that you know how to conduct performance reviews and phrase feedback in a way that is useful to employees and managers, read through the examples below to find the phrases you need for all situations.

Although performance reviews can be stressful for managers and employees alike, they provide an excellent opportunity to connect with employees and understand their career aspirations . By engaging in these discussions, managers can gain valuable insights into employees’ goals and preferences, helping to align organizational objectives with individual development paths . This proactive approach fosters a supportive and collaborative work environment, ultimately benefiting both employees and the organization as a whole.

Performance review phrases collaboration

Giving employees feedback on collaboration is crucial. It helps improve teamwork, resolves conflicts, and builds trust. Feedback also guides continuous learning and ensures everyone is working towards the same goals.

Use these phrases to give employees constructive performance review feedback on collaboration.

Meets or Exceeds Expectations

• Demonstrates assistance to coworkers with tasks, even if outside direct responsibility.
• Consistently aids coworkers facing task difficulties.
• Effectively promotes cooperation to ensure team productivity and meet deadlines.
• Displays willingness to offer assistance.
• Receives constructive criticism positively.
• Ensures assignments are followed through and followed up with.
• Volunteers to aid other teams in meeting their goals.
• Readily shares information and resources with colleagues.
• Strives to understand diverse perspectives and find common ground.
• Recognizes and credits others’ contributions.
• Facilitates constructive conflict resolution by considering all sides.
• Treats all colleagues equally regardless of role or level.
• Keeps others informed of progress for collaborative input.
• Demonstrates flexibility in reaching mutually beneficial agreements.
• Respects others’ time by communicating delays and being punctual.
• Supports team decisions even when differing from personal viewpoints.
• Assists in the integration of new coworkers and their role understanding.
• Identifies opportunities for effective coworker collaboration.
• Promotes unity around shared goals.
• Considers multiple viewpoints when evaluating alternatives.
• Facilitates cooperation across departments and organizational boundaries.
• Aids in orienting newcomers to workplace norms and policies.
• Takes initiative to maintain positive working relationships.
• Shows active interest in coworkers’ work and offers assistance.
• Expresses appreciation for contributions to team success.
• Maintains an open mind and reevaluates assumptions.
• Acknowledges personal limitations and involves others as needed.
• Prioritizes team needs over personal preferences.
• Shares credit and deflects praise onto coworkers.
• Makes an effort to connect with coworkers beyond work responsibilities.
• Advocates for the team’s interests when interacting with other groups.
• Helps foster an environment conducive to cooperation and mutual support.
• Brings out the best in coworkers through respect, support, and positivity.
• Integrates cooperation and collaboration into regular work approach.

Below Expectations

• Demonstrates unwillingness to collaborate and prefers solitary work.
• Unwilling to assist coworkers, even upon request.
• Professional in work but hesitant to offer advice to others.
• Demonstrates reluctance to work with others.
• Least likely to offer assistance when needed.
• Adapts to new tasks effectively but fails to communicate with and train others.
• Withholds information and resources rather than sharing.
• Dismisses others’ viewpoints without consideration.
• Takes credit for joint work without acknowledging contributions.
• Tends to argue rather than seek consensus.
• Fails to make an effort to understand perspectives different from own.
• Shows favoritism towards certain coworkers.
• Keeps teammates uninformed about progress and plans.
• Unwilling to compromise on issues important to others.
• Misses deadlines without communicating delays appropriately.
• Undermines group decisions that don’t align with preferences.
• Fails to help new coworkers or ensure they understand their roles.
• Fails to identify ways for coworkers to work together effectively.
• Allows disagreements to divide the team rather than unite them.
• Considers only personal perspective rather than multiple viewpoints.
• Fails to facilitate cooperation between departments.
• Fails to help orient newcomers or introduce workplace standards.
• Does little to build positive relationships with coworkers.
• Uninterested in others’ work and does not offer assistance.
• Fails to acknowledge others’ contributions to success.
• Closedminded and does not rethink assumptions.
• Takes on too much personally rather than involving others.
• Prioritizes selfinterests over team needs.
• Takes credit for self and does not recognize others.
• Detached from coworkers outside of work responsibilities.
• Does not represent team interests to other groups.
• Fosters an individualistic rather than cooperative culture.
• Fails to bring out the best in coworkers.
• Cooperation is not a regular part of work approach.

Performance review teamwork phrases

During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ask employees during your next evaluation period.

Performance review phrases for teamwork

Meets expectations

• Shows a high level of team spirit, readily cooperating with team members to get the job done.
• Respects every team member.
• Works well with others.
• Always helps out to achieve the goals of the group.
• Has a great willingness to help fellow teammates.
• Is a good team member, very cooperative and helpful in times of need.
• Actively participates in team discussions and shares workload.
• Respects different opinions and encourages open dialogue.
• Maintains harmonious relationships and resolves conflicts constructively.
• Acknowledges contributions of others and praises the success of teammates.
• Shares knowledge and resources willingly to help teammates succeed.
• Maintains transparency and keeps teammates informed of progress and issues.
• Respects deadlines of other departments and coordinates effectively.
• Respects commitments to teammates and delivers on assigned responsibilities.
• Maintains a collaborative approach and shares credit for team achievements.
• Seeks feedback to improve and respects feedback from other team members.
• Motivates teammates during difficult periods and boosts team morale.
• Respects team norms and establishes a cooperative working environment.
• Values different skills and backgrounds that teammates bring to projects.
• Is flexible and willing to take on additional responsibilities as required.
• Respects team boundaries and does not overstep limits of other roles.
• Is respectful towards teammates and uses polite, considerate language.
• Supports team decisions respectfully.

Below expectations

• Does not have a good relationship with team members and sometimes refuses to accept their opinion.
• Is not consistent in supporting teammates.
• Does not understand how to share tasks with others.
• Is more suitable to an individual-focused environment than a group-work environment.
• Does not know how to cooperate with colleagues in the team to achieve targets.
• Is reluctant to share work and seeks individual recognition over team achievements.
• Argues with teammates and does not respect different opinions and views.
• Fails to keep teammates informed of progress and roadblocks in a timely manner.
• Takes credit for team successes but blames others for failures or mistakes.
• Lacks flexibility and is unwilling to help teammates facing workload issues.
• Plays politics within the team and fails to establish trust and cooperation.
• Does not respect team norms and creates disruptions through unprofessional conduct.
• Fails to value different skills and backgrounds of teammates.
• Does not acknowledge efforts of others and is reluctant to praise teammates.
• Argues with feedback and disrespects suggestions from other team members.
• Discusses team matters outside inappropriately and damages confidentiality.
• Lacks commitment to team goals and allows personal needs to hamper collaboration.
• Is inflexible and unwilling to take on additional responsibilities as required.
• Fails to establish rapport with teammates and comes across as arrogant.
• Lacks initiative in resolving conflicts constructively and damages team harmony.

Performance review phrases professionalism

Professionalism isn’t just a quality; it’s also an attitude. A professional attitude can make working together much easier. Because of this, professionalism may also be evaluated during a review. In addition to phrases to evaluate professionalism in the workplace, this list also contains commitment performance review phrases.

Meets or exceeds expectations

• Demonstrates self-motivation and strives to complete all tasks on time.
• Exhibits perfectionism, persisting until achieving excellent results.
• Displays significant interest in the job, constantly generating new ideas.
• Possesses a high level of professional knowledge in the field.
• Takes initiative and continuously seeks ways to improve work.
• Maintains a positive attitude even during challenging times.
• Takes pride in work and aims for high-quality outcomes.
• Stays updated with ongoing learning in the field.
• Approaches problems with care, diligence, and a solutions-oriented mindset.
• Consistently delivers work exceeding role expectations.
• Demonstrates passion for the profession and enthusiasm for work.
• Represents the organization professionally in all interactions.
• Pays meticulous attention to detail and rectifies errors.
• Assumes responsibility for work and refrains from making excuses.
• Manages time effectively to meet all deadlines.
• Proactively seeks to improve processes and find efficiencies.
• Maintains professional composure under pressure.
• Dedicates efforts to serving organizational goals and priorities.
• Exhibits high organization, ensuring well-documented work.
• Proactively anticipates problems and develops solutions.
• Takes on additional responsibilities voluntarily.
• Willing to work extra hours when needed to complete tasks.
• Maintains a high-quality portfolio of work achievements.
• Seeks feedback to enhance skills and performance.
• Sets an example of excellence motivating high performance.
• Demonstrates leadership and mentors less experienced colleagues.
• Displays full commitment to the organization’s success.
• Pursues continuous expansion of expertise in the field.
• Fails to fulfill required duties.
• Takes excessive breaks and shows reluctance in duties.
• Often attempts to leave the workplace early.
• Shows little genuine interest in the job.
• Punctuality and appearance are lacking.
• Misses deadlines and avoids responsibility.
• Produces sloppy work not meeting quality standards.
• Makes excuses for errors or problems.
• Resists feedback and lacks initiative.
• Knowledge in the field is outdated or insufficient.
• Represents the organization unprofessionally.
• Fails to anticipate issues, leaving problems for others.
• Avoids extra responsibilities and passes work to others.
• Unwilling to work additional hours when necessary.
• Ineffective in documenting or organizing work.
• Demonstrates lack of dedication to organizational goals.
• Disorganized, losing or misfiling important documents.
• Displays a negative attitude impacting others.
• Lacks punctuality, missing meetings or appointments.
• Portfolio lacks substance and accomplishments.
• Closed to feedback and unwilling to improve.
• Shows lack of passion for the profession or field.
• Fails to set a positive example for others.

Performance review phrases attendance

Recognizing employees for their punctuality and consistent attendance is crucial. Positive phrases may include highlighting their on-time arrivals, reliability in meeting deadlines, and adherence to company policies. This acknowledgment fosters a culture of reliability and contributes to a smooth workflow.

Attendance and punctuality performance review sample

Here’s a sample performance review comment addressing attendance and punctuality:

“Jane consistently maintains excellent attendance and punctuality, setting a reliable example for the team. Her consistent presence ensures that team meetings start promptly and deadlines are met without delay. Jane’s dedication to punctuality greatly contributes to the smooth operation of our department.”

Employee performance review phrases attendance

• Performance is always reliable, following the work schedule well.
• Manages the schedule efficiently, fully completing all assigned tasks for the week.
• Sets a standard with perfect attendance.
• Exemplifies an ideal employee, arriving and leaving on time, and taking breaks as scheduled.
• Arrives fully prepared to tackle responsibilities every day.
• Demonstrates reliability with no attendance concerns.
• Punctual for work and meetings.
• Always arrives prepared for work.
• Notifies managers well in advance of planned time off.
• Makes arrangements for coverage during absences.
• Present and engaged during scheduled working hours.
• Arrives early to prepare and stays late to complete work.
• Adheres strictly to scheduled start and end times daily.
• Always ready to start work promptly.
• Schedules personal appointments outside working hours.
• Coordinates schedules with coworkers to avoid disruptions.
• Exemplifies attendance standards.
• Ensures task coverage during absences with contingency plans.
• Always on time for shifts, meetings, and deadlines.
• Impeccable attendance and punctuality year after year.
• Committed to being present and productive during work hours.
• Optimizes schedule for productivity and availability.
• Takes initiative to swap shifts as needed.
• Reliable in unpredictable or emergency situations.
• Attendance sets a motivating standard.
• Communicates availability and schedule clearly.
• Exemplary attendance record with no issues.
• Demonstrates inconsistent attitude negatively affecting the team.
• Follows appropriate schedule but often returns late from off-site activities, impacting coworkers.
• Fails to meet punctuality standards.
• Does not respond to communications promptly.
• Frequently late for work, not adhering to attendance policy.
• Takes unapproved time off or exceeds allotted leave.
• Frequent absences or lateness without advance notice.
• Leaves early or takes extended breaks without permission.
• Unpredictable schedule disrupts coworkers’ work.
• Fails to make arrangements during absences, causing workload pile-up.
• Misses deadlines and appointments due to poor time management.
• Regularly late to meetings and appointments.
• Tardiness and absenteeism set negative example.
• Frequently unavailable during scheduled hours.
• Takes unscheduled days off with short notice.
• Requires excessive supervision and follow-up due to inconsistent schedule.
• Fails to adhere to attendance and punctuality policies.
• Unpredictable whereabouts and availability.
• Inconsistent response to communications.
• Inconsistent schedule disrupts operations.
• Attendance record shows repeated issues.

Performance review comments quality of work

Providing employees with feedback about productivity and quality of work is essential for their professional growth and contribution to organizational goals. By using performance review phrases tailored to productivity and quality of work, managers can offer specific guidance and set clear expectations, fostering a culture of continuous improvement and excellence in the workplace.

