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53 performance review examples to boost growth

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The importance of performance reviews

53 performance review examples, 3 tips for delivering a performance review to an underperformer, a performance review is an opportunity to foster growth.

Even the most well-intentioned criticism can be hard to hear. 

If you need to give feedback to a peer or employee, you might feel nervous. After all, you can probably empathize — most of us have been in their position. You want the person to know where they excel and how to improve, but you don’t want to come off as harsh or lose your authority. It’s a delicate balance.

When sharing professional feedback, you need to achieve that perfect equilibrium to motivate your team to continue doing their best work. Perfect your delivery by studying these 53 performance review examples.

A performance review -– also known as a performance appraisal — evaluates how well an employee is tracking toward goals and upholding the company vision and values . This formal assessment documents strengths and weaknesses , expectations for improvement , and other relevant employee feedback , like kudos for a standout performance. 

Performance reviews are essential because they provide managers (or employees assessing their peers) with a set time and structure for delivering in-depth, example-driven feedback. It’s also an opportunity for the reviewer to set metrics-based expectations so the reviewee knows how to improve for next time. 

Plus, performance reviews are an excellent opportunity to open lines of communication between peers or a manager and their direct reports. Both sides can clarify questions or concerns about performance, and the reviewer may use this time to motivate the reviewee. These types of workplace conversations build more trusting, engaged, and caring professional relationships. 

Unfortunately, typical performance reviews only inspire 14% of employees . In other words, reviewers need to step up their own performance if they want to make an impression during these meetings.

Effective performance reviews are level-headed and honest. They aren’t excuses to scold an employee for a mistake or poor performance . They make time to offer constructive criticism, praise what the team member is doing well, and provide suggested areas for improvement. 

To keep the conversation as productive as possible, study our list of performance evaluation examples that provide focused feedback and maintain an upbeat, inspiring tone that doesn’t undermine the seriousness of the commentary. 

Here are 53 employee evaluation examples for various scenarios. 

Communication

Good workplace communication helps teams clearly express ideas and work through problems effectively. Respectful communication also fosters healthy social relationships between peers, which are essential for a positive work culture. 

When you assess a colleague on this interpersonal skill , focus on the politeness of their interactions, the coherence of how they present information, and their ability to listen to others actively .

Use performance evaluation comments like the following when a colleague has done an exceptional job of clearly and respectfully communicating:

1. “I’ve noticed how clearly you communicate complex concepts to clients. I really admire this ability.” 

2. “You’re excellent at solving conflicts . Thank you for taking on this responsibility.” 

3. “Several of your teammates have told me how pleasant it is to work with you. Thank you for being such a respectful communicator.”

4. “I’ve been observing your standout negotiation skills and will continue to look for opportunities for you to use them.”

5. “I’d like to congratulate you on your clear and easy-to-follow presentations. Would you consider giving a workshop for your teammates?”

Improvement suggestions 

Poor communication leads to confusion and fraught interactions. Plus, muddled instructions or explanations can cause project errors, and negative delivery can harm team and stakeholder relationships . It’s important for each team member to have this skill.

Here’s how to cite communication that needs improving: 

6. “I’ve noticed that you sometimes miss part of an explanation. I have helpful materials on active listening I recommend taking a look at.” 

7. “Clients have noted that your explanations are difficult to understand. You have a strong grasp of complex concepts, but let’s work together on ways to break them down for an unfamiliar audience.”

8. “I’d appreciate it if you could communicate when there’s an issue on a project or you have a question. I’ve seen delays and errors due to a lack of updates.”

9. “Some of your emails to clients have had spelling and grammar errors. Could you make an extra effort to check your work so that we keep our company communication as polished as possible?” 

10. “Your teammates have cited rude interactions with you. We must keep communication respectful. Is something going on that’s causing you frustration or prompting these interactions?”

Innovation and creativity 

Innovative solutions and creativity allow organizations to generate new products and services, build a more resonant brand image, and connect successfully with their target audience. When giving a performance review, provide positive feedback on how the person contributes to the team or company’s growth. 

Teammates who offer fresh ideas for projects or ways to improve company processes to boost efficiency deserve a proverbial pat on the back. Here are five performance appraisal examples that show how to give it:

11. “Last quarter, you saved our team 50 hours of administrative work with your solution for streamlining databases. Thank you for this invaluable idea.”

12. “The marketing campaign you created to target younger audiences has been one of our most successful. Everyone on our team has something to learn from you.” 

13. “You’ve been integral to launching one of the most innovative apps on the market. You should be proud of yourself. You’re helping a lot of end users.” 

14. “I admire the way you creatively approach complex problems . You resolved a tricky supply chain issue that kept our deliveries on track.”

15. “You deeply understand the brand image and voice. All of your marketing copy and designs represent us well.”

Improvement suggestions

Team members in creativity- and innovation-driven roles may stagnate. Your organization might have a performance review template you can follow to zero on in how to improve in these areas. You can also use the following feedback pieces to push them in the right direction:

16. "You’re one of our most valued graphic designers. However, I’ve noticed that your recent designs have been similar. Let’s talk about ways to innovate.”

17. “Since you’re in a leadership role, I would like it if you took more initiative to offer creative solutions to problems . I have some reading to guide you.” 

18. “I’ve noticed that your copy lacks that fresh voice we admire. Have you also tracked this change, and what solutions do you have to liven up the writing?”

19. “You’ve offered some of the most innovative development ideas our company’s seen. But you’ve been quiet in brainstorming sessions lately. Let’s talk about what may be going on.”

20. “Your latest product innovation had flaws resulting from rushed work and a lack of attention to detail. Does that resonate?”

Everyone can be a leader — regardless of their rank at an organization. Team members set examples for their peers, and managers guide reports toward success. Whether you’re giving a performance review for a veteran or an entry-level employee, address their leadership skills where you can. 

When an employee exceeds expectations by mentoring others, taking charge of problems, and upholding organizational values , recognize their outstanding work with phrases like the following:

21. “Your positive attitude , willingness to take on more responsibility, and ability to explain concepts to your peers makes you an example to all.”

22. “I appreciate your advances in developing better leadership skills, like clear communication and excellent negotiation tactics. Kudos.” 

23. “I know you started here recently, but many people already look up to you. You take initiative, aren’t afraid to share ideas, and treat your peers respectfully.” 

24. “Since you’ve become a project manager, the development team consistently delivers quality outputs on time. You’re doing a great job guiding the group.” 

25. “When there was a conflict with a client last month, you stepped in to manage it. You have the makings of a great leader.”

If an employee like a project manager or team lead isn’t mentoring others as well as they could, a performance review is the perfect moment to tackle the issue. And if you have a stellar employee who isn’t showing the leadership and initiative required to earn them a promotion, they might need some encouragement to strengthen these skills. Use the following examples as a guide for wording your feedback:

26. “You’ve consistently been an excellent leader, but teammates have reported a lack of mentorship on recent projects, leading to confusion and poor results. What can we do to improve the clarity of your communication and guidance?”

27. “I’ve noticed that you’re stepping back from public speaking opportunities. You’re a strong leader already, but giving talks is an inevitable part of your role. Here’s information on a speaking course I took that could help.”

28. “Some of your teammates have said you’re difficult to approach with a problem. Let’s work to improve your communication skills to make others comfortable asking you for help.” 

29. “Your communication and mentorship skills are unmatched, but you still have to improve your time management skills. Several projects have run late, impacting client deliveries.” 

30. “You form excellent social relationships with your team, but you may be getting too close. I’m concerned you could lose your authority if you continue to act more like a peer than a mentor.” 

Collaboration and teamwork

Teams must work well together — it’s synergy that allows them to accomplish more than they’d be able to alone. Collaboration drives better organizational results and fosters a communicative, innovative work environment. Here’s how to tackle this topic in a performance appraisal.

Certain team members go above and beyond to help peers, manage conflicts, and share their knowledge. Reward them with statements like the following: 

31. “You’re an excellent resource for new team members. Thank you for being willing to share what you know.” 

32. “Your ability to adapt when obstacles arise and encourage your teammates to do the same has saved us from late deliveries several times. Congratulations, and thank you.”

33. “You didn’t have to navigate that conflict between your peers last week, but you stepped up. I think everyone in your group learned something from you that day.” 

34. “I know you’d like to be doing more on projects, but I appreciate that you’re splitting the work with newer teammates so they can learn. Exciting opportunities are coming your way soon.” 

35. “Your team traditionally had trouble working together. Thank you for identifying their strengths and guiding them as a leader to use them in harmony.” 

Employees resisting participation in a team or creating conflicts must change behaviors to help their peers thrive. Here are a few ways to suggest improvements: 

36. “I’ve noticed that you’ve been canceling team meetings and avoiding social events. Let’s talk about what’s going on.” 

37. “It’s great to challenge your peers' ideas, but I’ve repeatedly observed you push contrary thoughts when the rest of the team has reached a consensus. This can hold up projects, so I’d like to ask you to be more flexible.” 

38. “I know you’ve been very busy, but could you take more time to share your skills with others? There are new team members who could learn from you.” 

39. “You’re sometimes quick to nix others’ ideas. Try listening to their suggestions with a more open mind to be a better team player.” 

40. “You’re an involved leader, and that’s an excellent trait. But sometimes, you get too close to a project, and your guidance borders on micromanaging . I’d encourage you to try taking a step back when the team is working well together.”

Work ethic and organization

Punctuality, time management , and planning keep work flowing. In performance reviews, ensure all team members understand how their work ethics contribute to overall success.  

Show your appreciation to those employees who keep administrative tasks running smoothly. Here are some examples:

41. “Thank you for changing our customer relationship management system. Now everyone can access data more easily, and it’s improved our workflow.” 

42. “Your persistence in implementing the Agile project management framework has paid off. We’re delivering better, more timely products to clients.”

43. “You’re never late and sometimes even early. I appreciate your dedication to punctuality. It helps meetings run on time, and the day gets off to a strong start.”

44. “You always answer clients’ emails promptly. Thank you for your dedication to excellent customer service.” 

45. “As a project manager, you do a great job resolving teammate’s blockers efficiently. This allows them to perform tasks confidently and keeps projects on track.” 

Improvement suggestion

Employees who consistently arrive late or have trouble organizing tasks and following company processes negatively impact others’ ability to work well — not to mention their own. Here are constructive employee review examples for those cases: 

46. “You’re often tardy to meetings, which causes your teammates and clients to wait. This can be frustrating for stakeholders. I’d like to share some tips for time management.” 

47. “I’ve noticed you consistently turn in work late. I’m concerned you may have too much on your plate. Let’s assess your workload.”

48. “Client emails are falling through the cracks, making us look like we don’t care. Here’s a system I use to ensure I respond to every email quickly.”  

49. “I understand the new customer relationship management system is tricky, but we need everyone to get on board. Would it be helpful if I set up an additional training session to walk you through the software?”

50. “You didn’t meet your goals this quarter, so I’m modifying them for the upcoming one. Please let me know if you need tools, skills, or support to make achieving these goals possible.”

Performance review summary examples

Wrap up your review by revisiting what the employee has done well and highlighting the improvements they should make. Here are three examples you can model your performance review summary on:

51. “You’ve improved your communication and public speaking skills this quarter, making you a stronger leader. But you can still work on your task and time management skills by implementing better organizational practices.” 

52. “Your first few months at the company have been a success. You’ve learned to use our tools and processes, and your teammates enjoy working with you. Next quarter, I’d like you to take more initiative in brainstorming sessions.” 

53. “You’re a long-time valued employee, and you have a unique talent as a graphic designer. Your social media campaign last quarter was top-notch, but others have been stagnant. I know you can tap into your talents and do more innovative work.”

You’re a compassionate leader and never want to hurt anyone’s feelings. But in a performance review , you may have to deliver tricky constructive criticism . You’re giving this feedback with the best intentions, but doing so might make the other person defensive. Keep the conversation productive and focus on framing improvement as a positive with these three tips:

• Start and end on a high note: Open the conversation with what the employee has done well and circle back to this point after giving criticism. This will remind the employee of their value. 
• Use metrics: Don’t run a performance review on “gut feelings.” Quantifiable metrics and clear feedback allow you to identify areas of improvement. You must demonstrate specific examples and measurable figures to back up your claims. Otherwise, your criticism can seem unfounded. 
• Offer suggestions: An employee may not know how to interpret feedback and translate it into action items. And they might have some concluding performance review questions about how to improve. Offer help and a professional development plan so the person feels inspired, capable, and supported in making the changes you suggest.

Many fear receiving and giving sub-optimal feedback. However, in performance reviews, colleagues inevitably highlight negative aspects of a person’s work.

But if you establish a healthy balance between recognizing an employee’s strengths and offering constructive feedback for improvement (like in our performance review examples), these sessions turn into growth opportunities. Your colleagues take on new challenges, acquire better skills, and become more understanding teammates thanks to criticism.

And guess what? The next performance review will be less nerve-wracking for everyone involved.

Understand Yourself Better:

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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Overview of the Problem-Solving Mental Process

• Identify the Problem
• Define the Problem
• Form a Strategy
• Organize Information
• Allocate Resources
• Monitor Progress
• Evaluate the Results

Frequently Asked Questions

Problem-solving is a mental process that involves discovering, analyzing, and solving problems. The ultimate goal of problem-solving is to overcome obstacles and find a solution that best resolves the issue.

The best strategy for solving a problem depends largely on the unique situation. In some cases, people are better off learning everything they can about the issue and then using factual knowledge to come up with a solution. In other instances, creativity and insight are the best options.

It is not necessary to follow problem-solving steps sequentially, It is common to skip steps or even go back through steps multiple times until the desired solution is reached.

In order to correctly solve a problem, it is often important to follow a series of steps. Researchers sometimes refer to this as the problem-solving cycle. While this cycle is portrayed sequentially, people rarely follow a rigid series of steps to find a solution.

The following steps include developing strategies and organizing knowledge.

1. Identifying the Problem

While it may seem like an obvious step, identifying the problem is not always as simple as it sounds. In some cases, people might mistakenly identify the wrong source of a problem, which will make attempts to solve it inefficient or even useless.

Some strategies that you might use to figure out the source of a problem include :

• Asking questions about the problem
• Breaking the problem down into smaller pieces
• Looking at the problem from different perspectives
• Conducting research to figure out what relationships exist between different variables

2. Defining the Problem

After the problem has been identified, it is important to fully define the problem so that it can be solved. You can define a problem by operationally defining each aspect of the problem and setting goals for what aspects of the problem you will address

At this point, you should focus on figuring out which aspects of the problems are facts and which are opinions. State the problem clearly and identify the scope of the solution.

3. Forming a Strategy

After the problem has been identified, it is time to start brainstorming potential solutions. This step usually involves generating as many ideas as possible without judging their quality. Once several possibilities have been generated, they can be evaluated and narrowed down.

The next step is to develop a strategy to solve the problem. The approach used will vary depending upon the situation and the individual's unique preferences. Common problem-solving strategies include heuristics and algorithms.

• Heuristics are mental shortcuts that are often based on solutions that have worked in the past. They can work well if the problem is similar to something you have encountered before and are often the best choice if you need a fast solution.
• Algorithms are step-by-step strategies that are guaranteed to produce a correct result. While this approach is great for accuracy, it can also consume time and resources.

Heuristics are often best used when time is of the essence, while algorithms are a better choice when a decision needs to be as accurate as possible.

4. Organizing Information

Before coming up with a solution, you need to first organize the available information. What do you know about the problem? What do you not know? The more information that is available the better prepared you will be to come up with an accurate solution.

When approaching a problem, it is important to make sure that you have all the data you need. Making a decision without adequate information can lead to biased or inaccurate results.

5. Allocating Resources

Of course, we don't always have unlimited money, time, and other resources to solve a problem. Before you begin to solve a problem, you need to determine how high priority it is.

If it is an important problem, it is probably worth allocating more resources to solving it. If, however, it is a fairly unimportant problem, then you do not want to spend too much of your available resources on coming up with a solution.

At this stage, it is important to consider all of the factors that might affect the problem at hand. This includes looking at the available resources, deadlines that need to be met, and any possible risks involved in each solution. After careful evaluation, a decision can be made about which solution to pursue.

6. Monitoring Progress

After selecting a problem-solving strategy, it is time to put the plan into action and see if it works. This step might involve trying out different solutions to see which one is the most effective.

It is also important to monitor the situation after implementing a solution to ensure that the problem has been solved and that no new problems have arisen as a result of the proposed solution.

Effective problem-solvers tend to monitor their progress as they work towards a solution. If they are not making good progress toward reaching their goal, they will reevaluate their approach or look for new strategies .

7. Evaluating the Results

After a solution has been reached, it is important to evaluate the results to determine if it is the best possible solution to the problem. This evaluation might be immediate, such as checking the results of a math problem to ensure the answer is correct, or it can be delayed, such as evaluating the success of a therapy program after several months of treatment.

Once a problem has been solved, it is important to take some time to reflect on the process that was used and evaluate the results. This will help you to improve your problem-solving skills and become more efficient at solving future problems.

A Word From Verywell​

It is important to remember that there are many different problem-solving processes with different steps, and this is just one example. Problem-solving in real-world situations requires a great deal of resourcefulness, flexibility, resilience, and continuous interaction with the environment.

Get Advice From The Verywell Mind Podcast

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You can become a better problem solving by:

• Practicing brainstorming and coming up with multiple potential solutions to problems
• Being open-minded and considering all possible options before making a decision
• Breaking down problems into smaller, more manageable pieces
• Asking for help when needed
• Researching different problem-solving techniques and trying out new ones
• Learning from mistakes and using them as opportunities to grow

It's important to communicate openly and honestly with your partner about what's going on. Try to see things from their perspective as well as your own. Work together to find a resolution that works for both of you. Be willing to compromise and accept that there may not be a perfect solution.

Take breaks if things are getting too heated, and come back to the problem when you feel calm and collected. Don't try to fix every problem on your own—consider asking a therapist or counselor for help and insight.

If you've tried everything and there doesn't seem to be a way to fix the problem, you may have to learn to accept it. This can be difficult, but try to focus on the positive aspects of your life and remember that every situation is temporary. Don't dwell on what's going wrong—instead, think about what's going right. Find support by talking to friends or family. Seek professional help if you're having trouble coping.

Davidson JE, Sternberg RJ, editors.  The Psychology of Problem Solving .  Cambridge University Press; 2003. doi:10.1017/CBO9780511615771

Sarathy V. Real world problem-solving .  Front Hum Neurosci . 2018;12:261. Published 2018 Jun 26. doi:10.3389/fnhum.2018.00261

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

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Problem Solving Resources

Case studies, problem solving related topics.

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• Problem Solving

What is Problem Solving?

Quality Glossary Definition: Problem solving

Problem solving is the act of defining a problem; determining the cause of the problem; identifying, prioritizing, and selecting alternatives for a solution; and implementing a solution.

• The problem-solving process
• Problem solving resources

Problem Solving Chart

The Problem-Solving Process

In order to effectively manage and run a successful organization, leadership must guide their employees and develop problem-solving techniques. Finding a suitable solution for issues can be accomplished by following the basic four-step problem-solving process and methodology outlined below.

1. Define the problem

Diagnose the situation so that your focus is on the problem, not just its symptoms. Helpful problem-solving techniques include using flowcharts to identify the expected steps of a process and cause-and-effect diagrams to define and analyze root causes .

The sections below help explain key problem-solving steps. These steps support the involvement of interested parties, the use of factual information, comparison of expectations to reality, and a focus on root causes of a problem. You should begin by:

• Reviewing and documenting how processes currently work (i.e., who does what, with what information, using what tools, communicating with what organizations and individuals, in what time frame, using what format).
• Evaluating the possible impact of new tools and revised policies in the development of your "what should be" model.

2. Generate alternative solutions

Postpone the selection of one solution until several problem-solving alternatives have been proposed. Considering multiple alternatives can significantly enhance the value of your ideal solution. Once you have decided on the "what should be" model, this target standard becomes the basis for developing a road map for investigating alternatives. Brainstorming and team problem-solving techniques are both useful tools in this stage of problem solving.

Many alternative solutions to the problem should be generated before final evaluation. A common mistake in problem solving is that alternatives are evaluated as they are proposed, so the first acceptable solution is chosen, even if it’s not the best fit. If we focus on trying to get the results we want, we miss the potential for learning something new that will allow for real improvement in the problem-solving process.

3. Evaluate and select an alternative

Skilled problem solvers use a series of considerations when selecting the best alternative. They consider the extent to which:

• A particular alternative will solve the problem without causing other unanticipated problems.
• All the individuals involved will accept the alternative.
• Implementation of the alternative is likely.
• The alternative fits within the organizational constraints.

4. Implement and follow up on the solution

Leaders may be called upon to direct others to implement the solution, "sell" the solution, or facilitate the implementation with the help of others. Involving others in the implementation is an effective way to gain buy-in and support and minimize resistance to subsequent changes.

Regardless of how the solution is rolled out, feedback channels should be built into the implementation. This allows for continuous monitoring and testing of actual events against expectations. Problem solving, and the techniques used to gain clarity, are most effective if the solution remains in place and is updated to respond to future changes.

You can also search articles , case studies , and publications  for problem solving resources.

Innovative Business Management Using TRIZ

Introduction To 8D Problem Solving: Including Practical Applications and Examples

The Quality Toolbox

Root Cause Analysis: The Core of Problem Solving and Corrective Action

One Good Idea: Some Sage Advice ( Quality Progress ) The person with the problem just wants it to go away quickly, and the problem-solvers also want to resolve it in as little time as possible because they have other responsibilities. Whatever the urgency, effective problem-solvers have the self-discipline to develop a complete description of the problem.

Diagnostic Quality Problem Solving: A Conceptual Framework And Six Strategies  ( Quality Management Journal ) This paper contributes a conceptual framework for the generic process of diagnosis in quality problem solving by identifying its activities and how they are related.

Weathering The Storm ( Quality Progress ) Even in the most contentious circumstances, this approach describes how to sustain customer-supplier relationships during high-stakes problem solving situations to actually enhance customer-supplier relationships.

The Right Questions ( Quality Progress ) All problem solving begins with a problem description. Make the most of problem solving by asking effective questions.

Solving the Problem ( Quality Progress ) Brush up on your problem-solving skills and address the primary issues with these seven methods.

Refreshing Louisville Metro’s Problem-Solving System  ( Journal for Quality and Participation ) Organization-wide transformation can be tricky, especially when it comes to sustaining any progress made over time. In Louisville Metro, a government organization based in Kentucky, many strategies were used to enact and sustain meaningful transformation.

Certification

Quality Improvement Associate Certification--CQIA

Certified Quality Improvement Associate Question Bank

Lean Problem-Solving Tools

Problem Solving Using A3

NEW   Root Cause Analysis E-Learning

Quality 101

Making the Connection In this exclusive QP webcast, Jack ReVelle, ASQ Fellow and author, shares how quality tools can be combined to create a powerful problem-solving force.

Adapted from The Executive Guide to Improvement and Change , ASQ Quality Press.

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Team Management Top 210 Performance Review Examples to Improve Employee Evaluations [2024]

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Top 210 Performance Review Examples to Improve Employee Evaluations [2024]

Performance reviews are a vital part of employee development and organizational growth. They provide a structured opportunity to assess an employee’s contributions, strengths, and areas for improvement, while also fostering open communication between managers and team members. If you’re preparing for an upcoming review, understanding the different types of performance reviews and how to effectively use them is crucial. In this article, we’ll explore various performance review examples, offer useful phrases to enhance your feedback and share tips on setting goals for future success. By the end, you’ll have a clearer understanding of how to conduct or participate in performance reviews that drive continuous improvement and the best employee evaluation examples to use in your employee performance appraisal comments reviews.

Types of Performance Reviews

Performance plans and reviews come in various formats, each serving a unique purpose in evaluating employee performance. Understanding these different types can help ensure that reviews are comprehensive, fair, and effective. Here’s an overview of the main types of performance reviews:

1. Self-assessment

• Description: Self-assessments allow employees to reflect on their own performance, achievements, and areas for improvement. This process encourages self-awareness and personal growth.
• Example: An employee may complete a self-assessment form detailing their accomplishments over the past year, highlighting specific projects, and identifying areas where they feel they could improve.

2. Manager review

• Description: This type involves direct feedback from a manager or supervisor who evaluates the employee’s performance based on their observations, work outcomes, and overall contributions to the team.
• Example: A manager might assess an employee’s performance on meeting project deadlines, their ability to collaborate with team members, and their adherence to company policies.

3. Peer review

• Description: Peer reviews gather feedback from colleagues who work closely with the employee. This type of review provides insights into the employee’s teamwork, communication, and interpersonal skills.
• Example: A peer review might include feedback on how well an employee cooperates with others, their role in team projects, and their willingness to assist colleagues.

4. 360-degree feedback

• Description: This comprehensive review method collects feedback from a variety of sources, including managers, peers, subordinates, and sometimes even clients. It provides a well-rounded perspective on the employee’s performance.
• Example: An employee undergoing a 360-degree review might receive feedback from multiple sources, giving them a broader view of their strengths and areas for development from different viewpoints within and outside the organization.

By utilizing these different types of performance reviews, organizations can gain a holistic view of an employee’s performance, identify strengths and weaknesses from various perspectives, and support continuous improvement and development.

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Key Areas to Address in Performance Reviews

When conducting performance reviews, focusing on key areas can provide a comprehensive evaluation of an employee’s performance and development. Here are the essential areas to address:

💪 Work quality and productivity

• Description: Evaluate the quality of the employee’s work and their ability to meet deadlines and productivity targets.
• Example: An employee consistently delivers high-quality reports ahead of deadlines, showing attention to detail and efficiency.

💬 Communication skills

• Description: Assess the effectiveness of the employee’s communication, both verbal and written and their ability to convey information clearly and professionally.
• Example: An employee effectively communicates project updates to the team, ensuring that all members are aligned with project goals and deadlines.