Productivity and quality of work performance review examples

• Detail-oriented approach ensures consistently high-quality work.
• Maintains a high level of accuracy consistently.
• Upholds a good standard of productive work.
• Takes on new responsibilities independently.
• Demonstrates a strong grasp of job responsibilities.
• Ensures accuracy in all tasks.
• Attends to every detail in assigned tasks.
• Valued for high-quality, accurate performance.
• Developed [program/initiative] yielding [x] results.
• Improved output/production by [x]%.
• Surpassed start of year goals by [number].
• Delivers consistent, reliable results for clients/customers.
• Completes tasks efficiently well before deadlines.
• Initiates process improvements for increased efficiency.
• Minimizes rework or corrections in work.
• Sets a high standard with work performance.
• Maintains meticulous records and documentation.
• Finds innovative solutions to complex problems.
• Work product exceeds role requirements.
• Completes extra tasks beyond normal duties.
• Receives consistent praise from customers/clients.
• Achieves results exceeding performance targets.
• Delivers work on time and within budget.
• Solutions are well-conceived and enduring.
• Rarely achieves monthly performance targets.
• Produces a higher defect rate compared to peers.
• Work does not meet required output standards.
• Demonstrates low knowledge of required work procedures.
• Reluctant to take on new responsibilities.
• Struggles to concentrate on work.
• Unaware of job requirements.
• Unreliable quality of work.
• Fails to check work thoroughly before submission.
• Unable to perform job without assistance.
• Lack of concentration leads to high error rate.
• Work doesn’t pass inspection by team members.
• Overlooks task details.
• Misses key task requirements.
• Fails to meet basic quality standards.
• Work requires excessive corrections.

Performance review phrases adaptability

Providing employees with feedback about adaptability is crucial because it helps them understand their strengths and areas for improvement in navigating changes and uncertainties within the workplace. By acknowledging adaptability through feedback, employees are encouraged to embrace new challenges, learn from experiences, and develop resilience, ultimately contributing to their professional growth and the overall success of the organization.

• Maintains a calm and composed demeanor under stressful situations.
• Acknowledges and recognizes proposals for change.
• Promptly tackles changes while completing assignments.
• Welcomes criticism to improve the business.
• Willing to explore more effective business methods.
• Adjusts approach when facing obstacles.
• Considers different perspectives before deciding on action.
• Incorporates feedback to improve work methods.
• Remains open-minded towards new ideas and suggestions.
• Readily accepts additional responsibilities when needed.
• Flexible enough to take on varied tasks.
• Adapts communication style to different personalities.
• Makes necessary adjustments to changing priorities.
• Alters approach based on unique situation demands.
• Tailors solutions according to target audience.
• Reworks procedures in response to shifting business needs.
• Modifies plans readily with new information.
• Fine-tunes methods to optimize performance.
• Varies problem-solving techniques for differing issues.
• Adjusts easily to new teams and working environments.
• Alters traditional methods for more effective options.
• Diversifies skill set through ongoing training.
• Reconsiders solutions in response to changing needs.
• Tweaks established processes with new developments.
• Modifies deadlines and timelines to accommodate changes.
• Reworks content for various presentation formats.
• Streamlines operations by refining ineffective practices.
• Upgrades skills continuously to stay ahead of changes.
• Slow to confront changes.
• Unwilling to accept even minor changes.
• Easily confused about “out of plan” changes.
• Unwilling to accept last-minute changes.
• Struggles adjusting to unexpected obstacles.
• Resists considering different viewpoints.
• Fails to incorporate constructive criticism.
• Dismisses new ideas without proper evaluation.
• Declines additional responsibilities outside scope.
• Struggles shifting between diverse tasks.
• Uses a rigid communication approach.
• Difficulty adjusting to shifting priorities.
• Applies a one-size-fits-all solution method.
• Struggles tailoring solutions for different audiences.
• Slow to modify procedures in response to changes.
• Fails to update plans with new information.
• Does not fine-tune methods for better performance.
• Uses a standardized problem-solving approach.
• Difficulties adjusting to new teams and environments.
• Clings to outdated methods despite better options.
• Fails to expand skillset through ongoing learning.
• Slow to reconsider solutions that no longer fit.
• Uses a one-size-fits-all communication style.
• Resists tweaking processes for new developments.
• Does not refine strategies in line with market changes.
• Teaches all learners uniformly regardless of needs.
• Inflexible about deadlines and timelines.
• Presents content in a rigid format.
• Clings to ineffective practices rather than streamline.
• Fails to upgrade skills to adapt to changes.

Performance review communication skills comments

Providing employees with feedback about communication is essential as it enhances teamwork, collaboration, and organizational effectiveness. Through performance review comments on communication and interpersonal skills, managers guide employees to understand how their communication impacts work relationships . By using performance appraisal communication skills examples and evaluation phrases, managers help employees improve their ability to convey ideas, resolve conflicts , and foster positive relationships.

Performance review phrases communication skills

• Communication skills, both verbal and written, are highly effective.
• Friendly communicator, building rapport with every division in the company.
• Positive attitude and willingness to listen are highly appreciated.
• Regularly gives constructive feedback.
• Makes new employees feel welcome.
• Provides accurate and timely information, both written and orally.
• Actively listens to others.
• Involves others in problem-solving.
• Provides clear instructions and expectations.
• Accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.
• Articulates ideas in a clear and organized manner.
• Communicates effectively with all levels of staff.
• Establishes rapport easily with both internal and external contacts.
• Shares credit and recognizes others’ contributions.
• Gives and receives feedback professionally and productively.
• Builds strong working relationships across departments.
• Expresses empathy when listening to others.
• Facilitates discussions to reach agreement.
• Communicates appropriately for each audience and situation.
• Addresses concerns respectfully and seeks mutually agreeable solutions.
• Presents information compellingly to different groups.
• Encourages open dialogue and the sharing of perspectives.
• Mediates disagreements constructively to find common ground.
• Maintains an approachable demeanor to foster collaboration.
• Keeps others informed proactively through regular updates.
• Clarifies expectations to ensure shared understanding.
• Negotiates diplomatically to reach mutually agreeable solutions.
• Fosters an environment of trust and respect among colleagues.
• Expresses disagreement respectfully and proposes alternative options.
• Welcomes diverse viewpoints and new ideas from all levels.
• Facilitates cooperation across teams to accomplish goals.
• Connects people to build new relationships and opportunities.
• Keeps an open door to address any staff concerns constructively.
• Makes others feel heard by paraphrasing their perspectives.
• Brings people together, finds common ground, and moves discussion forward productively.
• Acknowledges others effectively to build morale and engagement.
• Resolves interpersonal issues diplomatically to maintain cohesion.
• Keeps an even temper when under pressure or during disagreement.
• Fails to communicate with team members effectively.
• Must improve foreign language skills.
• Not adept at documenting verbal communication.
• Should work on this skill over the next 90 days.
• Should communicate project status updates more frequently.
• Seen as unapproachable by many coworkers.
• Needs to work on listening to others.
• Works well with own team but has an “us” against “them” mentality towards others within the company.
• Struggles articulating ideas clearly.
• Fails to communicate effectively across levels.
• Difficulty establishing rapport externally.
• Takes credit individually rather than recognizing others.
• Gives feedback in an unproductive manner.
• Lacks strong working relationships across departments.
• Does not show empathy when others speak.
• Does not facilitate discussions to reach agreement.
• Uses inappropriate communication style.
• Fails to address concerns respectfully to find solutions.
• Presents information poorly to different groups.
• Discourages open dialogue and sharing of perspectives.
• Handles disagreements in an unconstructive manner.
• Maintains an unapproachable demeanor.
• Fails to provide regular updates proactively.
• Lacks clarity on expectations.
• Negotiates in an adversarial rather than cooperative spirit.
• Fosters an environment lacking trust and respect.
• Expresses disagreement disrespectfully.
• Discourages diverse viewpoints and new ideas.
• Fails to facilitate cooperation across teams.
• Does not connect people to build opportunities.
• Inaccessible to address staff concerns.
• Does not acknowledge others’ perspectives.
• Moves discussions in an unproductive direction.
• Fails to acknowledge others effectively.
• Loses temper during disagreement or pressure.

Performance review phrases for innovation and creativity

Providing employees with feedback about innovation and creativity is crucial for fostering a culture of innovation within the organization. By acknowledging and encouraging innovative thinking through feedback, employees are motivated to generate new ideas, solve problems creatively, and drive positive change. This feedback helps employees understand the value of their innovative contributions and reinforces a culture that values creativity, ultimately leading to improved organizational performance.

Creativity performance review phrases

• Demonstrates the ability to develop creative solutions to solve problems.
• Thinks outside the box to find the best solutions to particular problems.
• Regularly contributes suggestions on how to improve company processes.
• Constantly searches for new ideas and ways to improve efficiency.
• Has launched creative initiatives such as [specific example].
• Creates breakthrough and helpful ideas in meetings.
• Trusted for a helpful and creative solution when facing difficulty.
• A creative individual who often finds effective solutions to problems.
• Develops innovative concepts for new products and services.
• Approaches challenges with an imaginative mindset.
• Generates fresh perspectives on existing problems.
• Encourages the team to think creatively and come up with innovative solutions.
• Fosters a culture of creativity and innovation within the team.
• Recognizes and rewards creative thinking and innovation within the team.
• Provides opportunities for the team to develop creativity and innovation skills.
• Collaborates with the team to generate new and innovative ideas.
• Willing to experiment with new approaches or ideas, enabling the team to innovate.
• Seeks out new and innovative solutions to problems.
• Receptive to feedback or suggestions from the team regarding creative solutions.
• Prioritizes creativity and innovation in the team’s goals and objectives.
• Invests in training or development programs to enhance the team’s creativity and innovation skills.
• Provides a safe and supportive environment for the team to take creative risks.
• Encourages the team to challenge the status quo and think outside the box.
• Recognizes and appreciates the value of creative thinking and innovation in achieving business goals.
• Proactive in seeking out new and innovative opportunities for the team.
• Provides the necessary autonomy and freedom for the team to explore creative solutions.
• Empowers the team to take ownership of their creativity and innovation efforts.
• Recognizes and addresses barriers that may hinder the team’s ability to be creative and innovative.
• Provides the necessary support and resources for the team to implement creative solutions.
• Fosters a culture of experimentation and learning from failure.
• Adapts to changing circumstances and finds creative solutions to new challenges.
• Consistently comes up with fresh and innovative ideas to improve business operations.
• Inspires the team to think creatively and embrace new ideas.
• Balances creativity with practicality to find effective solutions.
• Skilled at identifying opportunities for innovation and implementing them successfully.
• Encourages a collaborative approach to problem-solving, leading to creative solutions.
• Communicates complex ideas in a clear and creative manner.
• Passionate about exploring new ideas and finding innovative solutions to problems.
• Does not encourage the team to find creative solutions.
• Demonstrates a lack of interest in contributing creative or innovative ideas.
• Has a difficult time thinking “outside of the box” and creating new solutions.
• Tends to act before thinking, causing problems when pushing untested or unexamined ideas forward too quickly.
• Discourages creative solutions from the team.
• Rarely considers new and innovative ideas from the team.
• Shows little interest in exploring creative solutions to problems.
• Tends to stick to traditional methods instead of exploring new and innovative approaches.
• Not open to new ideas and tends to shut down creative suggestions from the team.
• Lacks the ability to think creatively and come up with innovative solutions.
• Does not value creativity and innovation in the team.
• Resistant to change and new ideas, limiting the team’s ability to innovate.
• Does not provide the necessary resources or support for the team to be creative and innovative.
• Does not foster a culture of creativity and innovation within the team.
• Not willing to take risks or try new things, hindering the team’s ability to innovate.
• Does not encourage the team to think creatively and come up with innovative solutions.
• Does not recognize or reward creative thinking and innovation within the team.
• Does not provide opportunities for the team to develop creativity and innovation skills.
• Does not collaborate with the team to generate new and innovative ideas.
• Not willing to experiment with new approaches or ideas, limiting the team’s ability to innovate.
• Does not seek out new and innovative solutions to problems.
• Not receptive to feedback or suggestions from the team regarding creative solutions.
• Does not prioritize creativity and innovation in the team’s goals and objectives.
• Does not invest in training or development programs to enhance the team’s creativity and innovation skills.
• Does not provide a safe and supportive environment for the team to take creative risks.
• Does not encourage the team to challenge the status quo and think outside the box.
• Does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.
• Not proactive in seeking out new and innovative opportunities for the team.
• Does not provide the necessary autonomy and freedom for the team to explore creative solutions.
• Does not empower the team to take ownership of their creativity and innovation efforts.
• Does not recognize or address barriers that may hinder the team’s ability to be creative and innovative.
• Does not provide the necessary support and resources for the team to implement creative solutions.

Accountability performance review phrases

Providing employees with feedback on accountability encourages responsibility, trust, and high performance, contributing to your company’s success.

Performance review accountability

In performance reviews, accountability is crucial for assessing employees’ reliability and commitment to their roles . Feedback on accountability evaluates their ability to take ownership of their work, meet deadlines, and fulfill commitments. It reinforces the importance of responsibility and reliability while setting clear expectations for future performance. By recognizing instances of accountability and addressing areas for improvement, managers cultivate a culture of trust and integrity within the organization, ultimately leading to improved employee engagement and productivity.