👫 Teamwork and collaboration

• Description: Review the employee’s ability to work well with others, contribute to team goals, and foster a positive team environment.
• Example: An employee actively participates in team meetings, supports colleagues in achieving shared objectives, and helps resolve conflicts constructively.

🌟 Problem-solving and innovation

• Description: Evaluate the employee’s ability to identify problems, develop solutions, and contribute innovative ideas to improve processes or products.
• Example: An employee proposes and implements a new process that increases team efficiency and reduces project turnaround time.

⌛ Dependability and time management

• Description: Assess the employee’s reliability, punctuality, and ability to manage their time effectively to meet deadlines.
• Example: An employee consistently arrives on time, manages their workload efficiently, and meets all project deadlines without requiring extensions.

🤹‍♀️ Adaptability and learning

• Description: Review the employee’s ability to adapt to changes, learn new skills, and embrace continuous improvement.
• Example: An employee quickly adapts to a new software system, takes the initiative to learn its features, and helps train others on its use.

Addressing these key areas in performance reviews provides a well-rounded assessment of an employee’s strengths and development opportunities, helping to guide their growth and enhance their contributions to the team.

210 Useful Performance Review Examples

1. attitude.

• “Displays a positive attitude and enthusiasm for their work.”
• “Consistently demonstrates a strong work ethic and willingness to go the extra mile.”
• “Approaches challenges with a constructive mindset and seeks solutions proactively.”
• “Shows a genuine interest in their role and responsibilities.”
• “Exhibits a can-do attitude even during difficult times.”
• “Brings energy and enthusiasm to the team, motivating others.”
• “Handles workplace stress with composure and resilience.”
• “Maintains a professional demeanor in all interactions.”
• “Is a positive influence on team morale .”
• “Actively contributes to a positive and collaborative work environment.”

• “Struggles to maintain a positive attitude during high-pressure situations.”
• “Occasionally appears disengaged or indifferent to team goals.”
• “Needs improvement in handling constructive criticism with a more open attitude.”
• “Shows reluctance to adapt to changes in the workplace.”
• “Sometimes exhibits a negative outlook that affects team dynamics.”
• “Has difficulty maintaining motivation during less exciting tasks.”
• “Can be resistant to feedback or new ideas.”
• “Occasionally displays a lack of enthusiasm for team projects.”
• “Needs to work on staying focused and positive during challenging periods.”
• “Sometimes struggles with maintaining professionalism under stress.”

2. Reliability

• “Always meets deadlines and consistently delivers high-quality work.”
• “Demonstrates a high level of reliability and can be counted on for important tasks.”
• “Shows great consistency in performance and follows through on commitments.”
• “Is dependable and trustworthy in all assigned responsibilities.”
• “Regularly exceeds expectations in meeting deadlines and goals.”
• “Can always be relied upon to deliver results without constant supervision.”
• “Shows a strong commitment to their role and responsibilities.”
• “Has a track record of reliability and punctuality.”
• “Is known for their dependable nature and consistency.”
• “Takes responsibility for their tasks and follows through effectively.”
• “Has had instances of missing deadlines or failing to complete tasks as expected.”
• “Needs to improve on reliability and ensuring work is completed within the agreed timeframe.”
• “Sometimes struggles with punctuality and adhering to schedules.”
• “Requires reminders or follow-ups to complete tasks on time.”
• “Has difficulty managing multiple responsibilities simultaneously.”
• “Occasionally needs improvement in meeting work commitments.”
• “Sometimes misses deadlines or falls short of expected outcomes.”
• “Needs to work on consistency in delivering work as promised.”
• “Can be unreliable in high-pressure or high-volume situations.”
• “Requires improvement in managing time effectively to meet deadlines.”

3. Experience

• “Brings a wealth of experience that adds significant value to the team.”
• “Utilizes past experience effectively to solve complex problems and drive success.”
• “Shows deep knowledge and expertise in their area of work, providing valuable insights.”
• “Demonstrates a strong understanding of industry standards and best practices.”
• “Uses prior experience to mentor and guide less experienced team members.”
• “Leverages extensive background to contribute to strategic planning and decision-making.”
• “Applies experience effectively to improve processes and outcomes.”
• “Brings a high level of expertise to challenging projects and tasks.”
• “Has a proven track record of success in relevant areas of their role.”
• “Provides valuable knowledge that enhances team performance and productivity.”

• “Could benefit from gaining additional experience in [specific area] to enhance performance.”
• “Needs to broaden their knowledge base to keep up with evolving industry standards.”
• “May require more experience to handle complex projects with greater independence.”
• “Struggles with applying past experience to new or unfamiliar tasks.”
• “Has limited experience in certain key areas relevant to their role.”
• “Needs to seek out more opportunities for professional development and learning.”
• “Sometimes relies too heavily on past experience without adapting to current needs.”
• “Could benefit from additional training or experience in specific skill areas.”
• “Shows gaps in experience that affect their performance in certain tasks.”
• “Requires further development to effectively handle advanced responsibilities.”

4. Flexibility

• “Adapts quickly to changing priorities and handles unexpected challenges with ease.”
• “Demonstrates a high level of flexibility in managing diverse tasks and responsibilities.”
• “Easily adjusts to new processes and embraces change positively.”
• “Shows a willingness to take on different roles or tasks as needed.”
• “Is open to new ideas and approaches, readily adjusting to new situations.”
• “Handles changes in workload or project scope effectively and efficiently.”
• “Displays adaptability by managing multiple priorities with a positive attitude.”
• “Adjusts well to changes in team dynamics or project requirements.”
• “Responds to changes in a proactive and constructive manner.”
• “Shows flexibility in working with various teams or departments.”
• “Struggles with adapting to sudden changes or shifting priorities.”
• “Needs to work on becoming more flexible and open to new approaches or methods.”
• “Shows resistance to change, which can impact their ability to handle new challenges effectively.”
• “Occasionally has difficulty adjusting to unexpected changes in workload or deadlines.”
• “Requires additional support to manage transitions or changes smoothly.”
• “Sometimes exhibits a reluctance to embrace new processes or tools.”
• “Needs to improve on handling changes in a more adaptable and positive manner.”
• “Can be resistant to altering established methods or practices.”
• “Struggles with adjusting to new team structures or roles.”
• “Requires more experience or training to handle changes effectively.”

5. Leadership

• “Exhibits strong expert power and leadership skills by guiding and motivating the team towards achieving goals.”
• “Provides clear direction and support to team members, fostering a collaborative environment.”
• “Demonstrates effective decision-making and problem-solving abilities in leadership roles.”
• “Inspires confidence and trust within the team through strong leadership and support.”
• “Effectively manages and resolves conflicts, maintaining a positive team dynamic.”
• “Leads by example, setting high standards and encouraging others to follow.”
• “Shows a strategic vision and ability to drive team performance towards organizational goals.”
• “Mentors and develops team members, helping them to grow professionally.”
• “Communicates effectively with the team, ensuring alignment and motivation.”
• “Provides constructive feedback and recognition, enhancing team performance.”
• “Needs to develop stronger leadership skills to better guide and inspire the team.”
• “Could benefit from more experience in leading projects and managing team dynamics.”
• “Sometimes lacks the confidence or assertiveness needed to lead effectively in challenging situations.”
• “Requires improvement in delegating tasks and empowering team members.”
• “Struggles with providing clear direction or feedback to the team.”
• “Needs to work on developing a stronger leadership presence and vision.”
• “Could improve in managing team conflicts and fostering a positive work environment.”
• “Requires additional training or experience in leadership and team management.”
• “Sometimes has difficulty balancing leadership responsibilities with team needs.”
• “Needs to enhance their ability to lead through change and uncertainty.”

6. Communication

• “Communicates clearly and effectively with team members, clients, and stakeholders.”
• “Demonstrates excellent listening skills and ensures all parties are well-informed.”
• “Provides timely and constructive feedback, contributing to overall team success.”
• “Articulates ideas and instructions in a clear and concise manner.”
• “Maintains open lines of communication, fostering transparency and trust.”
• “Effectively presents information and updates to various audiences.”
• “Uses communication tools effectively to keep everyone informed and aligned.”
• “Addresses and resolves communication issues promptly and professionally.”
• “Encourages open dialogue and feedback from team members.”
• “Is approachable and responsive to questions or concerns from colleagues.”
• “Needs to improve on clarity and effectiveness in communication, especially in written reports.”
• “Could work on actively listening to others and addressing communication gaps.”
• “Struggles with providing timely updates and feedback, which can lead to misunderstandings.”
• “Sometimes has difficulty conveying complex information in an understandable way.”
• “Requires improvement in addressing communication issues or conflicts.”
• “Needs to work on being more responsive to team members’ communications.”
• “Shows gaps in communication that affect project coordination and team dynamics.”
• “Can be inconsistent in providing updates or following up on important matters.”
• “Struggles with adapting communication style to different audiences or situations.”
• “Needs to enhance skills in delivering clear and constructive feedback.”

7. Problem-solving

• “Approaches problems with a logical and analytical mindset, finding effective solutions.”
• “Demonstrates creativity in solving complex issues and thinking outside the box.”
• “Proactively identifies potential problems and implements preventative measures.”
• “Uses critical thinking skills to assess situations and develop practical solutions.”
• “Shows resilience in overcoming obstacles and finding alternative approaches.”
• “Leverages experience and knowledge to address challenges effectively.”
• “Collaborates with others to brainstorm and implement solutions.”
• “Analyzes data and information thoroughly to make informed decisions.”
• “Maintains a solution-oriented attitude even when faced with difficult problems.”
• “Effectively evaluates multiple solutions and selects the best course of action.”

• “Struggles with developing effective solutions for complex problems.”
• “Needs to improve on thinking critically and analytically when faced with challenges.”
• “Sometimes relies on others to solve problems rather than taking initiative.”
• “Shows difficulty in identifying potential issues before they escalate.”
• “Could benefit from developing a more structured approach to problem-solving.”
• “Requires improvement in evaluating and selecting the most effective solutions.”
• “Sometimes gets stuck in analysis paralysis and delays decision-making.”
• “Needs to work on being more proactive in addressing potential issues.”
• “Can be resistant to exploring alternative solutions or new approaches.”
• “Requires more experience or training in solving complex or unexpected problems.”

8. Time management

• “Efficiently prioritizes tasks and manages time to meet deadlines consistently.”
• “Effectively uses tools and techniques to stay organized and on track.”
• “Demonstrates the ability to balance multiple projects and tasks and responsibilities effectively.”
• “Shows strong planning skills and anticipates potential time constraints.”
• “Uses time management strategies to enhance productivity and efficiency.”
• “Adheres to schedules and adjusts plans as needed to ensure timely completion of tasks.”
• “Manages time well during high-pressure situations and tight deadlines.”
• “Plans and allocates time wisely to achieve optimal results.”
• “Sets realistic goals and follows through on commitments in a timely manner.”
• “Employs effective methods to minimize procrastination and stay focused.”
• “Struggles with prioritizing tasks and managing time effectively.”
• “Needs to improve on planning and organizing tasks to meet deadlines.”
• “Sometimes has difficulty balancing multiple responsibilities and projects.”
• “Requires better time management techniques to enhance productivity.”
• “Can be inconsistent in adhering to schedules and deadlines.”
• “Shows a tendency to procrastinate or delay tasks.”
• “Needs to work on setting realistic goals and managing time more efficiently.”
• “Struggles with maintaining focus and avoiding distractions.”
• “Requires improvement in using time management tools and strategies effectively.”
• “Sometimes underestimates the time needed for completing tasks.”

9. Teamwork

• “Works effectively with team members to achieve common goals and objectives.”
• “Demonstrates strong collaboration skills and contributes positively to team dynamics.”
• “Supports colleagues and shares knowledge to enhance team performance.”
• “Communicates openly and cooperatively with team members.”
• “Shows respect and appreciation for diverse perspectives and contributions.”
• “Actively participates in team activities and discussions.”
• “Builds strong relationships with team members, fostering a supportive environment.”
• “Handles team conflicts constructively and helps resolve issues.”
• “Contributes to a positive team culture and motivates others.”
• “Takes initiative in supporting and guiding team members.”

• “Struggles with collaborating effectively and integrating with the team.”
• “Needs to improve on communication and cooperation with team members.”
• “Sometimes exhibits difficulty in handling conflicts or differences within the team.”
• “Requires improvement in supporting and contributing to team projects.”
• “Can be resistant to feedback or suggestions from colleagues.”
• “Shows a tendency to work in isolation rather than as part of the team.”
• “Needs to work on building stronger relationships with team members.”
• “Struggles with integrating diverse perspectives and contributions.”
• “Requires better skills in handling team dynamics and conflicts.”
• “Sometimes lacks engagement in team activities or discussions.”

10. Customer service

• “Provides exceptional service to customers, ensuring their needs and expectations are met.”
• “Demonstrates strong problem-solving skills in addressing customer concerns.”
• “Communicates effectively with customers, providing clear and helpful information.”
• “Shows empathy and understanding towards customers’ issues and needs.”
• “Handles customer complaints professionally and resolves them efficiently.”
• “Maintains a positive and courteous demeanor in all customer interactions.”
• “Follows up with customers to ensure satisfaction and address any additional needs.”
• “Adapts communication style to fit the needs of different customers.”
• “Proactively identifies opportunities to improve customer experience.”
• “Builds strong relationships with customers through attentive and personalized service.”

• “Needs to improve on handling customer complaints and concerns more effectively.”
• “Sometimes lacks empathy or understanding in customer interactions.”
• “Struggles with communicating clearly and providing accurate information to customers.”
• “Requires better skills in resolving customer issues in a timely manner.”
• “Can be inconsistent in delivering a positive customer experience.”
• “Needs to work on adapting communication style to better meet customer needs.”
• “Sometimes shows impatience or frustration in dealing with difficult customers.”
• “Requires improvement in following up with customers to ensure satisfaction.”
• “Struggles with maintaining a positive demeanor in challenging customer interactions.”
• “Needs to develop a more proactive approach to enhancing customer service.”

11. Performance

• “Consistently meets or exceeds performance expectations and goals.”
• “Delivers high-quality work within established deadlines.”
• “Demonstrates a strong commitment to achieving exceptional results.”
• “Shows initiative and dedication in all assigned tasks and projects.”
• “Effectively contributes to the success of team and organizational objectives.”
• “Maintains a high level of productivity and efficiency in their role.”
• “Receives positive feedback from clients and stakeholders for performance.”
• “Exhibits a proactive approach to problem-solving and task execution.”
• “Regularly seeks and implements ways to improve performance and efficiency.”
• “Displays strong results-driven behavior, consistently achieving set targets.”
• “Struggles to meet performance expectations and often falls short of goals.”
• “Requires improvement in delivering work within established deadlines.”
• “Needs to enhance commitment and dedication to achieve better results.”
• “Sometimes lacks initiative and relies heavily on others for task completion.”
• “Shows difficulty in contributing effectively to team and organizational objectives.”
• “Can be inconsistent in maintaining productivity and efficiency.”
• “Receives negative feedback regarding the quality or timeliness of work.”
• “Needs to improve on taking a proactive approach to solving problems.”
• “Struggles to identify and implement ways to enhance performance.”
• “Shows a lack of focus on achieving set targets and delivering results.”

Setting Goals for Future Performance

Setting goals for future performance is crucial for guiding employees toward growth and success. Effective goal-setting provides direction, motivates employees, and ensures alignment with organizational objectives. Here’s a structured approach to setting goals for future performance:

1. Importance of goal-setting

• Provides clear direction: Goals help employees understand what is expected and focus their efforts on achieving specific outcomes.
• Boosts motivation: Clearly defined goals can increase motivation by providing employees with a sense of purpose and a target to strive towards.
• Aligns with organizational objectives: Ensuring individual goals are aligned with broader organizational goals helps in achieving overall business success.
• Facilitates professional growth: Setting challenging yet achievable goals encourages continuous learning and development.

2. Types of goals

• SMART goals: Goals should be specific, measurable, achievable, relevant, and time-bound to ensure clarity and focus.

• Development goals: Focus on acquiring new skills or improving existing ones to enhance professional growth.
• Performance goals: Aimed at achieving specific outcomes or improving performance metrics related to job responsibilities.
• Career goals : Long-term objectives related to career progression, such as promotions or expanding responsibilities.

3. Steps to set effective goals

• Assess current performance: Review current performance and identify areas for improvement or development.
• Define clear objectives: Outline specific, measurable, and time-bound objectives that are aligned with both individual and organizational goals.
• Develop an action plan: Create a step-by-step plan detailing how the goals will be achieved, including resources needed and milestones to track progress.
• Set realistic timelines: Establish achievable deadlines for goal completion, allowing enough time for milestones and adjustments.
• Provide support and resources: Offer the necessary resources, training, and support to help employees achieve their goals.
• Monitor progress regularly: Track progress towards goals, providing feedback and making adjustments as needed to stay on track.

4. Examples of goal-setting

• Performance improvement goal: “Increase monthly sales targets by 15% over the next quarter by enhancing client engagement and exploring new sales strategies.”
• Skill development goal: “Complete a certification in project management within the next six months to improve project planning and execution skills.”
• Career advancement goal: “Prepare for a leadership role by taking on additional responsibilities and completing a leadership training program by the end of the year.”
• Efficiency goal: “Reduce project completion time by 20% within the next six months by streamlining workflows and implementing new productivity tools.”

5. Tracking and evaluating progress

• Regular check-ins: Schedule regular meetings to review progress, address challenges, and make necessary adjustments. Everhour can be a valuable tool in these check-ins, helping you track time spent on tasks and monitor project milestones.

• Feedback and recognition: Provide constructive feedback and recognize achievements to encourage continued effort and improvement.
• Adjust goals as needed: Be flexible and willing to adjust goals based on evolving circumstances or new information.

By setting clear, actionable goals and providing ongoing support, you can help employees achieve their full potential and contribute effectively to organizational success.

Common Pitfalls to Avoid in Performance Reviews

Performance reviews are a critical part of employee development and organizational success. However, several common pitfalls can undermine the effectiveness of these evaluations. Here are some key issues to watch out for and how to avoid them:

❌ Lack of specificity

• Avoid vague comments: Using generic terms like “good job” without specific examples can leave employees unclear about their strengths and areas for improvement. Instead, use detailed performance evaluation examples to provide clear, actionable feedback.
• Provide specific feedback: When commenting on the quality of work, incorporate performance review comments examples that detail what the employee did well and where improvements can be made.

❌ Inconsistent criteria

• Ensure consistency: Applying different standards for different employees can lead to perceptions of unfairness. Use consistent performance appraisal examples and evaluation comments to maintain fairness.
• Standardize evaluation metrics: Develop clear criteria and stick to them for all employees to ensure positive overall performance comments are based on standardized benchmarks.

❌ Focusing only on weaknesses

• Balance feedback: While addressing areas for improvement is important, don’t overlook performance appraisal strengths examples. Highlight both strengths and areas needing development to give a balanced view of the employee’s performance.
• Incorporate positive comments: Use positive overall performance comments to acknowledge achievements and motivate employees.

❌ Neglecting self-assessment

• Encourage self-reflection: Allow employees to share their own insights on their performance. Understanding what to say in a performance review as an employee can help you better gauge their self-perception and align it with your observations.
• Include self-assessment: Integrate employee self-evaluations with your feedback to create a comprehensive review.

❌ Ignoring development goals

• Set clear goals: Avoid focusing solely on past performance without setting future objectives. Use employee performance review examples to outline specific, achievable goals for professional growth.
• Develop action plans: Create actionable plans based on performance evaluation phrases to guide employees toward improvement and skill development.

❌ Overlooking dependability

• Address reliability: Dependability performance review phrases are crucial for understanding an employee’s reliability. Ensure that you include observations about punctuality, consistency, and overall dependability in the review.
• Provide specific examples: Use evaluation comments related to dependability to offer a clear picture of how an employee’s reliability impacts their performance.

❌ Inadequate follow-up

• Monitor progress: Avoid the pitfall of not following up on performance review outcomes. Regularly check in on the progress of goals and development plans.
• Schedule follow-ups: Use supervisor comments and recommendations to plan future discussions and ensure that the employee is on track with their development objectives.

❌ Lack of preparation

• Be well-prepared: Failing to prepare for the review can result in a disorganized and unproductive meeting. Use manager performance review examples to guide your preparation and ensure you cover all relevant aspects of the employee’s performance.
• Gather input: Collect feedback from various sources and review relevant performance evaluations to provide a comprehensive assessment.

Performance Review Examples: Conclusion

By focusing on clear, actionable feedback and avoiding common pitfalls, you can make performance evaluations a powerful tool for growth and improvement. Incorporate quality of work performance review phrases to provide specific, meaningful feedback that helps employees understand their strengths and areas for development. Use detailed employee review examples to illustrate your points and guide employees in enhancing their performance.

Incorporate these practices to balance positive feedback with constructive criticism, set achievable goals, and promote ongoing development. Tools like Everhour can help streamline the process, ensuring your reviews are both efficient and effective, benefiting both employees and the organization.

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What is Problem Solving? A Comprehensive Guide

In this blog, we will explore "What is Problem Solving?" In detail. From defining the nature of Problem Solving to understanding the key process in resolving issues, this blog covers it all. So, wait no more; let’s go deeper into this fundamental concept.

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Table of contents  

1) What is Problem Solving definition?  

2) The process of Problem Solving  

3) Key skills for effective Problem Solving  

4) Strategies for enhancing Problem Solving abilities  

5) Problem Solving tools and techniques  

6) Conclusion       

What is Problem Solving definition?  

The process of Problem Solving  

Understanding the problem   

The first step in Problem Solving is gaining a clear understanding of the issue at hand. Take the time to thoroughly analyse the problem and gather relevant information. Ask yourself questions like:  

1) What is the nature of the problem?  

2) What are the factors contributing to the problem?  

3) What are the desired outcomes?  

4) Are there any constraints or limitations to consider?  

By gaining a comprehensive understanding of the problem, you lay a solid foundation for finding an effective solution.  

Generating possible solutions   

Once you have a clear grasp of the problem, it's time to brainstorm potential solutions. Encourage creativity and think outside the box. Consider all possible options without judgment or criticism. The goal at this stage is to generate a variety of ideas and alternatives.  

Evaluating and selecting the best solution   

After generating a list of possible solutions, it's important to evaluate each option based on its feasibility, effectiveness, and alignment with the desired outcome. Consider the advantages and disadvantages of each and every solution. Assess its practicality and the resources required for implementation.  

Additionally, take into account the potential risks and benefits associated with each solution. Consider any potential consequences or impacts on other aspects. Based on this evaluation, select the solution that appears most viable and promising.  

Implementing the solution   

Once you have chosen the best solution, it's time to put it into action. Develop a detailed plan outlining the necessary steps and allocate the required resources. Determine responsibilities and deadlines to ensure a smooth implementation process.  

During implementation, monitor progress and make any necessary adjustments or adaptations. Stay proactive and address any challenges or obstacles that may arise along the way. Effective communication and collaboration with others involved in the process can greatly contribute to successful implementation.  

Assessing the results   

After implementing the solution, it's essential to assess the results. Evaluate whether the problem has been properly resolved or if further adjustments are required. Analyse the outcomes and compare them against the desired goals and expectations.  

Consider whether the chosen solution has brought about the intended benefits and if any unexpected consequences have emerged. Reflect on the overall effectiveness of the Problem Solving process and identify any lessons learned for future reference.  

Remember, Problem Solving is an iterative process, and it's not uncommon to revisit and refine solutions based on ongoing evaluation and feedback. Embrace a continuous improvement mindset and be open to seeking alternative approaches if necessary.  

By following this Problem Solving process, you can approach challenges systematically and increase your chances of finding effective solutions. Remember that practice and experience play a vital role in honing your skills. 

Master the art of solving problems and become a catalyst for innovation and success with our Problem Solving Training – sign up now!  

Key skills for effective Problem Solving   

What one must do to become an effective problem solver is to develop key skills that enhance your Problem Solving abilities. The skills give you the ability to tackle challenges with a strategic mind and find the needed solutions. Below is a dive into the most important of them:

Critical thinking

Critical thinking is a skill that includes the objective analysis of information, considering different viewpoints, and being able to arrive at a sensible judgment. This helps you to assess problems with the right accuracy in judgment and also find suitable solutions. 

It means that creativity is the ability of a person to think outside the box and come up with innovative solutions. It includes pressing the mind toward new possibilities and viewing the problem in different ways.

Analytical skills

In this ability, there is the aspect of breaking down a problem into subunits that helps in identifying the patterns, relationships, and causes within the problem. 

Decision-making

Sound skills in decision making call for the assessment of the pros and cons of all solutions provided and thus choosing the best alternative. Risks must always be considered with the benefits any alternative might bring.

Strategies for enhancing Problem Solving abilities  

Practice critical thinking

Engage yourself in activities which require critical thinking, including solving puzzles, complex discussion, challenging all assumptions. This will increase your ability to enhance sharpening of your analytical skills and let you think critically at a time when problems are in your way. 

Seek feedback and learn from experience

Seek responses from your mentors, course peers, and Problem Solving experts. From the successes and failures, reflect on the reasons for the occurrences over previous experiences and point out what could be improved. Treat the opportunity of Problem Solving as one of the chances that shall be given to you to grow and develop each time you make it through a problem. 

Embrace challenges

You can redesign your problematic issues and take every challenge coming across as an opportunity for growth. Hence, it paves the way for the ability of resilience and strengthens your Problem Solving abilities. 

Collaborate with others 

In Problem Solving, collaboration is embraced by pooling different perspectives and ideas. Work with others in activities that involve groups to discuss issues and seek input from others, listening actively to various viewpoints. Working collaboratively with others helps expand your knowledge of various ways of Problem Solving and encourages innovation.

Think outside the box 

Encourage creative thinking by exploring unconventional ideas and solutions. Challenge every assumption and all its related alternatives. Shift to this kind of mindset, and it can drive innovative Problem Solving strategies, letting you uncover newer ways to solve age-old complex problems.