• Demonstrates responsibility by assisting team mates with their tasks willingly.
• Takes full accountability for actions and never avoids responsibility.
• Assists coworkers promptly in response to workload changes.
• Offers assistance to others proactively.
• Volunteers assistance even when not expected.
• Displays empathy towards others’ needs.
• Strives to foster a positive work atmosphere.
• Shows awareness of external environmental needs.
• Efficiently utilizes time consistently.
• Welcomes feedback on work openly.
• Takes ownership of tasks from start to finish autonomously.
• Identifies when additional help is needed and finds solutions without compromising quality or deadlines.
• Acknowledges mistakes as opportunities for growth.
• Considers impacts of actions and decisions on others.
• Leads by example with a strong work ethic.
• Maintains integrity and earns trust through consistent demonstration of competence.
• Respects organizational hierarchy while contributing innovative ideas.
• Finds purpose in work beyond self-interest.
• Considers multiple perspectives and builds consensus before deciding on solutions.
• Gives credit to others and shares team accomplishments.
• Meets commitments reliably while adapting plans to new information.
• Maintains a positive, solution-oriented mindset under stress.
• Advocates for process improvements based on objective data.
• Builds cooperative relationships across departments to enhance coordination.
• Leads with compassion and mentorship.
• Remains solutions-focused under pressure.
• Admits gaps in knowledge and seeks guidance.
• Approaches conflicts with empathy, fairness, and good faith.
• Holds self to high standards with diligence.
• Focuses on completing tasks before moving to new priorities.
• Proactively leads and anticipates challenges.
• Sets vision and strategy while empowering others.
• Fosters a growth culture where all contribute.
• Maintains a learning mindset to optimize outcomes.
• Fosters collaboration for maximum impact.
• Frequently shifts responsibility onto others.
• Reluctant to acknowledge failures.
• Struggles with accepting responsibility.
• Often makes excuses for failure.
• Blames processes and policies for shortcomings.
• Resists feedback that challenges assumptions.
• Takes credit for team accomplishments while avoiding blame.
• Focuses on others’ mistakes rather than supporting improvement.
• Fails to follow through on commitments.
• Makes excuses for missed deadlines.
• Acts entitled and resistant to additional responsibilities.
• Avoids owning up to subpar work.
• Plays the blame game instead of resolving issues constructively.
• Lacks self-awareness and initiative.
• Needs constant supervision and prompting.
• Becomes defensive when standards are enforced.
• Acts entitled when asked to improve.
• Lacks ownership over projects.
• Misses obvious problems.
• Avoids difficult conversations and decisions.
• Fails to acknowledge missteps.
• Lacks attention to detail and quality.
• Acts entitled when given feedback.
• Lacks initiative and ownership.
• Plays the victim rather than taking responsibility.

Performance review customer focus

Providing employees with feedback about customer focus is crucial as it reinforces the importance of prioritizing customer needs and customer satisfaction . This feedback aligns employee behavior with organizational goals, empowers employees to understand the impact of their interactions on customer experiences, and improves customer retention and business outcomes.

Performance review phrases for customer focus

• Demonstrates skill in finding the right approach with any client, even the most critical.
• Maintains politeness and friendliness with customers, avoiding interruptions during conversations.
• Commits to fulfilling promises made to clients without fail.
• Prioritizes the comfort and convenience of clients.
• Goes above and beyond job requirements consistently to satisfy customers.
• Exhibits proficiency in working with clients, receiving no complaints from them.
• Handles difficult customers gracefully.
• Achieves consistently high marks on customer satisfaction surveys.
• Provides consistent, quality service to all customers.
• Follows up with customers promptly.
• Ensures customers are accurately informed, making an extra effort to do so.
• Actively listens to customers, seeking to understand their needs and preferences.
• Responds to customer inquiries promptly and professionally.
• Takes ownership of customer issues and diligently works to resolve them.
• Anticipates customer needs and offers proactive solutions.
• Demonstrates empathy and understanding when customers express frustration.
• Maintains a positive attitude even when dealing with challenging customers.
• Takes responsibility for customer outcomes and aims to exceed expectations.
• Builds rapport and trust with customers through consistent high-quality service.
• Demonstrates flexibility and adaptability to changing customer needs.
• Possesses a deep understanding of the products or services provided to customers.
• Seeks feedback from customers to improve service and product offerings.
• Maintains accurate and up-to-date records of customer interactions and needs.
• Responds to customer complaints urgently and resolves them quickly.
• Proactively identifies and addresses potential customer issues.
• Exhibits patience and persistence in resolving complex customer issues.
• Stays informed about competitors and industry trends to better serve customers.
• Can handle everyday customer service situations but lacks flexibility and knowledge in complex issues.
• Needs to reduce average time per call, especially when it is high.
• Handles phone customer service well but struggles with face-to-face interactions.
• Receives consistently low marks in customer satisfaction surveys.
• Needs improvement in active listening skills.
• Attendance and participation in customer service training sessions are lacking.
• Frequently passes challenging issues to others instead of addressing them personally.
• Demonstrates frustration with clients who ask questions.
• Struggles with difficult customers, often deferring to a supervisor.
• Lacks initiative in finding solutions to challenging customer issues.
• Displays impatience or irritation with customers who have complex needs.
• Fails to take ownership of customer issues and often passes them to others.
• Lacks timely and effective follow-up with customers.
• Shows a lack of empathy and understanding with dissatisfied customers.
• Communicates poorly with customers, leading to misunderstandings.
• Does not take responsibility for customer outcomes and tends to blame external factors.
• Provides inconsistent service quality to customers.
• Fails to anticipate customer needs or proactively offer solutions.
• Does not seek or utilize customer feedback for improvement.
• Neglects to maintain accurate records of customer interactions.
• Responds slowly to customer complaints and does not resolve them promptly.
• Lacks patience and persistence in resolving complex customer issues.
• Lacks understanding of products or services offered to customers.
• Fails to adapt to changing customer needs.
• Does not maintain professionalism in high-pressure situations.
• Lacks understanding of the importance of customer service.
• Fails to proactively address potential customer issues.
• Does not take customer feedback seriously or use it for improvement.
• Fails to fulfill commitments made to customers, leading to dissatisfaction.
• Shows reluctance to learn and improve in customer service skills.

Performance review phrases decision making

Providing employees with feedback about problem-solving and decision-making skills is essential for fostering innovation and efficiency. By acknowledging strengths and addressing areas for improvement, feedback empowers employees to develop critical thinking and sound judgment, leading to better problem resolution and increased productivity. Use these performance review phrases tailored to decision-making and problem-solving to provide employees with specific and actionable feedback .

Performance review phrases problem solving

• Skillful at analyzing situations and working out solutions.
• Clearly defines problems and seeks alternative solutions.
• Demonstrates decisiveness in difficult situations.
• Makes sound, fact-based judgments.
• Carefully analyzes issues and explores different resolutions.
• Demonstrates creativity and innovation in problem-solving.
• Prioritizes competing demands and makes tough decisions.
• Displays good judgment and critical thinking skills.
• Identifies root causes of problems and addresses them effectively.
• Considers all factors before determining the best course of action.
• Thinks through potential consequences before finalizing plans.
• Objectively weighs pros and cons to arrive at well-reasoned conclusions.
• Solicits input from others to gain diverse perspectives.
• Maintains composure under pressure and makes level-headed choices.
• Approaches issues with an open mind to find optimal solutions.
• Thinks creatively to tackle challenging problems.
• Learns from past experiences to improve decision making.
• Breaks large problems down into manageable pieces.
• Balances the bigger picture with important details.
• Gathers relevant facts from reliable sources.
• Adapts decisions based on new information.
• Finds practical solutions within constraints.
• Evaluates outcomes and adjusts as needed.
• Foresees potential obstacles or consequences.
• Balances risks and potential benefits in decision making.
• Draws logical conclusions based on evidence.
• Considers diverse viewpoints to develop plans.
• Prioritizes and tackles important issues first.
• Remains open to new information and perspectives.
• Re-evaluates solutions against goals and refines as needed.
• Anticipates second and third order effects of choices.
• Applies overly complex approaches to problem-solving.
• Struggles with difficult problems.
• Avoids awkward situations.
• Loses focus when faced with complexity.
• Makes hasty decisions without considering factors.
• Fails to acknowledge flaws in reasoning.
• Makes inconsistent decisions without rationale.
• Does not re-evaluate choices when needed.
• Fails to consider implications of decisions.
• Does not gather sufficient information.
• Allows emotions to cloud judgment.
• Rejects contradictory input.
• Becomes flustered under pressure.
• Approaches issues with closed mind.
• Focuses on single solutions.
• Fails to see broader implications.
• Does not learn from past errors.
• Makes excuses for unsuccessful solutions.
• Avoids responsibility for consequences.
• Jumps to conclusions without facts.
• Struggles to break problems down.
• Loses sight of overarching goals.
• Relies on anecdotes over data.
• Fails to re-examine assumptions.
• Does not establish evaluation criteria.
• Ignores potential challenges.
• Struggles to prioritize effectively.
• Fails to adapt to changing circumstances.
• Proposes unrealistic solutions.
• Rushes through decisions without analysis.

Performance review phrases for dependability

Providing employees with feedback about dependability is crucial for maintaining trust and efficiency within the organization. It reinforces the importance of reliability and meeting deadlines , helping employees understand how their performance impacts team dynamics and productivity. By addressing areas needing improvement, feedback empowers employees to enhance their dependability and contribute more effectively to organizational success, fostering a culture of accountability and reliability.

Performance review phrases reliability

• Willing to work overtime until the project is finished.
• The go-to person if the task absolutely must be completed by a given time.
• Dependable and turns in good performance each day. Never fails to impress.
• Shows faithful commitment to getting the job done, consistently performing at or above expectations.
• Known for dependability and willingness to do what it takes.
• Can be counted upon for steady performance.
• Consistently demonstrates solid performance in all aspects of work.
• Handles projects conscientiously from start to finish.
• Meets deadlines reliably and completes work within expected timeframes.
• Follows through consistently and honors commitments.
• Accepts responsibility for tasks and sees them through to completion.
• Maintains a consistent level of quality and effort in all duties.
• Work is thoroughly done right the first time with few errors.
• Can be counted on to handle important tasks independently.
• Punctual and dependable in attendance and timekeeping.
• Keeps others informed of progress and potential delays.
• Maintains focus and follows through to the end of projects.
• Colleagues trust that work assigned will be done reliably.
• Accountable and takes ownership of responsibilities.
• Performance level remains consistent even under pressure.
• Maintains composure and continues working steadily.
• Proactive in preventing delays or issues with deadlines.
• Work habits demonstrate discipline and dependability.
• A rock others can lean on in times of heavy workload.
• Performance level is unwavering despite distractions.
• Delivers on commitments with consistent effort and quality.
• Cannot depend on him. Better to assign tasks to someone else.
• Productivity is not as good as coworkers’.
• Very loyal but cannot be depended on. An irresponsible person.
• Demands reliability from others, but not from himself.
• Energy, drive, and performance levels are inconsistent and unpredictable.
• Makes promises that aren’t kept.
• Guarantees deadlines will be met, but consistently misses them.
• Reliable when it suits him, constantly needs reminders for disliked tasks.
• Work quality and effort levels vary unpredictably.
• Does not demonstrate consistent ownership of responsibilities.
• Makes excuses when failing to follow through on commitments.
• Others cannot rely on him to manage important duties independently.
• Work is error-prone, quality is not maintained.
• Easily distracted or sidetracked from tasks.
• Productivity decreases significantly under normal pressure.
• Unreliable and inconsistent in following instructions.
• Does not take initiative or demonstrate accountability.
• Struggles to multi-task or manage deadlines effectively.
• Colleagues cannot depend on tasks being done right the first time.
• Becomes overwhelmed and makes poor choices when busy.
• Struggles to maintain focus and follow projects through.
• Misses important details and fails to deliver quality work.
• Does not keep others informed of progress or delays.
• Work cannot be depended on to meet professional standards.
• Easily distracted by unrelated tasks or personal matters.

Performance review phrases integrity

Providing employees with feedback about integrity is crucial for upholding trust and ethical standards within the organization. It reinforces the importance of honesty, transparency, and adherence to organizational values, helping employees understand the impact of their actions on the workplace culture and reputation. Addressing any integrity concerns empowers employees to uphold ethical standards and contribute to a positive work environment, fostering honesty and trustworthiness throughout the organization.

Performance appraisal phrases for integrity

• Very honest, never abusing company benefits for personal purposes.
• Highly principled, treating all coworkers equally, regardless of gender, age, or any other factor.
• Has the ability to resolve disputes with clients and partners peacefully.
• Discourages gossip or other negative discourse at the workplace, forming a good working climate.
• Understands legal responsibility to the company very well.
• Strong sense of integrity underlies all dealings with vendors.
• Makes decisions that consistently reflect a strong commitment to acting reputably.
• Never shares confidential company information with outsiders without proper authorization.
• Reports any violations of company policies or code of conduct witnessed.
• Handles all customer complaints with empathy, respect, and care.
• Takes responsibility for own mistakes and learns from them.
• Gives credit to colleagues for their contributions and does not take sole credit for teamwork.
• Leads by example with high ethical standards in all dealings.
• Honest and transparent in all communication with management and peers.
• Handles conflicts of interest appropriately and does not let personal interests influence professional decisions.
• Respects privacy and protects sensitive information of customers, partners, and the company.
• Makes well-considered decisions keeping long-term interests of stakeholders in mind.
• Takes a principled stand against unfair treatment or discrimination.
• Acts with utmost integrity in all internal and external interactions.
• Takes responsibility for ensuring team follows the company code of conduct.
• Leads by setting an example of high ethical values in day-to-day work.
• Honest and transparent in documenting work progress and results.
• Takes initiative to clarify and understand expectations to avoid misunderstandings.
• Respects and complies with all applicable laws and regulations.
• Handles sensitive information with discretion and does not misuse authority or access.
• Truthful and factual in preparing any documents and records.
• Leads by personal example of ethical and lawful conduct.
• Occasionally made misleading statements that needed correction.
• Accusations from customers of being untruthful.
• Integrity does not seem to rank particularly highly on priorities.
• Expects integrity from others, but doesn’t always display it himself.
• Demonstrates acceptable levels of integrity only intermittently.
• Showed several recent lapses in integrity.
• Violates company standards and expectations regarding employee integrity.
• Cost the company customers and money because of disingenuous behavior.
• Integrity seems flexible when it suits purposes.
• Lack of integrity undermines effectiveness and damages credibility.