Problem Solving tools and techniques  

When faced with complex problems, utilising specific tools and techniques can help facilitate the solving process and lead to more effective solutions. Here are some commonly used Problem Solving tools and techniques:  

Root cause analysis   

Root cause analysis is a methodology used to detect the underlying causes of a problem. It involves investigating the problem's symptoms and tracing them back to their fundamental causes. By addressing the root causes, Problem Solvers can prevent the issue from recurring.  

Strengths, Weaknesses, Opportunities, Threats (SWOT) analysis   

SWOT analysis is a planning tool that strategically helps measure the weaknesses and internal strengths of a situation. Moreover, it can find external opportunities and threats. By assessing these factors, Problem Solvers can gain insights into the current state and make informed decisions about potential solutions.  

Fishbone diagrams   

Fishbone diagrams, also known as cause-and-effect diagrams or Ishikawa Diagrams, visually represent the possible causes contributing to a problem. By organising causes into categories (such as people, process, equipment, and environment), Problem Solvers can systematically analyse the problem's potential sources.  

Decision matrices   

Decision matrices are used to evaluate and compare different options based on multiple criteria. This tool helps Problem Solvers weigh the importance of various factors and objectively assess each alternative, leading to an informed decision.  

Six Thinking Hats   

Six Thinking Hats is a technique initially developed by Edward de Bono that encourages parallel thinking by exploring different perspectives. Each "hat" represents a different thinking approach (e.g., logical, creative, emotional), allowing Problem Solvers to consider diverse viewpoints and generate innovative solutions.  

These are just a few examples of Problem Solving tools and techniques. Depending on the nature of the problem, other methods, such as brainstorming, mind mapping, flowcharts, or Pareto analysis, can also be applied. Choosing the appropriate tool or technique depends on the specific problem and the desired outcome. 

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Conclusion  

We hope you read and understand everything about What is Problem Solving? Developing effective skills is crucial for overcoming challenges, making informed decisions, and achieving success. By embracing problems as opportunities and applying strategic approaches, individuals can become proficient Problem Solvers in various domains of life. 

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Frequently Asked Questions

There are two major types of Problem Solving: Reflective and Creative. Regardless of the type, it focuses on understanding the issues, considering all factors and finding a solution.

Problem Solving in the workplace refers to an individual’s ability to manage difficult situations and find solutions to complex business issues.

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Choosing a problem-solving skills assessment: How and why?

Choosing the right problem-solving skills assessment is more than just a hiring step; it’s an investment in your team’s future. In a survey by the World Economic Forum , problem-solving was ranked as one of the top skills needed in the 2020s workforce. Picking up these skills is pretty straightforward – it’s a lot like what you learned hanging out with roommates in your  student accommodation . You know, just living together and figuring things out as you go . This blog will guide you through the essentials of selecting an assessment that effectively measures this critical skill, ensuring your candidates are equipped to tackle challenges creatively and efficiently in today’s dynamic work environment .

Understanding the importance of problem-solving skills in the workplace

It’s not just about fixing what’s broken but about navigating through challenges and finding innovative solutions. This skill is essential for almost every job, from a manager figuring out how to improve team performance to an IT specialist resolving system glitches.

Now, here’s where a skills assessment becomes a game-changer. Companies can spot the superheroes in their team by using a skills assessment designed to gauge problem-solving abilities . It’s like having a special lens to see who’s really good at untangling complex situations and who might need a bit more training.

Imagine you’re a coach picking players for a puzzle-solving contest. You’d want people who can think quickly, adapt to new problems, and come up with clever solutions, right? That’s what this skills assessment does – it helps identify the employees who can do just that.

So, why does this matter? Well, employees who excel at problem-solving are often the ones driving innovation and efficiency within an organization. They’re the ones who keep things running smoothly, come up with fresh ideas, and help the company adapt and thrive, no matter what challenges come their way.

Criteria for selecting a problem-solving skills assessment

Choosing the right skills assessment for problem-solving is a bit like picking the perfect tool for a job. You want something that fits just right and really gets the job done. When it comes to problem-solving assessments, there are a few key things to look out for.

First, think about what makes an effective assessment. It should be challenging enough to really test someone’s skills but not so tough that it’s discouraging. It’s like a puzzle that’s fun yet makes you think. The assessment should cover different types of problems – some that need quick thinking and others that require deep analysis.

Next, consider the variety of assessments available. You’ve got simulations that put people in real-world scenarios, case studies that make them think through complex situations, and logical reasoning tests that check how well they can think on their feet. Each type has its own way of shining a light on a person’s problem-solving skills.

Remember, the goal is to find a skills assessment that tests problem-solving abilities and feels relevant to the jobs you’re hiring for. It’s about finding that sweet spot where the assessment reflects the challenges employees will face in their roles. This way, you get a clear picture of how well they’ll tackle real-life problems in the workplace.

Aligning assessment with business goals and job requirements

When it comes to finding the right skills assessment for problem-solving , it’s like matching puzzle pieces to the bigger picture of your business. You want to make sure the assessment fits not just the job but also your company’s goals and values.

First, let’s talk about tailoring the assessment to specific job roles. Imagine you’re hiring a project manager. Their problem-solving assessment might focus on handling project delays or managing team conflicts. On the other hand, if you’re hiring a software developer, their assessment might be more about troubleshooting coding issues or optimizing algorithms.

Now, think about your company’s unique culture and values. Your ideal skills assessment should reflect these too. For instance, if creativity is a big deal at your company, include problem-solving scenarios that require out-of-the-box thinking. If teamwork is key, consider assessments that evaluate how well a person collaborates to solve problems.

In short, the assessment should mirror the challenges an employee will face in their role and the qualities your company cherishes. This way, you’re more likely to find candidates who are skilled and a great fit for your business culture.

Implementing the assessment: Best practices

Introducing a new skills assessment into your hiring process is a bit like adding a new recipe to your cookbook. You want to make sure it blends well with your existing ingredients and enhances the overall flavor. Here are some tips to smoothly integrate a problem-solving skills assessment into your hiring process.

First, plan out how the assessment will fit into your existing hiring stages. It’s like figuring out the right time to add a spice to a dish. Decide whether the assessment should come early to screen candidates or later as a deeper evaluation. Ensure it complements other steps like interviews or group activities.

Next, focus on fairness and objectivity. This is crucial. The assessment should be the same for every candidate to ensure a level playing field. Think of it as following a recipe to the letter – every candidate gets the same ingredients and instructions. This way, you’re judging everyone by the same standards.

Remember, clear communication is key. Inform candidates about what to expect from the assessment. It’s like giving diners a menu; they should know what they’re in for. This helps reduce anxiety and allows candidates to perform at their best.

By following these steps, you can ensure your problem-solving skills assessment not only identifies the most capable candidates but also enhances your overall hiring process.

Analyzing and utilizing assessment results

After conducting a problem-solving skills assessment, it’s like having a treasure trove of information about your candidates. Now, it’s time to dive in and make sense of these valuable insights.

First up, analyzing the results. Think of it like reading a map that guides you to the right candidates. Look for patterns and standout performances. Did some candidates excel in creative problem-solving while others shone in logical reasoning? This helps you understand not just who is good, but also how they’re good at solving problems.

But it’s not just about who you hire. These assessment results can be a goldmine for your team’s development too. Maybe you’ll spot areas where many candidates struggled. This could indicate a skill gap in your existing team and highlight areas for training and growth.

Finally, use these insights to enhance your hiring and training processes. It’s like fine-tuning a machine; with each assessment, you learn more about what makes a great problem-solver for your company. This way, you can continuously improve the skills assessment to better match your company’s evolving needs.

In short, the results from your problem-solving skills assessment aren’t just a one-time thing. They’re a resource for making smarter hiring decisions and for guiding ongoing employee development.

In summary, choosing the proper problem-solving skills assessment is key to unlocking the potential of your workforce. It’s not just about finding candidates who can think independently but about fostering a culture of innovative problem-solving that propels your organization forward. By prioritizing these assessments, you invest in individuals who can navigate complex challenges, drive change, and contribute to your business’s overall success and resilience.

Choose Testlify as your new remote assessment tool and assess your candidates quickly. Sign up now with Testlify and check out the vast test library.

Frequently asked questions (FAQs)

A problem-solving skills assessment is a tool used in hiring to evaluate a candidate’s ability to handle challenges and find solutions in work-related scenarios.

These assessments help identify candidates with strong analytical and creative thinking skills, crucial for navigating workplace challenges effectively.

By matching assessment challenges to real job scenarios, businesses can ensure candidates possess skills that align with their specific goals and needs.

Key practices include integrating the assessment smoothly into the hiring process, ensuring fairness, and clearly communicating its purpose to candidates.

Results are used for making informed hiring decisions and identifying skill gaps for employee training, enhancing overall team performance.

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What Are Problem-Solving Skills? (Definition, Examples, And How To List On A Resume)

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Summary. Problem-solving skills include analysis, creativity, prioritization, organization, and troubleshooting. To solve a problem, you need to use a variety of skills based on the needs of the situation. Most jobs essentially boil down to identifying and solving problems consistently and effectively. That’s why employers value problem-solving skills in job candidates for just about every role. We’ll cover problem-solving methods, ways to improve your problem-solving skills, and examples of showcasing your problem-solving skills during your job search . Key Takeaways: If you can show off your problem-solving skills on your resume , in your cover letter , and during a job interview, you’ll be one step closer to landing a job. Companies rely on employees who can handle unexpected challenges, identify persistent issues, and offer workable solutions in a positive way. It is important to improve problem solving skill because this is a skill that can be cultivated and nurtured so you can become better at dealing with problems over time. In This Article    Skip to section What Are Problem Solving Skills? Types of Problem-Solving Skills How to Improve Your Problem-Solving Skills Example Answers to Problem-Solving Interview Questions How to Show Off Problem-Solving Skills on a Resume Example Resume and Cover Letter With Problem-Solving Skills More About Problem-Solving Skills Problem Solving Skills FAQs References Sign Up For More Advice and Jobs Show More What Are Problem Solving Skills?

Problem-solving skills are skills that help you identify and solve problems effectively and efficiently . Your ability to solve problems is one of the main ways that hiring managers and recruiters assess candidates, as those with excellent problem-solving skills are more likely to autonomously carry out their responsibilities.

A true problem solver can look at a situation, find the cause of the problem (or causes, because there are often many issues at play), and then come up with a reasonable solution that effectively fixes the problem or at least remedies most of it.

The ability to solve problems is considered a soft skill , meaning that it’s more of a personality trait than a skill you’ve learned at school, on the job, or through technical training.

That being said, your proficiency with various hard skills will have a direct bearing on your ability to solve problems. For example, it doesn’t matter if you’re a great problem-solver; if you have no experience with astrophysics, you probably won’t be hired as a space station technician .

Types of Problem-Solving Skills

Problem-solving is considered a skill on its own, but it’s supported by many other skills that can help you be a better problem solver. These skills fall into a few different categories of problem-solving skills.

Problem recognition and analysis. The first step is to recognize that there is a problem and discover what it is or what the root cause of it is.

You can’t begin to solve a problem unless you’re aware of it. Sometimes you’ll see the problem yourself and other times you’ll be told about the problem. Both methods of discovery are very important, but they can require some different skills. The following can be an important part of the process:

Active listening

Data analysis

Historical analysis

Communication

Create possible solutions. You know what the problem is, and you might even know the why of it, but then what? Your next step is the come up with some solutions.

Most of the time, the first solution you come up with won’t be the right one. Don’t fall victim to knee-jerk reactions; try some of the following methods to give you solution options.

Brainstorming

Forecasting

Decision-making

Topic knowledge/understanding

Process flow

Evaluation of solution options. Now that you have a lot of solution options, it’s time to weed through them and start casting some aside. There might be some ridiculous ones, bad ones, and ones you know could never be implemented. Throw them away and focus on the potentially winning ideas.

This step is probably the one where a true, natural problem solver will shine. They intuitively can put together mental scenarios and try out solutions to see their plusses and minuses. If you’re still working on your skill set — try listing the pros and cons on a sheet of paper.

Prioritizing

Evaluating and weighing

Solution implementation. This is your “take action” step. Once you’ve decided which way to go, it’s time to head down that path and see if you were right. This step takes a lot of people and management skills to make it work for you.

Dependability

Teambuilding

Troubleshooting

Follow-Through

Believability

Trustworthiness

Project management

Evaluation of the solution. Was it a good solution? Did your plan work or did it fail miserably? Sometimes the evaluation step takes a lot of work and review to accurately determine effectiveness. The following skills might be essential for a thorough evaluation.

Customer service

Feedback responses

Flexibility

How to Improve Your Problem-Solving Skills

You now have a ton of skills in front of you. Some of them you have naturally and some — not so much. If you want to solve a problem, and you want to be known for doing that well and consistently, then it’s time to sharpen those skills.

Develop industry knowledge. Whether it’s broad-based industry knowledge, on-the-job training , or very specific knowledge about a small sector — knowing all that you can and feeling very confident in your knowledge goes a long way to learning how to solve problems.

Be a part of a solution. Step up and become involved in the problem-solving process. Don’t lead — but follow. Watch an expert solve the problem and, if you pay attention, you’ll learn how to solve a problem, too. Pay attention to the steps and the skills that a person uses.

Practice solving problems. Do some role-playing with a mentor , a professor , co-workers, other students — just start throwing problems out there and coming up with solutions and then detail how those solutions may play out.

Go a step further, find some real-world problems and create your solutions, then find out what they did to solve the problem in actuality.

Identify your weaknesses. If you could easily point out a few of your weaknesses in the list of skills above, then those are the areas you need to focus on improving. How you do it is incredibly varied, so find a method that works for you.

Solve some problems — for real. If the opportunity arises, step in and use your problem-solving skills. You’ll never really know how good (or bad) you are at it until you fail.

That’s right, failing will teach you so much more than succeeding will. You’ll learn how to go back and readdress the problem, find out where you went wrong, learn more from listening even better. Failure will be your best teacher ; it might not make you feel good, but it’ll make you a better problem-solver in the long run.

Example Answers to Problem-Solving Interview Questions

Once you’ve impressed a hiring manager with top-notch problem-solving skills on your resume and cover letter , you’ll need to continue selling yourself as a problem-solver in the job interview.

There are three main ways that employers can assess your problem-solving skills during an interview:

By asking questions that relate to your past experiences solving problems

Posing hypothetical problems for you to solve

By administering problem-solving tests and exercises

The third method varies wildly depending on what job you’re applying for, so we won’t attempt to cover all the possible problem-solving tests and exercises that may be a part of your application process.

Luckily, interview questions focused on problem-solving are pretty well-known, and most can be answered using the STAR method . STAR stands for situation, task, action, result, and it’s a great way to organize your answers to behavioral interview questions .

Let’s take a look at how to answer some common interview questions built to assess your problem-solving capabilities:

At my current job as an operations analyst at XYZ Inc., my boss set a quarterly goal to cut contractor spending by 25% while maintaining the same level of production and moving more processes in-house. It turned out that achieving this goal required hiring an additional 6 full-time employees, which got stalled due to the pandemic. I suggested that we widen our net and hire remote employees after our initial applicant pool had no solid candidates. I ran the analysis on overhead costs and found that if even 4 of the 6 employees were remote, we’d save 16% annually compared to the contractors’ rates. In the end, all 6 employees we hired were fully remote, and we cut costs by 26% while production rose by a modest amount.

I try to step back and gather research as my first step. For instance, I had a client who needed a graphic designer to work with Crello, which I had never seen before, let alone used. After getting the project details straight, I began meticulously studying the program the YouTube tutorials, and the quick course Crello provides. I also reached out to coworkers who had worked on projects for this same client in the past. Once I felt comfortable with the software, I started work immediately. It was a slower process because I had to be more methodical in my approach, but by putting in some extra hours, I turned in the project ahead of schedule. The client was thrilled with my work and was shocked to hear me joke afterward that it was my first time using Crello.

As a digital marketer , website traffic and conversion rates are my ultimate metrics. However, I also track less visible metrics that can illuminate the story behind the results. For instance, using Google Analytics, I found that 78% of our referral traffic was coming from one affiliate, but that these referrals were only accounting for 5% of our conversions. Another affiliate, who only accounted for about 10% of our referral traffic, was responsible for upwards of 30% of our conversions. I investigated further and found that the second, more effective affiliate was essentially qualifying our leads for us before sending them our way, which made it easier for us to close. I figured out exactly how they were sending us better customers, and reached out to the first, more prolific but less effective affiliate with my understanding of the results. They were able to change their pages that were referring us traffic, and our conversions from that source tripled in just a month. It showed me the importance of digging below the “big picture” metrics to see the mechanics of how revenue was really being generated through digital marketing.

How to Show Off Problem-Solving Skills on a Resume

You can bring up your problem-solving skills in your resume summary statement , in your work experience , and under your education section , if you’re a recent graduate. The key is to include items on your resume that speak direclty to your ability to solve problems and generate results.

If you can, quantify your problem-solving accomplishments on your your resume . Hiring managers and recruiters are always more impressed with results that include numbers because they provide much-needed context.

This sample resume for a Customer Service Representative will give you an idea of how you can work problem solving into your resume.

Example Resume and Cover Letter With Problem-Solving Skills

Michelle Beattle 111 Millennial Parkway Chicago, IL 60007 (555) 987-6543 [email protected] Professional Summary Qualified Customer Services Representative with 3 years in a high-pressure customer service environment. Professional, personable, and a true problem solver. Work History ABC Store — Customer Service Representative 01/2015 — 12/2017 Managed in-person and phone relations with customers coming in to pick up purchases, return purchased products, helped find and order items not on store shelves, and explained details and care of merchandise. Became a key player in the customer service department and was promoted to team lead. XYZ Store — Customer Service Representative/Night Manager 01/2018 — 03/2020, released due to Covid-19 layoffs Worked as the night manager of the customer service department and filled in daytime hours when needed. Streamlined a process of moving customers to the right department through an app to ease the burden on the phone lines and reduce customer wait time by 50%. Was working on additional wait time problems when the Covid-19 pandemic caused our stores to close permanently. Education Chicago Tech 2014-2016 Earned an Associate’s Degree in Principles of Customer Care Skills Strong customer service skills Excellent customer complaint resolution Stock record management Order fulfillment New product information Cash register skills and proficiency Leader in problem solving initiatives

You can see how the resume gives you a chance to point out your problem-solving skills and to show where you used them a few times. Your cover letter is your chance to introduce yourself and list a few things that make you stand out from the crowd.

Michelle Beattle 111 Millennial Parkway Chicago, IL 60007 (555) 987-6543 [email protected] Dear Mary McDonald, I am writing in response to your ad on Zippia for a Customer Service Representative . Thank you for taking the time to consider me for this position. Many people believe that a job in customer service is simply listening to people complain all day. I see the job as much more than that. It’s an opportunity to help people solve problems, make their experience with your company more enjoyable, and turn them into life-long advocates of your brand. Through my years of experience and my educational background at Chicago Tech, where I earned an Associate’s Degree in the Principles of Customer Care, I have learned that the customers are the lifeline of the business and without good customer service representatives, a business will falter. I see it as my mission to make each and every customer I come in contact with a fan. I have more than five years of experience in the Customer Services industry and had advanced my role at my last job to Night Manager. I am eager to again prove myself as a hard worker, a dedicated people person, and a problem solver that can be relied upon. I have built a professional reputation as an employee that respects all other employees and customers, as a manager who gets the job done and finds solutions when necessary, and a worker who dives in to learn all she can about the business. Most of my customers have been very satisfied with my resolution ideas and have returned to do business with us again. I believe my expertise would make me a great match for LMNO Store. I have enclosed my resume for your review, and I would appreciate having the opportunity to meet with you to further discuss my qualifications. Thank you again for your time and consideration. Sincerely, Michelle Beattle

More About Problem-Solving Skills

You’ve no doubt noticed that many of the skills listed in the problem-solving process are repeated. This is because having these abilities or talents is so important to the entire course of getting a problem solved.

In fact, they’re worthy of a little more attention. Many of them are similar, so we’ll pull them together and discuss how they’re important and how they work together.

Communication, active listening, and customer service skills. No matter where you are in the process of problem-solving, you need to be able to show that you’re listening and engaged and really hearing what the problem is or what a solution may be.

Obviously, the other part of this is being able to communicate effectively so people understand what you’re saying without confusion. Rolled into this are customer service skills , which really are all about listening and responding appropriately — it’s the ultimate in interpersonal communications.

Analysis (data and historical), research, and topic knowledge/understanding. This is how you intellectually grasp the issue and approach it. This can come from studying the topic and the process or it can come from knowledge you’ve gained after years in the business. But the best solutions come from people who thoroughly understand the problem.

Creativity, brainstorming, troubleshooting, and flexibility. All of you creative thinkers will like this area because it’s when your brain is at its best.

Coming up with ideas, collaborating with others, leaping over hurdles, and then being able to change courses immediately, if need be, are all essential. If you’re not creative by nature, then having a team of diverse thinkers can help you in this area.

Dependability, believability, trustworthiness, and follow-through. Think about it, these are all traits a person needs to have to make change happen and to make you comfortable taking that next step with them. Someone who is shifty and shady and never follows through, well, you’re simply not going to do what they ask, are you?

Leadership, teambuilding, decision-making, and project management. These are the skills that someone who is in charge is brimming with. These are the leaders you enjoy working for because you know they’re doing what they can to keep everything in working order. These skills can be learned but they’re often innate.

Prioritizing, prediction, forecasting, evaluating and weighing, and process flow. If you love flow charts, data analysis, prediction modeling, and all of that part of the equation, then you might have some great problem-solving abilities.

These are all great skills because they can help you weed out bad ideas, see flaws, and save massive amounts of time in trial and error.

Problem Solving Skills FAQs

What is a good example of problem-solving skills?

Good examples of porblem-solving skills include research, analysis, creativity, communciation, and decision-making. Each of these skills build off one another to contribute to the problem solving process. Research and analysis allow you to identify a problem.

Creativity and analysis help you consider different solutions. Meanwhile, communication and decision-making are key to working with others to solve a problem on a large scale.

What are 3 key attributes of a good problem solver?

3 key attributes of a good problem solver are persistence, intellegince, and empathy. Persistence is crucial to remain motivated to work through challenges. Inellegince is needed to make smart, informed choices. Empathy is crucial to maintain positive relationships with others as well as yourself.

What can I say instead of problem-solving skills?

Instead of saying problem-solving skills, you can say the following:

Critical thinker

Solutions-oriented

Engineering

Using different words is helpful, especially when writing your resume and cover letter.

What is problem-solving in the workplace?

Problem-solving in the workplace is the ability to work through any sort of challenge, conflict, or unexpected situation and still achieve business goals. Though it varies by profession, roblem-solving in the workplace is very important for almost any job, because probelms are inevitable. You need to have the appropriate level of problem-solving skills if you want to succeed in your career, whatever it may be.

Department of Labor – Problem Solving and Critical Thinking

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• Problem Solving Skills

Judgment Skills: 40 Useful Performance Feedback Phrases

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

Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Judgment Skills: Exceeds Expectations Phrases

• Looks at all sides of an issue or problem and weighs the options before making a decision
• Bases decisions on facts, filtering emotions, opinions, assumptions, expectations, and biases
• Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment
• Assesses the risks, including ethical risks, in new situations where there are little or no precedent, in order to make an informed decision
• Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision
• Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions
• Assesses the impact of the decision and modifies the course of action as needed
• Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign
• Facilitates a brainstorming session in order to generate possible names for a new product in the company
• Regularly surveys customers in order to evaluate the general impact of a change in pricing policy

Judgment Skills: Meets Expectations Phrases

• Compares the leadership potential and personal commitment of different project team members when choosing a project manager
• Creates time to research possible logistical or legal problems associated with a new company policy before implementing it
• Analyzes data from different focus groups in order to help select proper packaging for a new product in the company
• Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both
• Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options
• Selects the best option and avoids vagueness or weak compromises in trying to please everyone
• Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation
• Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary
• Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call
• Always rewards oneself after making a nice judgment call or decision and jots down how good it made one feel

Judgment Skills: Needs Improvement Phrases

• Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision
• Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it
• Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process
• Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation
• Does not monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems
• Does not create time to exercise, read or meditate thus sometimes lacks the strength to remain functional during a decision-making process
• Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear
• Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals
• Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision
• Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

Judgment Skills: Self Evaluation Questions

• Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?
• Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome
• Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?
• Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?
• Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?
• Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?
• In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?
• Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?
• In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?
• Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

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Table of Contents

The problem-solving process, how to solve problems: 5 steps, why is problem solving important, how to improve problem-solving skills, train to solve problems with lean today, mastering problem solving: boost business performance & achieve success.

Problem-solving is an essential skill that equips individuals and organizations to conquer obstacles and enhance their achievement of goals. Whether in personal or professional contexts, the ability to identify, analyze, and solve problems can be the catalyst for sound decision-making, innovation, and long-term success.

Whether it's managing limited resources or navigating complex obstacles, structured problem-solving offers a sense of control, uncovering effective solutions and fostering continuous improvement. In this article, we delve into the essence of problem-solving: the essential steps and how you can confidently enhance your skills to navigate challenges.

What is problem solving? Problem-solving basically identifies the definition of problems, locates the root of problems, prioritizes and selects various solutions, and implements the chosen solution.

There is no standard problem-solving process. More often than not, it's a proprietary practice that links your short—and long-term goals to the resources available. The point is that with most paradigms, it becomes central to reaching your goals more quickly and intelligently.

One such example is the Six Sigma framework, which emphasizes the eradication of errors and the perfection of a customer's experience, which helps to enhance business results. Motorola originated the Six Sigma process, which identifies issues from a customer satisfaction perspective along with enhanced product delivery.

Lean management is a similar methodology concerned with streamlining company processes over time so that they become "leaner" and produce better outcomes. Other problem-solving frameworks include the PDCA Cycle, the 8-D Method, and the A3 Problem-Solving Process, each with its unique approach to problem-solving.