Performance review phrases flexibility

Feedback on flexibility in performance reviews is important as it encourages employees to adapt to change and new ideas. It helps create a culture of innovation and agility in the organization. Ultimately, addressing flexibility promotes individual growth and organizational success.

• Ready to make new and carefully considered decisions if the situation has changed and the previous actions have become inappropriate.
• Ready to work extra hours if urgent and essential issues must be solved by the end of the day.
• Strong and confident but at the same time open-minded. Always ready to consider proposals from colleagues.
• Always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.
• Shows initiative and is flexible when approaching new tasks.
• Ready to consider new perspectives and adjust views if compelling counterarguments are presented.
• Willing to take on additional responsibilities outside normal role when the team needs support.
• Adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.
• Remains open to alternative solutions even after committing to a particular course of action.
• Embraces diverse viewpoints and values the unique perspectives of all team members.
• Receptive to feedback and uses it constructively to strengthen performance.
• Transitions between tasks seamlessly thanks to ability to stay focused yet flexible.
• Brings a versatile skill set to each new challenge and finds innovative ways to add value.
• Tailors approach based on the unique needs of diverse clients and stakeholders.
• Readily takes on different roles to ensure all work gets done to a high standard.
• Handles unforeseen complications calmly and creatively without compromising quality or deadlines.
• Maintains a high level of performance despite unpredictable demands and shifting company priorities.
• Embraces change proactively and sees it as an opportunity rather than a disruption.
• Finds the upside in difficulties and uses challenges to strengthen adaptability.
• Approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.
• Does not excel at activities which require a high degree of flexibility.
• Can change point of view without analyzing or defending it. Should be more certain about proposals.
• Tends to resist activities where the path is unknown.
• Becomes uptight when the plan changes.
• Not comfortable when the agenda changes unexpectedly.
• Prefers sticking to a set routine and gets uneasy with unexpected deviations.
• Adapting to new situations does not come naturally and would benefit from being more open to change.
• Gets stuck in rigid thinking and has difficulty considering alternative perspectives.
• Shows reluctance to adjust approach even when presented with a better option.
• New information that contradicts preconceptions can make defensive rather than open-minded.
• Last-minute changes can frustrate as likes advance preparation and scheduling.
• Tendency to get stuck in rigid ways of thinking instead of considering different perspectives.
• Adjusting to alternative solutions requires more effort than sticking to original idea.
• Shows reluctance to modify strategies even when circumstances change.
• Openness to alternate viewpoints is an area that can further develop for improved flexibility.
• Demonstrates rigidity in thinking patterns and could benefit from strengthening adaptability skills.
• Going outside prescribed processes to get work done can be challenging.

Performance review for leadership

Providing employees with feedback about leadership skills during performance reviews is essential for their career growth and the organization’s success. This feedback helps employees understand their strengths and areas for improvement in leading teams and projects, aligning their behavior with organizational goals and values. By addressing any gaps in leadership capabilities, feedback empowers employees to enhance their skills and positively impact team performance, fostering a culture of effective leadership within the organization .

• Distributes resources in an appropriate manner depending on the priority of assignments.
• Establishes a corporate culture of reliability and caring.
• Is ready to share information and knowledge for the common development of all staff.
• Is very helpful when mentoring entry-level staff getting used to their jobs.
• Creates a culture of dialogue.
• Recognizes staff for a job well done.
• Allocates tasks appropriately based on the prior assignments.
• Understands people and the different ways to motivate them to get the job done.
• Provides constant coaching and guidance to employees.
• Cultivates an atmosphere of teamwork and cooperation.
• Leads by example with integrity and strong work ethic.
• Empowers staff to take initiative within clear guidelines.
• Encourages open communication up and down the chain.
• Provides regular constructive feedback and coaching.
• Celebrates both individual and team achievements.
• Makes oneself available as needed for guidance.
• Helps staff set and pursue career development goals.
• Delegates appropriately based on competencies.
• Gives credit to staff for accomplishments.
• Removes obstacles to allow staff to excel.
• Provides stretch assignments for growth opportunities.
• Leads with a vision that inspires commitment.
• Empowers staff to find innovative solutions.
• Cultivates an inclusive environment of respect.
• Confuses the employees through different directions and guidance.
• Rarely shows appreciation for good performance.
• Fails to explain procedures to subordinates clearly. Lacks the qualifications to be an effective mentor.
• Gets frustrated easily with new team members and fails to offer any support.
• Often impatient and unhelpful.
• Sends mixed signals to the team regarding goals and day-to-day activities.
• Rarely shows any recognition to the team.
• Sets unreasonably high expectations for the team.
• Provides inconsistent direction without clarity.
• Does not recognize contributions publicly.
• Lacks patience when explaining procedures.
• Appears unsupportive of new staff questions.
• Shows irritation easily instead of calm guidance.
• Sends conflicting cues about priorities.
• Sets unrealistic targets without resources.
• Does not cultivate an atmosphere of trust.
• Delegates poorly without clarity on expectations.
• Does not connect staff to learning opportunities.
• Lacks vision and fails to inspire commitment.
• Plays favorites within the team.
• Shows lack of interest in staff development.
• Fails to build an inclusive work culture.
• Lacks integrity and consistency in leadership.
• Is unavailable and unapproachable as needed.

Performance review comments initiative

Providing feedback on initiative during performance reviews is important because it encourages employees to take action and contribute ideas. It helps create a culture where employees feel empowered to drive progress and innovation . Ultimately, addressing initiative promotes success for both individuals and the organization.

• Doesn’t wait for instructions, shows initiative to find new tasks.
• Requires minimal supervision, shows initiative independently.
• Goal-oriented, sets own priorities to accomplish job.
• Takes initiative in overcoming obstacles and finding resolutions.
• Considered best person in group for innovative ideas and effective working methods.
• Never minds taking on new tasks, even the most difficult ones.
• Consistently looks for ways to add more value through continuous improvement.
• Willingly takes on additional responsibilities outside core job scope.
• Proactively seeks out new challenges and stretches continuously.
• Takes ownership and drives tasks from start to finish without needing oversight.
• Solves problems independently before escalating issues.
• Identifies needs and opportunities others may miss and acts quickly.
• Leads by example, inspires others through high levels of self-motivation.
• Identifies and implements efficiencies to optimize performance.
• Initiates collaborative relationships for mutual benefit.
• Takes on additional work during peak periods without needing to be asked.
• Approaches challenges with a can-do attitude, finds solutions independently.
• Identifies and acts on opportunities for organizational improvement.
• Proactively manages workload and workstreams with little supervision.
• Implements best practices to continuously raise performance.
• Takes ownership of projects, driving them proactively.
• Applies skills to new areas for organization’s benefit.
• Builds strong internal and external working relationships proactively.
• Contributes innovative ideas at team meetings and discussions.
• Takes on stretch assignments eagerly to accelerate learning and growth.
• Drives continuous improvement initiatives independently.
• Implements new processes or systems for enhanced effectiveness.
• Pitches in to help others complete their work as needed.
• Takes actions independently to advance organizational priorities and strategy.
• Seems too difficult for him to do job on his own.
• Poor abilities to establish priorities and courses of action for self, lacks planning and follow-up skills to achieve results.
• Needs close supervision when performing assignments.
• Doesn’t seek out opportunities to learn and grow within role.
• Passively waits to be told what to do rather than driving tasks proactively.
• Lacks motivation, relies heavily on external direction.
• Fails to identify needs and opportunities for improvement.
• Does not look for ways to add more value or take on additional responsibilities.
• Avoids or is slow to take on new challenges and stretch assignments.
• Escalates issues prematurely rather than solving problems independently.
• Struggles to work independently, not self-starting.
• Lacks proactive, solution-oriented approach to tasks and challenges.
• Fails to identify opportunities for process improvements.
• Relies on others to identify additional work needed during peaks.
• Lacks can-do attitude, depends on others to solve problems.
• Ineffective at independent time management and workload prioritization.
• Does not initiate implementation of industry best practices.
• Lacks ownership over projects, depends on significant oversight.
• Rarely contributes innovative ideas or suggestions proactively.

Employee performance review comments job knowledge

Giving employees feedback about job knowledge during performance reviews is essential to ensure they have the skills needed for their roles . It reinforces the importance of continuous learning and staying updated on industry trends. Addressing job knowledge promotes competence, growth, and excellence within the organization.

Performance review job knowledge phrases

• Possesses perfect knowledge and skills useful for the job.
• Has deep knowledge of products and particular characteristics of company’s products.
• Takes available opportunities to increase knowledge of relevant job skills.
• Completes assignments accurately and efficiently.
• Maintains up-to-date level of professional and technical knowledge.
• Demonstrates knowledge of job on a daily basis.
• Always applies new knowledge to work and keeps up with changes in field.
• Has excellent grasp of technical aspects of role.
• Seeks out opportunities for continuous learning and skills development.
• Demonstrates expertise when answering questions from others.
• Applies specialized skills and knowledge effectively to all tasks.
• Troubleshoots issues efficiently using in-depth product understanding.
• Keeps well-informed of best practices and emerging standards.
• Delivers work to expert level through extensive learning.
• Takes advantage of all training opportunities provided.
• Shares knowledge and expertise willingly with others.
• Learns quickly and applies new skills independently.
• Stays well-informed on industry news and competitor offerings.
• Contributes insights based on in-depth knowledge and research.
• Provides expert guidance to others regularly.
• Enhances knowledge continuously through self-study.
• Makes complex topics easily understood for others.
• Recommends process improvements based on leading practices.
• Mentors less experienced team members effectively.
• Incorporates feedback to enhance skills and performance.
• Cannot fulfill duties due to lack of necessary knowledge of job.
• Not as knowledgeable about job and its requirements as expected.
• Doesn’t know key fundamentals of job, always asks for other people’s instruction.
• Repeatedly asks same questions about job duties, does not retain important information.
• Skill set does not meet requirements for job.
• Not taking advantage of available learning resources to expand job knowledge.
• Relies too heavily on others rather than developing greater self-sufficiency.
• Learning plan needed to strengthen job knowledge and skills.
• Consistently demonstrates lack of understanding of job requirements and expectations.
• Job knowledge falls short of what is necessary to perform duties effectively.
• Frequently makes mistakes due to inadequate knowledge of job.
• Struggles to keep up with demands of job due to limited understanding of its complexities.
• Has not demonstrated necessary proficiency in job duties despite attempts to improve performance.
• Has not shown significant improvement in job knowledge since hire date.
• Frequently requires assistance from colleagues to complete tasks within job knowledge.
• Appears to have limited understanding of company’s policies and procedures.
• Has not demonstrated ability to apply job knowledge to real-world situations.
• Lacks necessary training and experience to perform job duties effectively.
• Has not demonstrated understanding of importance of job duties to company’s success.
• Consistently fails to meet expectations set for job performance.
• Struggles to keep up with changes in industry due to limited job knowledge.
• Has not shown initiative to improve job knowledge or seek additional training.

Planning and organizing performance review phrases

Giving feedback on planning and organizing during performance reviews helps employees work more efficiently . It reminds them to set goals, prioritize tasks , and manage time effectively. Improving these skills leads to better results for the organization.

Meets or exceed expectations

• Demonstrates good organizational and planning skills.
• Adheres to deadlines and meets production benchmarks.
• Prioritizes tasks effectively based on importance and urgency.
• Allocates sufficient time and resources to complete projects according to deadlines.
• Schedules work systematically and maintains detailed work plans.
• Anticipates risks and roadblocks in advance to plan contingencies.
• Delegates tasks based on skills and workload of team members.
• Monitors progress regularly and makes adjustments to plans proactively.
• Maintains organized documentation, records, and reports on ongoing work.
• Schedules important meetings to ensure timely coordination and progress.
• Plans budgets effectively and completes projects within allocated cost estimates.
• Manages time efficiently and completes tasks as scheduled without delays.
• Establishes standard operating procedures for efficient task completion.
• Plans for potential emergencies and contingencies in advance.
• Schedules work in a manner that prioritizes quality over quantity.
• Ensures proper coordination between different teams and departments.
• Maintains a calendar of important dates and deadlines to track progress.
• Schedules work in a manner that balances multiple ongoing projects.
• Plans and schedules work to achieve objectives within given timeframes.
• Prioritizes new tasks based on strategic organizational goals and objectives.
• Schedules tasks for optimum resource utilization and efficiency.
• Finds it difficult to plan an action without instruction.
• Fails to resolve problems in a timely manner.
• Finds it challenging to determine priorities among competing demands on time.
• Has trouble planning work schedule around deadlines and commitments.
• Requires frequent supervision to stay on track and complete tasks.
• Gets easily distracted and has difficulties managing interruptions.
• Fails to anticipate resource requirements and bottlenecks in advance.
• Struggles to adapt plans when priorities change or issues arise.
• Finds it hard to delegate tasks and monitor progress independently.
• Does not maintain documentation and records work updates properly.
• Has difficulties coordinating with others and sharing status updates.
• Lacks attention to detail and often misses important planning steps.
• Unable to estimate time requirements accurately for projects.
• Does not consider quality standards while scheduling work.
• Fails to identify and mitigate risks proactively in project plans.
• Unable to adapt to changes in priorities or scope without issues.
• Struggles to think ahead and anticipate future planning requirements.
• Unable to allocate budgets effectively for projects and tasks.
• Requires reminders to schedule important client or vendor meetings.

Performance review phrases time management

Giving feedback on time management during performance reviews helps employees work more efficiently and meet deadlines. It reminds them to prioritize tasks and manage their workload effectively. Improving time management skills leads to better performance and outcomes for the organization.

Performance review time management phrases

• Performs tasks with dedication and always accomplishes them on time.
• Demonstrates the ability to manage various tasks and complete them punctually.
• Uses time effectively to address both major and minor responsibilities weekly.
• Divides time logically to achieve set goals.
• Sets clear priorities and objectives to remain focused on important tasks.
• Prioritizes tasks and efficiently completes them within given timeframes.
• Prepares detailed schedules and accurately estimates task durations.
• Avoids distractions to maximize productivity.
• Allocates sufficient buffer time for contingencies and revisions.
• Multitasks effectively without compromising work quality.
• Periodically re-evaluates schedules and adjusts timelines proactively.
• Delegates tasks appropriately for optimal workload distribution.
• Regularly monitors progress against schedules and deadlines.
• Consistently completes tasks on time and manages time effectively.
• Respects others’ time and fulfills commitments as promised.
• Transparently shares status and challenges regarding timelines.
• Manages time effectively, even when faced with unexpected challenges.
• Highly organized and effectively manages time to meet all deadlines.
• Unable to manage time effectively, repeatedly missing project deadlines.
• Needs to improve time management skills for better efficiency.
• Should create weekly work plans to optimize task performance.
• Struggles to complete tasks due to ineffective time management.
• Takes excessive time to complete tasks, requiring better weekly planning.
• Fails to prioritize tasks and loses focus on critical assignments.
• Underestimates task durations.
• Procrastinates and delays tasks until the last minute.
• Easily distracted by social media or non-work related activities.
• Lacks planning and scheduling skills to manage work effectively.
• Ineffective in delegating tasks.
• Fails to communicate proactively about delays or missed deadlines.
• Does not set clear objectives or priorities for work.
• Unable to estimate realistic timelines for tasks and projects.
• Does not regularly monitor progress against schedules and deadlines.
• Disregards others’ time and frequently misses commitments.
• Does not take ownership of work and blames external factors for delays.

Performance review phrases attitude

Providing feedback on attitude during performance reviews is important for a positive workplace . It emphasizes the value of teamwork and productivity, helping employees understand how their behavior affects colleagues and the organization’s culture .

• Builds an atmosphere of trust within the team.
• Cheerful attitude uplifts others in his presence.
• Never complains about the job or colleagues.
• Focuses on the positives when dealing with problems.
• Enthusiastically motivates other team members.
• Finds opportunities to praise others for their efforts and accomplishments.
• Maintains a positive outlook even during stressful times.
• Energy and optimism are contagious.
• Makes others feel valued and respected.
• Looks for solutions rather than dwelling on problems.
• Smile and friendly manner create a pleasant work environment.
• Finds the good in every situation.
• Positivity raises the morale of those around him.
• Makes others feel heard and encourages open communication.
• Optimism is contagious and lifts the spirits of colleagues.
• Looks for lessons in failures and mistakes.
• Encouragement and support motivate others to do their best.
• Brings a sense of fun to work.
• Finds ways to acknowledge others for their efforts regularly.
• Friendly demeanor puts others at ease.
• Expresses appreciation for colleagues and their contributions.
• Enthusiasm is contagious and inspires hard work.
• Focuses on shared goals and teamwork rather than individual accomplishments.
• Positivity makes him a pleasure to work with.
• Finds ways to learn from both successes and failures.
• Can-do attitude boosts productivity.
• Makes others feel their contributions are valued.
• Upbeat manner keeps the team working together harmoniously.
• Language and voice level can be inappropriate.
• Tends to trigger problems between coworkers.
• Displays an overly sensitive and pessimistic personality, focusing too much on negatives.
• Talks negatively about other team members.
• Needs to focus on the positive aspects of the job and team.
• Complaints undermine team morale.
• Dwells excessively on problems rather than seeking solutions.
• Contributes to tension and friction within the team.
• Often has troubles with coworkers, easily angered and argumentative.
• Pessimism saps the energy of colleagues.
• Finds fault easily and fails to acknowledge others’ efforts.
• Takes criticism too personally and becomes defensive.
• Blames others and refuses to accept responsibility for mistakes.
• Lacks tact and consideration in interactions.
• Needs to control temper and attitude, avoiding strong reactions to negatives.
• Fails to acknowledge colleagues’ good work.
• Irritability negatively impacts morale and team cohesion.
• Criticism of colleagues breeds resentment and mistrust.
• Sees setbacks as personal failures rather than learning opportunities.
• Complaints and criticisms distract from productive discussions.
• Contributes more problems than solutions.
• Lacks emotional control and self-awareness in interactions.
• Focuses excessively on minor issues rather than larger goals.

Ending a performance review with closing comments is an opportunity to summarize key points, express appreciation, and set expectations for the future.

Here’s how you could do it:

“Thank you for your dedication and commitment throughout this review process. Your hard work and achievements are greatly valued and appreciated. As we move forward, I encourage you to continue building on your strengths and addressing areas for improvement. Thank you again for your contributions to our team.”

For a simple, yet effective method of employee evaluation, download this free 9 box grid template or this free 360 degree feedback template .

Performance evaluation software

Conducting performance reviews can consume a significant amount of your valuable time and require considerable effort to ensure efficiency. Consequently, they are often overlooked or not taken seriously. However, they are among the most useful tools for enhancing workforce productivity and fostering teamwork, thereby sustaining the organization in the long term.

The most effective way to conduct performance reviews is through HR (human resources) software. Factorial, an HR software solution , offers a comprehensive set of performance management tools and analytics . To learn more about how Factorial can streamline your HR processes by centralizing them in a single platform —rather than scattered across spreadsheets, emails, and paperwork— book a demo to chat with an HR product specialist by clicking the banner below or the button in the top right corner!

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Effective Performance Review Examples for 48 Key Skills

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

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

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

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

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

Part 1 Collaboration Skills Examples

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

Positive Phrases Examples

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

Positive Paragraph Example

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

Negative Phrases Examples

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

Negative Paragraph Example

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

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

200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality

Part 2 Cooperation Examples

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

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

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

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

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

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

Part 3 Commitment Examples

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

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

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

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

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

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

Part 4 Attendance Examples

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

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

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

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

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

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

Part 5 Punctuality Examples

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

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

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

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

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

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

Part 6 Professionalism Examples

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

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

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

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

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

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

Part 7 Quality of Work Examples

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

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

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

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

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

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

45 Quality of Work Self Evaluation Comments Examples

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

Part 8 Adaptability Examples

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

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

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

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

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

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

42 Adaptability Self Evaluation Comments Examples

Part 9 Communication Skills Examples

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

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

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

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

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

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

Part 10 Interpersonal Skills Examples

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

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

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

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

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

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

26 Interpersonal Skills Self Evaluation Comments Examples

Part 11 Accountability Examples

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

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

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

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

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

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

52 Accountability Self Evaluation Comments Examples

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Part 12 Customer Service Skills Examples

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

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

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

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

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

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

40 Customer Service Self Evaluation Examples

Empathy in Customer Service (50 Example Phrases)

Part 13 Decision Making Skills Examples

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

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

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

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

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

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

Part 14 Problem Solving Skills Examples

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

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

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

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

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

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

Self Evaluation Comments for Problem Solving (30 Examples)

Part 15 Dependability Examples

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

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

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

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

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

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

Part 16 Reliability Examples

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

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

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

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

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

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

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

Part 17 Ethics Examples

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

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

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

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

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

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

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

Part 18 Integrity Examples

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

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

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

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

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

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

Part 19 Flexibility Examples

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

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

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

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

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

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

Part 20 Goal Setting Skills Examples

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

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

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

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

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

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

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

Part 21 Initiative Examples

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

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

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

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

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

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

Proactiveness, Initiative and Creativity Self Evaluation Comments

Part 22 Job Knowledge Examples

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

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

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

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

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

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

40 Job Knowledge Self Evaluation Comments Examples

Job Knowledge Performance Review Phrases (Examples)

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

Part 23 Judgment Examples

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

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

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

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

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

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

Part 24 Listening Skills Examples

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

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

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

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

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

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

Part 25 Organizing Skills Examples

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

Positive Phrases

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

Positive Paragraph

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

Negative Phrases

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

Negative Paragraph

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

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

40 Self Evaluation Comments for Planning and Organizing

Part 26 Planning Skills Examples

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

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

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

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

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

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

Part 27 Teamwork Skills Examples

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

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

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

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

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

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

30 Examples of Teamwork Self Evaluation Comments

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

Part 28 Technical Skills Examples

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

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

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

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

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

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

31 Technical Skills Self Evaluation Comments Examples

Part 29 Analytical Skills Examples

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

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

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

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

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

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

37 Analytical Skills Self Evaluation Comments Examples

Part 30 Leadership Skills Examples

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

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

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

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

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

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

Leadership Self Evaluation Comments Examples

Leadership Feedback Examples (Strengths & Areas of Improvement)

Part 31 Mentoring Skills Examples

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

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

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

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

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

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

Part 32 Management Style Examples

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

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

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

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

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

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

Part 33 Supervision Skills Examples

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

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

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

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

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

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

Part 34 Time Management Skills Examples

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

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

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

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

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

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

10 Strategies to Improve Your Time Management Skills

Part 35 Training Ability Examples

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

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

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

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

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

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

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

Part 36 Attitude Examples

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

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

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

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

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

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

Part 37 Critical Thinking Examples

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

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

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

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

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

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

Part 38 Competency Examples

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

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

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

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

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

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

40 Competency Self-Evaluation Comments Examples

Part 39 Attention to Detail Examples

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

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

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

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

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

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

Attention to Detail [Best Examples]

Attention to Detail Self-Evaluation Comments Examples

Part 40 Productivity Examples

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

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

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

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

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

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

45 Productivity Self Evaluation Comments Examples

Part 41 Proactiveness Examples

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

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

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

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

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

Part 42 Creativity Examples

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

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

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

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

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

Part 43 Innovation Examples

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

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

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

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

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

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

Innovation and Creativity Self Evaluation Comments (30 Examples)

Part 44 Conflict Resolution Skills Examples

Description.

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

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

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

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

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

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

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

Part 45 Cultural Awareness Examples

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

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

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

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

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

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

Part 46 Emotional Intelligence Examples

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

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

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

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

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

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

Emotional Intelligence (EQ) [Examples, Tips]

Part 47 Resourcefulness Examples

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

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

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

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

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

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

Part 48 Strategic Thinking Examples

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

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

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

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

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

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

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

100 Performance Review Example Phrases & Comments for 2023

Effective performance management forms the backbone of a successful organization. A critical element of this process is the provision of feedback during performance reviews, which directly influences an employee's productivity, job satisfaction, and professional growth.

Specific and personal feedback plays a pivotal role in this scenario. It assists in clearly displaying what an employee is doing well and where they can improve, fostering a culture of continuous learning and development.

Using specific feedback prevents misunderstandings that can arise from vague or generalized statements. When the phrases that are used in performance reviews are specific, they pinpoint exact areas of strength or weakness, which helps employees understand their performance comprehensively. For example, rather than saying "you need to improve your communication," saying "you need to provide more timely responses to internal emails" offers a clear path towards improvement.

Are performance reviews a chore at your company? Ask your HR team to simplify the process with PerformYard. Learn More

Personalized feedback, meanwhile, recognizes the uniqueness of each employee and their role within the organization. It shows employees that their work is valued and noticed, leading to increased motivation and job satisfaction. Using specific phrases encourages individual performance improvement, and adding a personal touch to these phrases fosters an environment where employees can feel seen, heard, and appreciated.

In this guide, we present 100 phrases and comments to use in employee performance reviews. These examples should serve as inspiration, as we ultimately recommend providing specific and personal feedback to employees.

The examples are separated into the following categories, and further split into positive and critical feedback.

• Communication and interpersonal skills
• Creativity 
• Dependability
• Flexibility
• Quality of work

We have also included example phrases for employees who are receiving a review and trying to learn how to best respond to feedback.