Leaving the catchy, trendy business management lingo aside, the same thing emerges from both these frameworks: investing in your problem-solving process for personal and professional arenas will improve your productivity.

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Problem-solving requires a structured approach, considering that its purpose is to find the cause and implement whatever measures are necessary. The following table illustrates the five steps to solve problems:

Step Description 1. Define the Problem Clearly identify and understand the problem. Gather necessary data and feedback. 2. Analyze root causes Investigate the underlying root cause of the problem. Use tools like 5 Whys or Fishbone Diagram to analyze the root cause. 3. Brainstorm Solutions Generate a variety of possible solutions. Encourage creative thinking for the same. 4.  Choose and implement a solution Evaluate all the possible solutions. Select the most feasible solution. Execute it with a structured plan. 5. Monitor and review the outcome Track the effectiveness of the solution. Make changes if necessary to ensure success.

Step-by-step Description

1. define the problem.

A precise definition of a problem is the beginning of any problem-solving process. Understand symptoms, collect data , and seek feedback from the people concerned. A well-defined problem lays a sound foundation for finding the right solution.

2. Analyze Root Causes

Understanding why something happens always follows defining the problem. Tools like the 5 Whys or Fishbone Diagram are helpful in identifying the root causes of the issue. This ensures that you solve the real problem, not just the symptoms at the surface level.

3. Brainstorm Solutions

Once you understand the root cause of the problem, the next step is to brainstorm solutions. Encourage creativity and openness, freely generating various ideas without analysis or judgment. This will maximize your chances of finding an effective solution.

4. Choose and Implement a Solution

Once you have brainstormed, compare each feasible solution for viability, resources, impact, and risks. Then, select the most appropriate balance and create an action plan to mobilize it. Additionally, assign responsibilities, establish due dates, and ensure all parties involved know their role in implementing the solution.

5. Monitor and Review the Outcome

Once the solution is implemented, monitoring of its effectiveness becomes critical. The results will have to be followed by changes where necessary. Be prepared to shift to a different approach if the solution only partially solves the problem or new challenges arise. Improvement must be achieved to show that the solution was successful.

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Problem-solving is one of the most extraordinary abilities in business and personal life, enabling individuals or organizations to meet challenges, upgrade processes, and make informed decisions. For instance, in a business context, it can help in improving customer service or streamlining operations. In personal life, it can aid in managing finances or resolving conflicts. Here is why problem-solving is so essential:

1. Facilitates efficient decision-making: Problem-solving finds the root of problems and establishes the viability of alternatives; this generates deeper and more profound insight into decision-making . It ensures that decisions will be based on careful analyses, not guesswork or assumptions.

2. Continuous Improvement: In a culture of problem-solving, any organization can be more competitive and constantly work on improving its processes, products, and services. This commitment to improvement fosters a sense of achievement, making the organization more effective, innovative, and successful in the long run.

3. Minimizes Risks and Prevents Recurrence: Problem-solving prevents the recurrence of issues by finding the root cause. This reduces the risks that may appear, thus increasing the stability and reliability of systems and operations.

4. Improves Collaboration and Communication: Problem-solving generally involves collaboration between teams or departments, enhancing communication, ownership of solutions, and teamwork. It calls for diverse thinking, which can lead to creative and effective solutions.

5. Improves Adaptability and Resilience: Problem-solving is important in the rapidly changing world. Successful organizations and people are better at finding solutions faster and more effectively, which means they are resilient to new challenges and thus prosper in turbulent environments.

Problem-solving helps to overcome obstacles and make much better decisions. Several ways to improve your skills include the following:

1. Critical Thinking: Critical thinking encompasses objectively analyzing information and forming a call based on that analysis. In this regard, questioning assumptions, searching for evidential support, and analyzing data from varied perspectives are some things you can do to develop your critical thinking skills. Engage yourself in decomposing a complex problem or issue into smaller sub-components.

2. Develop Analytical Skills: Analytical skills are needed to identify patterns, trends, and even root causes of problems. Engage in activities that exercise the brain: puzzles, brain games, and even data analysis. Learn to look for relationships and causal relationships among variables.

3. Improving Creativity: Creativity is the root of generating innovative solutions. To develop creativity, expose your mind to different thoughts, read new disciplines, and take time for brainstorming—no judgment allowed. Visualize other lines of thought and think outside the box to find another solution.

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4. Not Giving Up on Mistakes: Learn from failures and mistakes. Reflect on different problems you have faced in the past, analyze what went wrong, and consider how you could do it better next time. Nothing is more effective than learning from experience to develop skills of solving problems

5. Improve Communication and Collaboration: Problem-solving often requires input from all directions. Improving your communication skills will help you gather information, share your ideas, and work with others accordingly. Take advantage of the opportunity to practice working on group problem-solving exercises and collaborate to make the most of team input.

6. Use Problem-Solving Frameworks: Learn structured methods, such as the PDCA Cycle or 8-D Method. These frameworks offer a structured way of solving problems and can be applied to various contexts.

7. Improve Decision-Making: Good decision-making provides the backbone of problem-solving. Strengthen this skill by weighing the pros and cons, considering both short-term and long-term impacts, and avoiding analysis paralysis. Being capable of making informed decisions faster and with confidence helps solve problems more effectively.

8. Be patient and remain calm: You must control your emotions to act responsibly, even under strong pressure. Learn to stand firm and composed when you need to find a solution to a complicated problem. Patience will help you see more clearly and avoid hasty decisions because the issue may escalate. 

9. Seek Feedback: Seek help from colleagues, mentors, or supervisors on your problem-solving process. Constructive feedback has great value: it might bring insight into areas for improvement, helping to refine your approach further.

Problem-solving skills are absolutely crucial to better decision-making, innovation, and long-term success. By building critical thinking, creativity, and collaboration, individuals and teams can then attack challenges with greater confidence. Through continuous practice in a step-by-step manner, you can develop the problem-solving skills to handle personal and professional challenges with much more ease.

You can now enhance your skills and become a quality expert with Simplilearn's Lean Six Sigma Green Belt . This Lean Six Sigma certification program will help you gain critical skills to excel in digital transformation projects while improving quality and ultimate business results.

The Lean Six Sigma Green Belt Certification Course will offer you a complete introduction to Six Sigma and DMAIC methodology, including how to measure company performance, identify issues and offer solutions using real-world examples.

1. How can limited resources benefit the problem-solving capability of an organization?

Resource limitations can even cause specific improvements in problem-solving skills by placing pressure on creativity and innovation. When teams have minimal resources, they often must think creatively, find ways to do the job more efficiently and make decisions based on the best possible outcomes. This approach fuels resourcefulness and might result in the simplification of processes, cost-cutting measures, or even better decision-making.

2. What is the last step of the problem-solving process?

Monitoring and reviewing the solution are the last steps in problem-solving. This is the step where one checks if the solution implemented has successfully resolved the problem at hand, monitors the outcomes, and makes the necessary adjustments. Continuous monitoring ensures long-term success and prohibits such issues in the future.

3. Which problem-solving step comes after implementing the plan?

The subsequent steps after implementation are monitoring and review of the implemented solution. This covers whether the solution has improved the problem, the measurement of results, and the necessary adjustments for improvement continuity.

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How to Evaluate Problem Solving in a Business

Each business day brings new challenges. A primary difference between a top-performing company and an average-performing company is the manner in which the organization addresses such challenges. In order to ensure a company's problem-solving strategy is a strength rather a weakness, the company must not only determine if it was successful in converting a challenge to an opportunity, but also evaluate the manner in which it solved the problem. Evaluating a business' problem solving capability requires consideration of several factors.

• Determine the degree to which the problem was correctly identified and defined. Consider if the problem was conceptualized in a way that supported the identification of a number of different possible root causes. For example, the problem definition "a decrease in sales" supports the identification of a number of root causes including an increase in the number of competitors, a need to ramp-up advertising, and a lack of appropriate training for the sales staff.
• Determine if the root problem was correctly identified. Consider if a root problem, rather than a symptom of the root problem, was addressed by the solution. For example, if the root problem is product quality and the symptom is a decrease in sales, a solution of additional sales tools will be ineffective in addressing the root problem.
• Review project data to determine if pertinent facts were considered in the decision process. Consider the reliability of the data sources and the completeness of the data gathered.
• Evaluate the resources employed to identify the appropriate solution. Find out if key personnel were selected on the basis of expertise rather than staff position. Determine if an appropriate project sponsor was identified, if appropriate stakeholders participated, and if third-party experts were used if internal personnel lacked the appropriate expertise.
• Review the agreed-to solution to evaluate its feasibility. Determine that the selected solution was ''best-in-class'' in light of other possible alternatives. Consider if a sufficient number of solutions were evaluated in order to develop a quality solution.
• Consider if the potential solutions were appropriately prioritized. For example, determine if the solution was selected simply on the basis of its implementation time-frame or cost.
• Discover if the set of options was fairly assessed. Determine if experts were consulted in the decision-making process, and if the advantages or disadvantages of the alternative solutions were completely and fairly considered.
• Determine if the decision-making process supported the prompt identification of an appropriate solution. Evaluate intermediate decision deadlines and consider operational costs that resulted from delays in process.
• Consider project responsibilities. Find out if appropriate individuals were assigned the responsibility to conduct particular elements of the solution.
• Evaluate the success measures established for the solution. Discover if the solution was implemented successfully within a designated time-frame and according to plan, and if it addressed the issue without unintended side effects.

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• Creative Problem Solving for Managers: Developing Skills for Decision Making and Innovation"; Tony Proctor; 2010
• "Quantitative Methods for Business "; Dennis J. Sweeney et al.; 2006
• Detroit Regional Chamber: The Basics of Business Problem Solving; James V McTevia
• "Entrepreneur": Solving Problems Checklist 012; Kepner et al.

Billie Nordmeyer works as a consultant advising small businesses and Fortune 500 companies on performance improvement initiatives, as well as SAP software selection and implementation. During her career, she has published business and technology-based articles and texts. Nordmeyer holds a Bachelor of Science in accounting, a Master of Arts in international management and a Master of Business Administration in finance.

How do I stop problem solving all the time when it's not useful!

Sarie & Lily share their first bitesize podcast series. This first episode is all about how we can stop problem solving and over analysing when we know it's not serving us! 

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• Show The Perfectly Imperfect Duo
• Frequency Updated Weekly
• Published September 9, 2024 at 9:00 AM UTC
• Length 12 min
• Rating Clean

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MGTO 30300 — Business Problem Solving (Harms/Balko)

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• Smart Homes and Internet of Things (IoT)
• Data Privacy, Concerns, and Applications

When researching smart homes, there are a few resources that will report directly on the topic. It will be wise, however, to incorporate information related to the internet of things (IoT) market as well as the various components that go into a smart home. IoT puts the concept of technologies communicating with one another over a network to regulate and provide a variety of services. Smart technologies are a prime example. The databases provided will provide research on smart homes and IoT as a concept, industry, market, and technologies related to. 

Recommended Resources

• Technavio Search smart home to view the US Smart Homes market report. This report takes current year data and projects the outlook of the market for Smart Homes and their various components for the next 5 years.
• Frost & Sullivan Provides various state of the market and development reports related to Smart Homes.
• BCC Research Select member login at top right, and click IP authenticate to access ND subscription. Provides access to market research reports on emerging technology markets such as advanced materials, biotechnology, chemicals, energy, healthcare, sensors, plastics, internet of things (IoT), and nanotechnology. Searches for internet of things (IoT), smart homes, or even just the term smart will capture market reports on most technologies related to this case.
• Statista Provides access to numerous statistical data sets relevant to the topics of smart homes and internet of things. Search the phrases smart homes and internet of things to get good results. Alternatively type smart and look through the autocomplete suggestions to generate ideas on specific smart technologies for further research.
• Mintel Academic Provides access to a full report on smart homes in the U.S. which provides consumer centric research on the topic.
• Major Smart Appliance Manufacturing in the US
• Smart Thermostat Manufacturing in the US
• Electronic Access Control System Manufacturing in the US
• Factiva An excellent source for current news and business periodical coverage of internet of things and smart home related topics. Very powerful in its searching capabilities as well. On the search tab in the database, experiment with the filter options located underneath the search form. For example, click the blue arrow next to the subject header to open the subject filter search box. Type privacy and select the autocomplete option for privacy issues. Once set, change the date dropdown to something current like the last year or 6 months, and then in the search form input "smart homes". You should receive news results concerning data privacy in smart homes.