Example Phrases about Aptitude

• "You consistently demonstrate a deep understanding of your role and the tasks associated with it. Your strong skill set is a key asset to our team."
• "You have an exceptional ability to grasp complex concepts quickly and apply them effectively in your work."
• "Your problem-solving skills have proven invaluable in situations that require innovative solutions."
• "You have repeatedly shown excellent judgment when making decisions under pressure."
• "Your willingness and ability to learn new skills and procedures quickly is impressive and contributes significantly to our team's success."
• "There are instances when you struggle to grasp new concepts quickly. Additional training or learning resources might be beneficial for you."
• "You've had difficulty applying learned skills to new or unfamiliar situations, which has affected your performance."
• "You seem to have trouble with decision-making in high-pressure situations. Developing stress management techniques could help improve this."
• "There are areas within your role where your understanding seems limited. Let's work on developing your knowledge and skills in these areas."
• "While you're capable in your role, we've noticed struggles in adapting to changes or new procedures. The ability to learn these procedures quickly will be essential moving forward."

Example Phrases about Employee Attendance

• "Your punctuality and reliability set a strong example for our team. Your consistent presence is appreciated and noticed."
• "You have an excellent attendance record. Your dedication and commitment are truly exemplary."
• "Your adherence to your work schedule contributes greatly to our team's productivity and efficiency."
• "You've shown a remarkable consistency in arriving on time and being prepared for meetings and assignments."
• "Your excellent attendance reflects your professionalism and commitment to your role and the team."
• "Your frequent absences have been noticed and are impacting team performance and workflow."
• "Punctuality has been an issue for you. It's important to ensure your timely arrival to maintain the team's efficiency."
• "There have been instances where you've missed critical meetings. Attendance in these situations is crucial for keeping up with information and team decisions."
• "Your irregular attendance is causing scheduling conflicts and impacting the productivity of the team."
• "Improving your reliability and ensuring consistent attendance should be a key focus area for you in the coming months."

Example Phrases about Communication and Interpersonal Skills

• "Your ability to clearly articulate ideas and feedback contributes to our team's overall effectiveness and success."
• "Your open and approachable communication style fosters a positive work environment and aids in conflict resolution."
• "You excel at maintaining open lines of communication with all team members, helping to keep everyone informed and on the same page."
• "Your excellent listening skills and empathy create an environment of mutual respect and understanding within the team."
• "You're highly skilled at conveying complex information in an understandable way, which greatly aids in our team's productivity and collaboration."
• "There have been instances where your messages could be misunderstood due to lack of clarity. Developing your communication skills should be a focus area."
• "While your technical skills are strong, improving your interpersonal skills could help build better relationships within the team."
• "You occasionally tend to dominate conversations, which can prevent others from sharing their views. Actively inviting and listening to others' inputs could help address this."
• "At times, there seems to be a delay in your responses to emails and messages. Prompt communication is crucial for effective team functioning."
• "Improving your ability to convey negative or constructive feedback in a respectful and understanding manner should be a focus for you going forward."

Example Phrases about Creativity

• "Your ability to think outside the box has led to innovative solutions and improvements in our processes."
• "Your creative insights have often resulted in fresh perspectives that benefit our team's work."
• "You consistently demonstrate a high level of creativity and originality in your work, which drives our project success."
• "Your creative problem-solving skills have proven invaluable when faced with complex challenges."
• "You've shown an ability to make imaginative suggestions that have positively influenced our strategies and initiatives."
• "While you're proficient in executing tasks, we would like to see more innovative ideas and creative problem-solving approaches from you."
• "Improving your ability to think creatively should be a focus for you, as this could contribute to more diverse and effective strategies."
• "At times, you tend to stick with what's familiar rather than seeking novel approaches. Embracing creativity can help in overcoming challenging tasks."
• "There seems to be a reliance on conventional methods. Encouraging creativity and exploring new ideas could lead to more effective solutions."
• "While your work is solid, there are opportunities for you to be more inventive in your approach to problem-solving and project execution."

We make performance reviews easy for employees and managers. Tell your HR team to ditch the manual process and switch to PerformYard. Learn More

Example Phrases about Dependability

• "You've consistently demonstrated a high level of reliability, which significantly contributes to our team's success."
• "Your ability to be dependable even in high-stress situations that require much time and effort is commendable and appreciated."
• "You're a dependable team member whom we can always count on to complete high-quality work promptly."
• "Your consistent performance and ability to be relied upon in a variety of situations truly set you apart."
• "You have shown a remarkable level of responsibility and dependability, especially in challenging situations."
• "There have been several instances where tasks assigned to you were not completed on time. Improving reliability should be a priority."
• "At times, you struggle to fulfill your commitments, which has impacted the team's overall productivity."
• "While your individual contributions are valued, improving dependability in terms of deadlines and responsibilities is necessary."
• "There are times when we cannot rely on your work to be completed as promised. Greater consistency in dependability is needed."
• "We have noticed challenges with reliability in meeting assigned tasks and responsibilities. This is an area for development in the coming review period."

Example Phrases about Efficiency and Time Management  

• "Your ability to manage your tasks effectively and deliver results on time is impressive."
• "You consistently produce work that does not need to be revised or looked over within deadlines."
• "Your efficiency and ability to prioritize tasks effectively contribute significantly to our team's productivity."
• "You have shown a remarkable knack for utilizing resources in beneficial ways to meet project objectives."
• "Your proactive approach in planning and managing your time reflects your strong organizational skills."
• "At times, you struggle to manage your workload effectively, which has led to missed deadlines."
• "Improving your time management skills should be a priority as it affects your efficiency and productivity."
• "Your approach to managing tasks can sometimes be inefficient. Working on task prioritization could help improve your performance."
• "There have been instances when the quality of your work was compromised due to poor time management."
• "While you contribute positively to our team, improving efficiency and time management will allow you to excel further in your role."

Example Phrases about Flexibility

• "Your ability to adapt to change and handle unexpected situations effectively is a great asset to our team."
• "You've shown a high level of flexibility in your role, often stepping outside your comfort zone to meet team needs."
• "Your ability to change gears to most actively and beneficially assist with the completion of projects prompts the team to succeed."
• "You have a strong capacity to shift focus and adjust plans when unexpected changes occur."
• "Your open-minded approach and readiness to embrace new ideas and perspectives enhance our team's ability to innovate."
• "At times, you seem to struggle with adapting to new circumstances or changes in plans."
• "While your work is consistent, demonstrating more flexibility in dealing with unexpected situations would be beneficial."
• "Improving your adaptability to sudden changes in project direction should be a focus area for the coming period."
• "There have been instances where your inability to adjust quickly to new tasks has impacted the team's productivity."
• "We would encourage a more open mindset towards change and new ideas, as this will aid in your growth and our team's success."

Example Phrases about Leadership

• "You demonstrate strong leadership qualities by consistently guiding your team members towards achieving their goals."
• "Your ability to inspire and motivate your team contributes significantly to our team's overall success."
• "You've shown excellent leadership in managing projects, driving both process and results."
• "Your effective decision-making skills in challenging situations reflect your strong leadership abilities."
• "Your foresight and strategic planning capabilities set a positive example for your team and have led to successful outcomes."
• "While you're a valuable team member, stepping up and taking more leadership responsibilities could greatly enhance team outcomes."
• "There have been instances where decisive action was needed, and your hesitation led to delayed progress."
• "Improving your ability to motivate and inspire your team should be a key focus area for you."
• "At times, there seems to be a disconnect between you and your team. Enhancing your leadership communication skills could help bridge this gap."
• "While your individual work is strong, there is room for improvement in leading team initiatives and fostering a collaborative environment."

Example Phrases about Quality of Work

• "Your attention to detail and commitment to excellence are clearly reflected in your work."
• "You consistently deliver high-quality work, which significantly contributes to our project success."
• "Your work is frequently cited as a model of excellence for the team."
• "You demonstrate a high level of proficiency and knowledge in your work, resulting in superior quality outcomes."
• "The quality of your work is outstanding and consistently exceeds expectations."
• "While you meet deadlines, there are often errors in your work that need to be addressed for better quality."
• "Improving the accuracy and thoroughness of your work should be a priority in the next period."
• "While your productivity is commendable, the quality of your work has sometimes been compromised."
• "There have been instances where the quality of your work did not meet our team's standards."
• "We would encourage more focus on the details of your tasks, as there have been some issues with the quality of your output."

Overall performance summary comments

• Your exceptional ability to work collaboratively with the team has been a key factor in our overall success this year. Your team spirit is commendable and sets a positive tone in the workplace.
• Your outstanding commitment to improving the workplace has been crucial in creating a positive workplace environment this year. 
• Your consistent dedication to delivering exceptional work has made a significant positive impact on our client and internal relationships this year. Your professionalism is a model for others.
• The consistently high quality of your work throughout the year has been exemplary. Your meticulous attention to detail has raised the standard for our team.
• Your stances throughout the year have driven project success and fostered a positive team environment. Your ability to inspire and motivate is a tremendous asset.
• Improving overall communication skills will be crucial for future success. Enhancing clarity and consistency in communication can lead to better teamwork and project outcomes.
• Focusing generally on time management is essential for meeting our team's objectives. Better prioritization and deadline adherence will greatly benefit project timelines and team dynamics.
• Being flexible in day-to-day operations is important for keeping up with the dynamic nature of our work. Overall, more flexibility and responsiveness will aid in maintaining productivity.
• Strengthening technical skills is important for meeting the evolving demands of our projects. Focusing on continual learning and skill development will improve work efficiency and quality.
• Being more open to feedback will be key to your ongoing professional development. Embracing constructive criticism as a growth opportunity can lead to significant performance improvements.

Job knowledge comments

• Your deep understanding of the latest industry trends is commendable. This knowledge has helped us stay ahead of the curve and make informed decisions.
• Your proficiency in specialized skills has been a significant asset to our team. Your expertise has contributed to the quality and efficiency of our projects.
• You have consistently demonstrated a commitment to learning and adapting, which has kept our strategies relevant and effective. 
• Your ability to apply theoretical knowledge to practical situations has been remarkable. This skill has helped in solving complex problems and improving our processes.
• Your resourcefulness in applying your knowledge to diverse situations has been invaluable, and you've shown great skill in using your understanding to benefit multiple aspects of our work.
• Staying more current with industry developments is needed. Updating your knowledge will help in making more informed decisions and keeping our strategies competitive.
• There's room for improvement in certain technical proficiencies. Enhancing these skills will increase your effectiveness and efficiency in your role.
• Adapting to new technologies and methods more quickly will benefit your performance. Keeping pace with technological advancements is crucial in our field.
• Bridging the gap between theoretical knowledge and its practical application is an area for growth. 
• Expanding your knowledge beyond your core area will enhance your versatility and contribution to the team. A broader understanding of related fields will be beneficial for your work. 

Development comments

• Your commitment to professional growth has been evident this year. You have actively sought out learning opportunities and applied new skills effectively in your role, contributing significantly to your team's success.
• Your adaptability to organizational changes has been remarkable. You've embraced new challenges and adjusted your working style, which has positively impacted team performance and project outcomes.
• You have proactively enhanced your skill set to meet the evolving needs of your role. This dedication to self-improvement has improved your work quality and efficiency.
• Your ability to set and achieve realistic, yet challenging goals is commendable. We appreciate your focus.
• Your development in leadership and mentoring skills has been outstanding. You've effectively guided team members, contributing to their growth and the overall team's performance.
• You need to engage more in ongoing learning and development. Keeping skills updated and relevant is crucial for meeting the demands of your role."
• Improving adaptability to organizational changes and new processes is necessary. Embracing change more readily will help in maintaining productivity and meeting team objectives.
• Expand your skill set to encompass new areas relevant to our evolving business needs. This action will enhance your ability to contribute effectively to diverse projects.
• Focusing on setting more clear and achievable professional goals will benefit your career development. It's important to align these goals with team objectives and overall company strategy.
• There is an opportunity to further develop your leadership skills. Engaging in leadership training and seeking opportunities to lead projects will enhance your effectiveness in a supervisory role.

Technical expertise comments

• Your advanced technical knowledge in your field has been a significant asset to our team. You have consistently applied this expertise to enhance our project outcomes and efficiency.
• Your ability to implement innovative technical solutions has greatly contributed to our team's success. Your creative approach to problem-solving has set a high standard.
• You have effectively utilized the latest technology to improve our processes. Your proficiency in adapting and applying new tools has been exemplary.
• Your willingness to share your technical skills with colleagues has fostered a learning environment within the team. This has enhanced the overall skill set of the team and improved collaboration.
• Your commitment to continuous technical learning and staying abreast of industry developments is commendable. This proactive approach has kept our team competitive and innovative.
• You need to update your technical knowledge to stay current with industry standards. Engaging in continuous learning will enhance your effectiveness in your role.
• Improve the application of your technical skills to real-world scenarios. Focusing on practical implementation will lead to better project outcomes."
• We need you to adapt more quickly and effectively to new technologies. Staying abreast of technological advancements will improve your work efficiency and the team's performance.
• We would ask to to enhance your ability to communicate technical information in a more accessible way. Clear communication of technical aspects is key to project success.
• Expanding your range of technical skills to include emerging tools and methodologies is recommended. Broadening your technical expertise will increase your versatility and value to the team.

Compliance comments

• Your strict adherence to company policies and industry regulations has been exemplary. Your commitment to compliance has helped maintain high standards of integrity and professionalism in our team.
• We appreciate that you have proactively taken measures to ensure compliance in all aspects of your work. This foresight has helped prevent potential issues and has set a positive example for the team."
• Your ability to identify and manage compliance risks effectively has been a key asset. You've consistently demonstrated a deep understanding of the regulatory environment and its impact on our operations.
• Your efforts in training and guiding team members on compliance matters have been invaluable. This has helped in building a culture of compliance and awareness within the team.
• Your commitment to staying updated with the latest company regulations and standards is commendable. This knowledge has been crucial in navigating the complexities of our industry.
• Improving your understanding of our company policies and industry regulations is necessary. Greater awareness and adherence to these guidelines will enhance your work compliance.
• There is a need for more proactive engagement with compliance issues. Anticipating and addressing potential compliance challenges will benefit the team and the company.
• We need you to develop stronger skills in identifying and managing compliance risks is important. A more proactive approach in this area will help mitigate potential issues.
• Enhancing the way you communicate compliance-related information to the team is crucial. Clear and effective communication is key to ensuring that everyone is on the same page.
• Regularly update your knowledge of company regulations and best practices. Keeping abreast of these developments is essential for maintaining the integrity and success of our operations."

Teamwork comments

• Your ability to collaborate effectively with team members has greatly contributed to our team's success. Your willingness to share ideas and resources has enhanced our projects.
• Your engagement in team activities and discussions is always constructive and positive. You consistently contribute valuable insights and support, fostering a collaborative environment.
• Your support for fellow team members, especially in challenging situations, has been outstanding. Your assistance and encouragement have helped others overcome obstacles and succeed
• Your skills in resolving conflicts within the team are commendable. You approach disagreements with a diplomatic and fair mindset, helping to maintain a harmonious and productive team atmosphere.
• Your efforts in building team spirit and a sense of unity are notable. You’ve played a key role in creating an inclusive and motivating team environment.
• There is a need to enhance collaboration with your team members. More active participation and willingness to share ideas will improve team dynamics and project outcomes.
• Increasing your engagement in team activities and discussions is important. Active participation and contribution to team efforts are essential for achieving our collective goals.
• Offering more support and assistance to colleagues can strengthen the team. Working together and helping each other is crucial for our team’s success.
• Improving your conflict management skills within the team is necessary. Addressing disagreements constructively and seeking resolutions can help maintain a positive team environment.
• Contributing more actively to team morale and spirit is recommended. A more involved approach will help foster a supportive and inclusive atmosphere among team members.

Integrity comments

• Your consistent honesty and transparency in communication have fostered a trustful atmosphere in our team. This approach has significantly contributed to building a strong, ethical work environment.
• Your commitment to ethical decision-making, even in challenging situations, has been exemplary. You've consistently demonstrated strong moral principles, which have set a positive example for the team.
• You have shown commendable accountability for your actions. Your willingness to own up to mistakes and learn from them has been a key factor in building integrity within our team.
• Your respect for colleagues and clients, irrespective of the situation, has been noteworthy. This respect has helped in maintaining a professional and ethical work environment.
• You consistently uphold our company's values in your work and interactions. This integrity has not only enhanced your reputation but also positively reflected on our team and company.
• Improving consistency in ethical conduct is needed. Aligning all actions with our company’s ethical standards will enhance trust and credibility in your role.
• There is a need to practice greater transparency in communication. Open and honest exchanges will build stronger trust within the team and with clients.
• Taking greater responsibility and accountability for your actions will improve trust and respect among team members. Acknowledging and learning from mistakes is key to personal growth.
• You should enhance respect in all professional interactions, especially under pressure. Maintaining a respectful demeanor contributes to a positive and ethical work environment.
• We need you to align more closely with the organization's values in your daily work. This alignment is crucial for maintaining the integrity and reputation of our team and company.

Self-appraisal comments 

In addition to responding to feedback readily, a prepared employee needs to examine and evaluate his or her work consistently. Using self-appraisal phrases can be a sure-fire way to show an employer valuable self-analysis practices. 

• This year, I feel that I have successfully adapted to various changes in our projects and workflows. I've embraced new challenges and adjusted my strategies to maintain productivity and meet our team's goals.
• I believe my communication skills have positively impacted our team's dynamics. I have consistently made an effort to keep everyone informed and engaged, ensuring clarity in our project goals and processes.
• I pride myself on my reliability. Throughout the year, I have consistently met deadlines and maintained a high standard of quality in my work, contributing to the team's overall success.
• Working collaboratively with the team has been a key strength of mine. I've actively participated in team meetings, shared ideas, and supported my colleagues, which has helped achieve our collective objectives.
• I have dedicated myself to continuous learning and skill development. This year, I've attended several workshops and training sessions to enhance my expertise, which has been beneficial in my role.
• I recognize that I need to improve my time management skills. Balancing multiple tasks has been challenging, and I've noticed some delays in my project deliveries. I plan to work on better prioritizing my tasks and managing my time.
• I admit that I sometimes find it hard to accept constructive criticism. I realize the importance of being more open to feedback and using it to grow professionally.
• I have observed that I tend to react to problems rather than anticipate them. Going forward, I aim to develop a more proactive approach to identify and solve potential issues before they escalate.
• I am aware that my technical skills need updating to keep pace with the latest industry standards. I plan to focus on enhancing these skills through additional training and practice.
• Although I've taken on some leadership roles, I recognize the need to further develop my leadership skills. I intend to seek opportunities for leadership training and take on more responsibilities to grow in this area.

Example Phrases for Employees When Responding to Feedback

These above characteristics and phrases are important to give context to employees regarding their performance. Additionally, employees should also be able to aptly respond to these praises and criticisms. The following are general examples of ways an employee could respond to his or her manager after hearing some of the previous phrases.  

Responses to Positive Feedback

• "Thank you for recognizing my efforts. Your positive feedback motivates me to continue improving and contributing to the team's success."
• "I appreciate your feedback. It's been a pleasure working on these projects, and I'm glad to see they've had a positive impact."
• "I'm grateful for your kind words. I'll strive to maintain this performance and explore other areas where I can contribute positively."
• "Thank you for your encouragement. Your feedback provides me with the confidence to take on more challenging tasks."
• "I really appreciate your appreciation. It feels good to know that my hard work is helping the team and the company."

Responses to Critical Feedback:

• "I hear your concerns, and I know I need to improve. Are there specific recommendations for how I could improve for the team’s sake?"
• "I appreciate your honesty. Your feedback helps me identify my blind spots, and I am committed to improving in these areas."
• "Your feedback is valuable to me. I see these areas as opportunities for growth and will create an action plan to improve."
• "I understand your concerns and agree that there's room for improvement. I'll make it a priority to work on these areas."
• "Thank you for bringing this to my attention. I apologize for any issues caused, and I'm committed to learning from this feedback and improving my performance."

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Additional Considerations

Performance reviews are an essential component of employee development, engagement, and overall organizational growth. These phrases allow for the most helpful and constructive levels of performance management. In addition to using these phrases, the best way to keep performance reviews both effective and efficient is to maintain a structured process that is consistent, fair, and objective.

Preparing in advance is a key aspect. This includes clearly defining the criteria for assessment based on job roles and responsibilities, setting measurable goals, gathering relevant data about the employee's performance, and outlining the points for discussion.

Meanwhile, during the review, managers should provide balanced feedback, highlighting both strengths and areas of improvement. The conversation should be interactive, allowing employees to ask questions, share their perspectives, and discuss their career aspirations.

Using performance management software can also be a game-changer in streamlining performance reviews. These tools offer a centralized platform to keep track of performance data, set and monitor goals, schedule review meetings, and record feedback. PerformYard makes the process less time-consuming and more accurate.

Performance management software also allows for real-time feedback, making reviews timelier and more relevant. Using such software ensures that nothing important is overlooked and that the process is transparent, both of which can significantly enhance the effectiveness of performance reviews.

Furthermore, these tools often come with analytical capabilities that can provide valuable insights for decision-making. Hence, integrating performance management software into performance review processes can dramatically improve their efficiency and effectiveness, ultimately leading to improved employee performance and organizational success.

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60 Best Performance Review Phrase Examples

Effective performance review phrases from managers are critical to employee growth and development. This in-depth list of example phrases works as a starting point for any manager desiring to improve upon performance review communication, while also leaving room to include their own unique style. 

Managers and employees alike rarely get excited about performance reviews . Sometimes managers lack the confidence to effectively share helpful feedback. In some cases, employees are unsure if they have met leadership expectations. In both cases, clear communication is essential.

Effective communication in performance management is critical to employee growth and development. The health of the organization is largely dependent on each team member fully grasping what is expected of them, and that begins with the manager/employee relationship. While the performance review is not the only determinant of this relationship, it is a defining discussion that gives insight into the level of trust, communication, and respect between the manager and employee. A healthy dose of positive and constructive feedback is needed so the employee knows their value and what action steps to take.

But, effective communication does not come naturally to most. That is why we have compiled a list of performance review phrase examples to help ensure appraisal conversations are pleasant and produce results.

Performance Review Phrases for Employees

It’s a fine balance between honestly sharing performance contributions and sounding arrogant. Reviews can feel awkward because employees generally want to avoid ‘tooting their own horn’ when completing self-evaluations. On the other end, no employee enjoys admitting to their manager the areas in which they struggle. To help combat the self-evaluation challenge, we have listed an easy process below for employees to follow:

• Action- Clearly explain what action(s) you took toward accomplishing the performance objective, goal, or workplace behavior. Be concise but specific. 
• Result- What was the result of the action you took? Describe how your action  impacted your organization and/or your team. 

Following this process reduces emotion and opinion and focuses on concrete results/actions. It also gives managers insight into the employee’s perspective, allowing the manager to provide more intentional feedback. Here are a few general examples of employee comments:

• I adjusted our email campaign to include more stats and less content ( action) based on the desires of our target audience. This resulted in a higher click-through rate and an increase in demo conversions. ( result )
• I scheduled a one-on-one meeting ( action ) with the project lead to hear her concerns about not meeting our deadline. We determined two major issues and devised a plan to tackle them together. We were ahead of our deadline by 2 days. ( result )

Performance Review Phrases for Managers

The example phrases below are categorized by common performance objectives and core values/workplace behaviors. Each objective and behavior is then broken down further into examples for not meeting, meeting, and exceeding expectations. While these comments are meant to be generalized to assist a larger audience, it is critically important to note that each review should be unique to the employee.

Performance Objectives 

• Job knowledge/Self-Development 

Problem-Solving and Decision-Making 

• Productivity 

Quality of Work

Delivers results.

Core Values 

Adaptability

Collaboration, communication, inclusivity, phrase examples for performance objectives, job knowledge/self-development.

Demonstrates a good understanding of job duties and accurately identifies their own strength and development areas. Engages in learning opportunities to further develop skills and capabilities in technical and functional areas, taking constructive feedback when given.

Not Meeting Expectations:

• You have struggled with receiving and implementing constructive feedback regarding your performance. I suggest creating a plan to tangibly apply these suggestions and asking your teammates for help in doing so. 
• Your performance is lacking in [specific area(s)]. I recommend setting a goal of taking one measurable action per week to actively improve in this area.

Meeting Expectations:

      3. You have demonstrated a good understanding of job expectations and embraced your strengths while working on your weaknesses. Well done! For stellar performance, I would encourage you to seek out ways to further enhance your skills, such as feedback from peers, LinkedIn Learning, etc. 

     4. You have gracefully accepted feedback on job performance. Continue implementing the recommendations made.  

Exceeding Expectations:

     5. You have exceeded expectations for all job duties by consistently improving upon your skills, tacking development areas, and taking feedback well. Excellent job!

     6. Your work in this [performance area] is the example by which all other colleagues should follow. Continue capitalizing on your strengths!

Extent to which an employee deals with complex problems in their entirety. Effectiveness of employee addressing and resolving problems. Seeks out new and better solutions. Makes appropriate and timely decisions. 

     7. You have not shown sufficient initiative in providing solutions in a timely manner. Your next steps should include quicker responses to active problems.

     8. Your decisions have not been in line with company standards. I would encourage you to focus on the issue in front of you and eliminate unnecessary distractions.

 Meeting Expectations:

     9. You show obvious skill in providing creative and effective solutions. My only suggestion is to take more initiative in anticipating problems before they arise. 

     10. It is clear you are confident in making good business decisions. I would just encourage you to seek out new and improved ways of solving problems with increased efficiency.

     11. You have a knack for finding solutions when others can’t. I look forward to seeing your skills continue to benefit the organization!

     12. Excellent proficiency in problem-solving and making decisions. Your skills set a great example for your team. 

Productivity

Extent of work volume employee regularly produces. Efficient management of workload. Satisfactory speed and consistency of output. Completes requirements/projects within specified timeframe. 

     13. Your productivity has been inconsistent and work is often not completed on time. The action steps required are to meet all upcoming deadlines and ensure work is not missing important items.

     14. You seem to struggle with managing your workload well. I would recommend breaking down deadlines into smaller deadlines for yourself to ensure things are done well and on time. 