Resources on this page provide research on topics of data privacy and cyber security in relation to Internet of Things (IoT) and as general concepts. There will also be some resources discussing international regulations in relation to data privacy. There are also resources which provide insight into the ways in which data can be used by businesses implementing smart technology solutions. When searching the following databases keep in mind some of the following potential search strings for drawing out good information:

"data privacy"

"data security"

"cyber security"

"data breach"

"internet of things" OR IoT

"smart homes"

" data analytics"

"data collection"

(smart OR "internet of things" OR IoT) AND ("data privacy" OR "data security" OR "cyber security")

"smart homes" AND ("data analytics" OR "data collection") AND benefit

• The digital harms of smart home devices: A systematic literature review Provides a high level overview of the various cybersecurity and privacy issues associated with various smart home integrations.
• ABI/INFORM Trade & Industry Provides access to articles, business periodicals, newsletters, and trade publications focused on industry and trade topics. Many articles cover topics of internet of things, smart homes, data concerns, and the potential uses of data in a business setting. Many search strings could likely work here.
• International Association of Privacy Professionals (IAPP) Report on Smart Homes Report authored by a professional organization whose major concern is data privacy issues. Provides a detailed overview of potential data issues in the construction of a basic smart home.
• Social Science Research Network Licensed for 20 simultaneous users. Provides access to specialized research and working papers in the social sciences, with topics covering accounting, economics, financial economics, legal scholarship, and management (including negotiation and marketing). Excellent resource for broad searches concerning data privacy discussing its impact on law, regulations, economics, and politics.
• Library, Information Science & Technology Abstracts Provides access to research articles focusing on the subject of library and information science. Cybersecurity, data privacy, and internet of things are each sub-disciplines of information science making this a data which responds well to searches using terminology in those areas. There will generally be less of a business slant to articles found here, but it is great for ironing concepts and discussing challenges.
• EconLit Provides access on research on the internet of things, smart homes, and data privacy from the perspective of global economic policy. Has numerous articles regarding implementations, pricing strategies, and regulations surrounding the topic.
• Google Scholar When combined with focused search strings, has the potential to draw out research that may not otherwise appear in other more specialized databases. Google Scholar is also a good resource for research on how businesses can make use of data to further their own efficiencies. Try a search like "smart homes" AND "data collection" AND business for resources from a different viewpoint.
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What is Problem Solving? (Steps, Techniques, Examples)

By Status.net Editorial Team on May 7, 2023 — 5 minutes to read

What Is Problem Solving?

Definition and importance.

Problem solving is the process of finding solutions to obstacles or challenges you encounter in your life or work. It is a crucial skill that allows you to tackle complex situations, adapt to changes, and overcome difficulties with ease. Mastering this ability will contribute to both your personal and professional growth, leading to more successful outcomes and better decision-making.

Problem-Solving Steps

The problem-solving process typically includes the following steps:

• Identify the issue : Recognize the problem that needs to be solved.
• Analyze the situation : Examine the issue in depth, gather all relevant information, and consider any limitations or constraints that may be present.
• Generate potential solutions : Brainstorm a list of possible solutions to the issue, without immediately judging or evaluating them.
• Evaluate options : Weigh the pros and cons of each potential solution, considering factors such as feasibility, effectiveness, and potential risks.
• Select the best solution : Choose the option that best addresses the problem and aligns with your objectives.
• Implement the solution : Put the selected solution into action and monitor the results to ensure it resolves the issue.
• Review and learn : Reflect on the problem-solving process, identify any improvements or adjustments that can be made, and apply these learnings to future situations.

Defining the Problem

To start tackling a problem, first, identify and understand it. Analyzing the issue thoroughly helps to clarify its scope and nature. Ask questions to gather information and consider the problem from various angles. Some strategies to define the problem include:

• Brainstorming with others
• Asking the 5 Ws and 1 H (Who, What, When, Where, Why, and How)
• Analyzing cause and effect
• Creating a problem statement

Generating Solutions

Once the problem is clearly understood, brainstorm possible solutions. Think creatively and keep an open mind, as well as considering lessons from past experiences. Consider:

• Creating a list of potential ideas to solve the problem
• Grouping and categorizing similar solutions
• Prioritizing potential solutions based on feasibility, cost, and resources required
• Involving others to share diverse opinions and inputs

Evaluating and Selecting Solutions

Evaluate each potential solution, weighing its pros and cons. To facilitate decision-making, use techniques such as:

• SWOT analysis (Strengths, Weaknesses, Opportunities, Threats)
• Decision-making matrices
• Pros and cons lists
• Risk assessments

After evaluating, choose the most suitable solution based on effectiveness, cost, and time constraints.

Implementing and Monitoring the Solution

Implement the chosen solution and monitor its progress. Key actions include:

• Communicating the solution to relevant parties
• Setting timelines and milestones
• Assigning tasks and responsibilities
• Monitoring the solution and making adjustments as necessary
• Evaluating the effectiveness of the solution after implementation

Utilize feedback from stakeholders and consider potential improvements. Remember that problem-solving is an ongoing process that can always be refined and enhanced.

Problem-Solving Techniques

During each step, you may find it helpful to utilize various problem-solving techniques, such as:

• Brainstorming : A free-flowing, open-minded session where ideas are generated and listed without judgment, to encourage creativity and innovative thinking.
• Root cause analysis : A method that explores the underlying causes of a problem to find the most effective solution rather than addressing superficial symptoms.
• SWOT analysis : A tool used to evaluate the strengths, weaknesses, opportunities, and threats related to a problem or decision, providing a comprehensive view of the situation.
• Mind mapping : A visual technique that uses diagrams to organize and connect ideas, helping to identify patterns, relationships, and possible solutions.

Brainstorming

When facing a problem, start by conducting a brainstorming session. Gather your team and encourage an open discussion where everyone contributes ideas, no matter how outlandish they may seem. This helps you:

• Generate a diverse range of solutions
• Encourage all team members to participate
• Foster creative thinking

When brainstorming, remember to:

• Reserve judgment until the session is over
• Encourage wild ideas
• Combine and improve upon ideas

Root Cause Analysis

For effective problem-solving, identifying the root cause of the issue at hand is crucial. Try these methods:

• 5 Whys : Ask “why” five times to get to the underlying cause.
• Fishbone Diagram : Create a diagram representing the problem and break it down into categories of potential causes.
• Pareto Analysis : Determine the few most significant causes underlying the majority of problems.

SWOT Analysis

SWOT analysis helps you examine the Strengths, Weaknesses, Opportunities, and Threats related to your problem. To perform a SWOT analysis:

• List your problem’s strengths, such as relevant resources or strong partnerships.
• Identify its weaknesses, such as knowledge gaps or limited resources.
• Explore opportunities, like trends or new technologies, that could help solve the problem.
• Recognize potential threats, like competition or regulatory barriers.

SWOT analysis aids in understanding the internal and external factors affecting the problem, which can help guide your solution.

Mind Mapping

A mind map is a visual representation of your problem and potential solutions. It enables you to organize information in a structured and intuitive manner. To create a mind map:

• Write the problem in the center of a blank page.
• Draw branches from the central problem to related sub-problems or contributing factors.
• Add more branches to represent potential solutions or further ideas.

Mind mapping allows you to visually see connections between ideas and promotes creativity in problem-solving.

Examples of Problem Solving in Various Contexts

In the business world, you might encounter problems related to finances, operations, or communication. Applying problem-solving skills in these situations could look like:

• Identifying areas of improvement in your company’s financial performance and implementing cost-saving measures
• Resolving internal conflicts among team members by listening and understanding different perspectives, then proposing and negotiating solutions
• Streamlining a process for better productivity by removing redundancies, automating tasks, or re-allocating resources

In educational contexts, problem-solving can be seen in various aspects, such as:

• Addressing a gap in students’ understanding by employing diverse teaching methods to cater to different learning styles
• Developing a strategy for successful time management to balance academic responsibilities and extracurricular activities
• Seeking resources and support to provide equal opportunities for learners with special needs or disabilities

Everyday life is full of challenges that require problem-solving skills. Some examples include:

• Overcoming a personal obstacle, such as improving your fitness level, by establishing achievable goals, measuring progress, and adjusting your approach accordingly
• Navigating a new environment or city by researching your surroundings, asking for directions, or using technology like GPS to guide you
• Dealing with a sudden change, like a change in your work schedule, by assessing the situation, identifying potential impacts, and adapting your plans to accommodate the change.
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Broncos' M.I.A. WR Marvin Mims Jr. Could be Answer to Offensive Problems

Luke patterson | 4 hours ago.

• Denver Broncos

When Denver Broncos head coach Sean Payton moved up to select wide receiver Marvin Mims Jr. in the second round of the 2023 NFL draft (No. 63), he was met with much criticism from the fan base and local media. Folks felt that the 5-foot-11, 182-pound playmaker from Oklahoma was a long way from replicating the dynamic, deep-threat type of receiver needed to lift the lid off NFL defenses. 

As a rookie, Mims quieted the doubters in Denver with an explosive first quarter of the season as a receiver and primary punt and kickoff returner, earning a Pro Bowl bid and second-team All-Pro honors. His dynamic returns ranked him No. 1 in average yards returned while also making him the fourth rookie in team history to earn a trip to the Pro Bowl, with just two Broncos having ever been named as a return specialist.

Mims disappeared on offense from Week 6 on but was a welcome addition to the Broncos' historically bad special teams. He showed early promise as a receiver, playing in 19 games with 22 receptions for 377 yards and a touchdown, including nine first downs. 

Surely, he’d be primed for an increased role in Year 2, especially with Payton singing Mims' praises for most of the offseason, vowing to more consistently utilize him as a receiver in 2024.

But that's not how it shook out in Week 1's loss in Seattle. Mims was mostly missing in action, finishing with just one target and zero receptions. Let's examine the disappearing act and how the Broncos can involve him to help lift Payton's failure-to-launch offense.

Snoozing in Seattle 

The Broncos' 26-20 opening loss to the Seattle Seahawks spelled a frustrating start to the season and the beginning of the Bo Nix era in Denver. In the aftermath, Payton remained loyal to his first-round rookie QB, accepting accountability for the mismanagement of offensive play calling and expressing frustration with the skilled positions of the Broncos offense.

The Broncos' leading receiver in Seattle was rookie seventh-rounder Devaughn Vele with eight catches for 39 yards, while Josh Reynolds led the team with 45 yards receiving (a long of 25 yards). Team captain Courtland Sutton was limited to four catches for 38 yards in Denver’s atrocious and ineffective passing game. 

Mims was nearly non-existent against Seattle, logging just 12 of Denver’s 69 offensive snaps with only that single target to speak of evidence that he played on offense. He did return five punts for 47 yards and three kickoffs for 69 yards, though.

While Mims doesn't have the right to insert himself into a game or influence formations and snap counts, the dynamic playmaker should be expected to receive reps on offense. As it stands, Mims is getting outworked by a late-round rookie and veteran practice-squad receiver in Lil’ Jordan Humphrey. 

Jerry Jeudy is in Cleveland and Tim Patrick in Detroit, which should motivate Mims to earn a prominent role in Payton’s offense. But it’s up to Mims to prove to Payton that he can be trusted to assist Nix in his development and ability to win football games every week. 

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Solving Broncos' Playmaker Problem

Say what you will about Payton, but the man has complete control over this football team. Nary a peep nor a rumor leaves Broncos HQ without the head coach’s knowledge or stamp of approval. 

Some folks in Broncos Country have speculated that perhaps Mims is confused and frustrated in his second season. There were some minor rumblings about him exchanging words with assistant and positional coaches during some of Denver's public training camp practices where a helmet may or may not have been thrown in the heat of the moment. 

If true, we’ve all been there before, where frustration gets the better of us, and before we’ve had time to reflect and recollect ourselves to move on. Mims likely shares the same frustration as his head coach, teammates, and fan base after opening the season with a loss, especially in a very winnable game for the Broncos. 

The good news is that Mims has an opportunity to get on the same page with Nix and Payton on Sunday against the Pittsburgh Steelers in Denver’s home opener. Steelers head coach Mike Tomlin’s infamously physical and intelligent defense presents threats via a pass rush led by T.J. Watt, while guarding the defensive backfield with veterans like Minkah Fitzpatrick.

Pittsburgh’s defense recorded two sacks, two interceptions, and five pass deflections in an 18-10 upset win on the road vs. the Atlanta Falcons in Week 1. This matchup dictates that Payton tasks Nix with the same quick release and deliberate decision-making that made him a first-round pick last April and won him the starting quarterback position. 

The best way to do that is to have Mims operate out of the slot in the short-to-medium pass game. He’ll need to be willing to contend with much bigger and more physically imposing defenders, including the Steelers' linebacker corps. Mims should get worked into that action with some creative play-calls. 

Bottom Line

Mims is the type of player who thirsts for the ball in open space, as most undersized offensive threats do. The man runs a 4.38-second 40-yard dash, for crying out loud, which screams for him to get the ball. An end-around or surprise reverse could catch the ‘Blitz-burgh’ defense off guard, especially with its formidable pass rush screaming upfield to sack Nix. 

Getting the football into Mims’ hands early and often as a receiver could restore the 22-year-old playmaker's missing confidence and momentum. That same momentum could transfer to special teams, an area where he's already made a name for himself in 2023 and assisted the Broncos in earning some tough wins. 

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LUKE PATTERSON

Luke Patterson has covered the Denver Broncos and NFL Draft at Mile High Huddle since 2020, though he's been on the beat since 2017. His works have been featured on Yahoo.com and BleacherReport.com and he has covered many college Pro Days on-site, the Shrine Bowl, the Senior Bowl, Broncos Training Camp, Broncos Local Pro Days, and various Broncos credentialed events.

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