     15. You show efficiency and care in the work you produce. Continue honing in your skills and you will see your projects completed faster and even more efficiently. 

     16. Your work is reliable and consistent. As your comfort with [insert task] increases you will be even more impressed with what you can accomplish!

     17. The speed and volume of your work is highly impressive. You show great skill in managing your workload beyond what is required of you.

     18. The consistency of your work is highly reliable and completed well before deadlines. Your skill in this area is obvious and does not go unnoticed. 

Extent to which employee can be counted on to carry out assignments to completion. Work is thorough, accurate, and meets standards. Employee corrects errors and questions inconsistencies. 

     19. Your efforts in [insert area] have not met required standards. It is important that you always check your work for errors before submitting it.

     20. Your team has not been able to trust that you will complete what is required of you on time. A good next step would be to choose a teammate who can help answer any questions you have and hold you accountable to work completion. 

     21. Your work to date has been thorough and consistent with minor errors. Nicely done! I would encourage you to be just a bit more diligent in checking your work for inaccuracies before submission.

     22. Your dedication to completing work on time is very beneficial to your whole team. My only additional feedback is to work to put just as much effort into quality as you do to deadlines.

     23. The quality of your work is excellent and consistently shows no errors. You go above and beyond to ensure no inconsistencies are present. 

     24. Your team and the organization at large benefit from the thoroughness of your work. Everyone knows if you are working on it, it will be done on time and with near perfection. 

Maintains focus and prioritizes tasks based on importance and delegates appropriately. Actively identifies ways to improve. Completes all tasks and goals with accuracy. 

     25. Your tasks have not been prioritized appropriately and therefore do not produce consistent results. It is crucial that you focus on managing your time better, perhaps by writing to-do lists each day. 

     26. Your results have suffered because you appear unwilling to delegate tasks appropriately. I would encourage you to find 2 to 3 tasks you are comfortable passing off to others.

     27. You have mastered the art of prioritizing what is important and you consistently produce results. I would now encourage you to shift your focus to ways you could improve upon [insert skill].

     28. You have actively been improving upon your skillset in this role and continue to produce good results. I would suggest that you continue to work on prioritization to ensure you do not rush to complete things.

     29. Your results produced are consistently exceeding what is expected of you. You skillfully delegate when appropriate and show initiative in improving upon your areas of opportunity. 

     30. Your ability to remain focused on the task at hand is highly impressive. You can always be counted on to deliver results and accomplish all goals. 

Phrase Examples for Core Values

Leads change by example. Accepts change as positive. Adapts plans as necessary. 

     31. Your resistance to change causes disruption and creates a negative work environment. You are expected to take necessary changes in stride and ask any questions you have politely and professionally. 

     32. Your unwillingness to shift plans when necessary slows down work and is frustrating to others. I encourage you to respectfully respond when changes occur and strive to be an example to those around you.

     33. You have proven to be skilled in adapting when necessary and this sets an example for others. I would recommend encouraging your teammates to embrace your attitude by speaking positively about change when it occurs. 

     34. Your willingness to shift your plans when necessary does not go unnoticed. As you continue to hold a positive attitude, change will get even easier!

     35. Your ability to seamlessly transition when necessary is an example to others. Letting the adjustments roll off your back, you forge ahead to complete what is required of you every time. 

     36. You have become a champion of change for your team. They look to you as the reference point for how they should respond and you carry that responsibility graciously. 

Seeks input and ideas from others. Able to effectively work with different personalities and pursue common goals. Respects other opinions. 

     37. You seem to have a difficult time working alongside other colleagues. You are expected to be respectful of other personalities and remain professional, even if you do not like or agree with something.

     38. You have shown an unwillingness to hear ideas other than your own. I encourage you to remain a professional and be willing to work with your colleagues, hearing out their thoughts even if you disagree.

     39. You are a team player and willing to work with people who are not like you. My only recommendation is to actively seek out additional ideas from your colleagues. 

     40. You successfully work toward the same goals with your teammates and remain respectful of all input. Continue with this approach and you will quickly grow into a leader in this area.

     41. Your ability to work well with anyone in the organization sets the standard for all others. You initiate others’ ideas and input, contributing to a culture of strong collaboration. 

     42. Everyone enjoys working with you, even if their approaches are different from yours. You have proven to be the ultimate example of what it looks like to be a collaborative team member. 

Conveys information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. 

     43. It is difficult to communicate with you as your messaging is often disjointed and confusing. I would encourage you to slow down when typing emails or speaking with colleagues/clients and ensure you have shared all necessary information.

     44. Colleagues and customers have repeatedly struggled with getting in contact with you. It is imperative you communicate via phone call, email, etc. to those waiting on a clear response from you.

     45. You appropriately communicate all necessary information to those who need it. One additional thing to consider is to be more concise in your messaging and correspondence.

     46. Your communication has been timely and clear. I would encourage you to work on adjusting your messaging to your audience. For example, using different verbiage for colleagues vs. customers. 

     47. Your ability to communicate clear, concise messages to everyone you interact with is inspiring. You craft your messaging to the appropriate audience so that no information is left out. 

     48. Your communication is engaging and easily understood.. Phone calls, emails, and face-to-face conversations are clear and effective, and all parties know exactly what you are trying to say. 

We are all a team. We win together, rejoice together, mourn together. We will not develop cliques, or tolerate ‘water cooler talk.’ 

    49. You have neglected to show inclusivity by speaking negatively about your fellow colleagues. You are expected to act as a member of the team, refraining from contributing to discourse. 

     50. You have been working in a silo. Moving forward, you should interact with your team by actively celebrating wins and discussing losses.

     51. You are a positive and active member of the team. While it is encouraged to celebrate your wins, I would encourage you to also attribute those wins to the team members that helped you get there.

     52. Your behaviors toward your team members prove to be inclusive and kind. I would encourage you to distance yourself from conversations that paint the organization or any of its individual members in a negative light. 

     53. You go above and beyond to ensure all team members feel included and appreciated. You show no appetite for engaging in water cooler talk and have stopped those conversations from continuing when you were in the room.

     54. You never act alone, always winning and losing alongside your teammates. You are the first person to congratulate someone else or to walk with someone through a tough situation. 

Every team member is expected to fulfill his or her commitments to the team. In some cases, this may mean working longer than expected on a particular task.

     55. Your work ethic is lacking and your commitments often go unfulfilled. Your next course of action is to commit to completing all commitments, even when it is inconvenient. 

     56. You show a tendency of giving up on something if it is not completed in the time you expected. You are expected to stick it out and complete what is required of you, even if that means working longer occasionally.

     57. You have demonstrated a strong work ethic and fulfill all commitments. For stellar performance, I would encourage you to anticipate upcoming work so you stay ahead.

     58. Your team members can count on you to get the job done. While this will certainly not happen often, I would encourage you to be willing to work later on occasion so you do not have to rush to fulfill your commitments. 

     59. Your strong work ethic is unmatched. You have gone above and beyond to ensure all work is complete and even stayed behind to help a teammate finish theirs. 

     60. Without prompted, you have willingly stayed late on occasion to ensure your work was completed with quality and on time. You set the example for a strong work ethic on this team. 

Create Effective Performance Review Conversations with WorkDove

The above phrase examples are intended to be a launching point for improved performance reviews but all managers should add in their own style. Each manager and employee relationship is unique and every employee deserves individualized coaching for their needs. 

For the most effective review experience, organizations turn to performance review software to streamline the process. WorkDove provides an easy-to-use performance review tool that integrates employee goals, recognition,  360-feedback , and Workplace Satisfaction results. Our app offers automated reminders and customized templates that fuel the review cycle. Improve retention and employee satisfaction with WorkDove’s review capabilities. 

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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.

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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.

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• Turn your team into skilled problem sol ...

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

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

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

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

What is problem solving? 

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

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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

Smooth product launches are simpler than you think

Fix these common onboarding challenges to boost productivity

How Asana uses work management for organizational planning

How Asana uses work management to optimize resource planning

Problem Solving: 40 Useful Performance Feedback Phrases

Problem Solving: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Problem Solving: Exceeds Expectations Phrases

• Actively listens when others are talking and seek clarification on issues not well understood.
• Seeks to brainstorm on problems to try to find the right solutions.
• Evaluates all possible solutions and chooses the one that will deliver the best results.
• Knows how well to collaborate with others to find solutions to problems.
• Knows how to resolve any outstanding client issues and problems amicably.
• Communicates views and thoughts in a very distinct and understandable manner.
• Is decisive when it comes to making decisions and sticks by the decisions made.
• Gathers all the necessary facts and information first before making any decision.
• Monitors all outcomes of all actions undertaken to take full responsibility for any problem.
• Breaks a problem down before starting to analyze it in a more detailed manner.

Problem Solving: Meets Expectations Phrases

• Is always open-minded and readily accepts what others have to contribute.
• Has an inquisitive nature and tries to analyze all that is happening around.
• Always asks the right questions and raises any relevant issue when necessary.
• Keeps things calm even when required to make quick decisions under high pressure.
• Communicates or articulates issues in an obvious and concise way that people can easily understand.
• Shows strong level-headedness when assessing situations and coming up with solutions.
• Tries to be accommodative of other people's views and accepts them easily.
• Always portrays enough knowledge of the problem and its feasible solutions.
• Shows the willingness to change tact whenever the conditions change.
• Creates opportunities to evaluate and implement the decisions that are arrived at properly.

Problem Solving: Needs Improvement Phrases

• Not willing to be accommodative of other people's ideas and opinions.
• Does not know how to present a problem in ways that people can understand.
• Finds it difficult to articulate issues in a clear and understandable manner.
• Not decisive and assertive when it comes to coming up with solutions.
• Does not take the time to listen keenly to what others have to say or contribute.
• Always in a hurry to make decisions and does not think things through.
• Does not always monitor the decisions made to ensure that they have a positive impact.
• When faced with a high-pressure problem, does not maintain a cool head to be able to solve it properly.
• Not willing to collaborate with other people to come up with solutions to problems.
• Does not manage client-related issues in a professional manner and customers are left unsatisfied.

Problem Solving: Self Evaluation Questions

• How well do you solve issues and are you confident in your abilities?
• Give an instance you solved a problem, and it was successful.
• Give a situation that you solved a problem, and it was unsuccessful.
• How well do you accommodate other people ideas and opinions when trying to solve a problem?
• How do you manage high-pressure situations that require fast and urgent attention?
• Do you involve other people when trying to solve any particular problem?
• How well do you brainstorm before setting out to solve a problem?
• Do you research well enough to get proper facts and information?
• Are you in most cases conversant with what the problem is before you solve it?
• How well are you keen on everything that is happening around you?

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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

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35 problem-solving techniques and methods for solving complex problems

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

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

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

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

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

Let’s get started! 

How do you identify problems?

How do you identify the right solution.

• Tips for more effective problem-solving

Complete problem-solving methods

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

Problem-solving warm-up activities

Closing activities for a problem-solving process.

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

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

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

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

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

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

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

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

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

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

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

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

Tips for more effective problem solving

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

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

Clearly define the problem

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

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

Don’t jump to conclusions

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

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

Try different approaches  

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

Don’t take it personally 

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

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

Get the right people in the room

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

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

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

Document everything

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

Bring a facilitator 

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

Develop your problem-solving skills

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

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

Design a great agenda

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

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

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

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

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

Design Sprint 2.0

• Open Space Technology

1. Six Thinking Hats

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

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

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

2. Lightning Decision Jam

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

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

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

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

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

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

3. Problem Definition Process

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

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

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

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

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

4. The 5 Whys 

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

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

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

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

5. World Cafe

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

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

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

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

6. Discovery & Action Dialogue (DAD)

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

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

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

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

7. Design Sprint 2.0

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

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

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

8. Open space technology

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

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

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

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

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

Techniques to identify and analyze problems

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

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

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

Let’s take a look!

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

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

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

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

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

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

10. The Creativity Dice

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

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

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

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

11. Fishbone Analysis

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

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

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

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

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

12. Problem Tree 

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

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

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

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

13. SWOT Analysis

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

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

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

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

14. Agreement-Certainty Matrix

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

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

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

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

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

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

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

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

16. Speed Boat

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

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

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

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

17. The Journalistic Six

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

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

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

18. LEGO Challenge

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

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

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

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

19. What, So What, Now What?

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

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

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

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

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

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

20. Journalists  

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

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

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

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

Problem-solving techniques for developing solutions 

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

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

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

21. Mindspin  

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

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

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

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

22. Improved Solutions

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

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

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

23. Four Step Sketch

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

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

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

24. 15% Solutions

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

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

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

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

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

25. How-Now-Wow Matrix

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

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

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

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

26. Impact and Effort Matrix

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

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

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

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

27. Dotmocracy

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

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

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

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

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

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

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

28. Check-in / Check-out

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

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

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

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

29. Doodling Together  

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

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

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

30. Show and Tell

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

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

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

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

31. Constellations

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

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

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

32. Draw a Tree

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

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

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

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

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

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

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

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

How do I conclude a problem-solving process?

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

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

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

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

33. One Breath Feedback

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

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

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

34. Who What When Matrix 

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

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

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

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

35. Response cards

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

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

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

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

Save time and effort discovering the right solutions

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

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

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

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

Over to you

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

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

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

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