critical thinking employee evaluation

55 Effective Performance Review Phrases to Use — and Which Ones to Avoid

Finding the right words can be challenging — especially when it comes to performance reviews . Managers have to strike the delicate balance between acknowledging successes and giving constructive feedback on areas of improvement.

In this guide, you’ll find best practice examples of performance review phrases, broken down by common themes seen in employee performance reviews. Think of this as a series of templates — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

People’s communication and interpersonal skills can vary widely, so it’s important to specifically highlight how an employee’s ability to communicate supports their success in their role — whether by deepening relationships with team members, managing difficult customers, or providing clear direction and constructive feedback to direct reports.

When evaluating employees on communication skills , make sure you consider their ability to promote clarity, specificity, and collaboration.

Positive Feedback Examples for Communication

• Often asks for immediate feedback to clarify and ensure understanding.
• Regularly asks well-prepared or thoughtfully composed questions.
• Quick to ask follow-up questions that pinpoint misunderstanding or a lack of foresight.
• Comfortable saying, “I’m not sure. Can I get back to you?“
• Asks others for their opinions and makes coworkers feel comfortable contributing.
• Collaborates cross-functionally and builds strong working relationships with other internal departments.
• Promotes cooperation, communication, and collaboration by sharing their own knowledge and inviting others to do the same.
• Explicitly communicates expectations, metrics, objectives, and key results to team members and direct reports.

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message.
• Exhibits difficulty breaking down complex issues into manageable parts.
• Is unwilling to commit their staff’s resources to other departments when asked.
• Forgets to include key stakeholders when sharing information with cross-functional teams.
• Is quick to share negative feedback without considering the recipient’s sensitivity.

Teamwork and Collaboration

Teamwork and collaboration skills are essential for a high-performance and employee engagement. Good team relationships not only increase job satisfaction and psychological safety for the individual, but they also make the whole team perform better too, supporting greater knowledge sharing and innovation .

“When an employee makes their coworkers’ work better, they’re bringing value to your company as a whole,” said ‍ Daivat Dholakia , Director of Operations at Force by Mojio , a GPS fleet-tracking app.

Positive Feedback Examples for Teamwork and Collaboration

• Elevates their team’s performance and productivity by [include one to two specific examples].
• Promotes collaboration on teams and encourages participation from individual members.
• Builds effective teams by helping team members play to their strengths.
• Fosters a sense of unity on teams, which encourages individual buy-in and helps the group reach its common goal.
• Insists on mutually respectful dialogue when resolving interpersonal problems or challenges .
• Provides positive affirmation and encouragement to balance constructive criticism.

Constructive Feedback Examples for Teamwork and Collaboration

• Fails to provide emotional encouragement or hands-on support to struggling members of the team.
• Discourages coworkers from volunteering ideas by interrupting others in team meetings.
• Responds aggressively when their authority is challenged.
• Takes individual credit for team success instead of crediting others for their contributions.

Goal Achievement

Evaluating how well employees have set and met their goals is a core part of the performance review process. As much as possible, managers need to tie what employees did to its outcome on the business. Linking the two clarifies to employees how their actions are helping advance the organization’s goals and agenda .

“I like to use phrases that home in on key positive traits of the employee that are benefitting our business, then back them up with specific examples,” said Ravi Parikh , CEO of RoverPass , a SaaS company that helps individuals book campsites. “If I can tie it to a clear outcome, I do.” Parikh offered this phrasing as an example: “Your implementation of chatbots on our websites contributed to a 21% rise in online sales this past year.”

Positive Feedback Examples for Goal Achievement

• Improved communication by [include one to three specific examples].
• Improved our service and/or production of X item or X service by Y%.
• Led X project that resulted in higher-than-expected profits in Y quarter.

Constructive Feedback Examples for Goal Achievement

• Has consistently struggled to achieve OKRs over the last X quarters.
• Often reports a lack of necessary resources to perform their job description adequately.
• Has trouble setting measurable goals that align with company strategic objectives.

Creativity, Problem-Solving, and Critical Thinking

Evaluating your employees’ creativity and problem-solving skills during the performance appraisal process means considering how they generate ideas, approach new challenges, and use their problem-solving ability to complete tasks. 

“[It’s important to] acknowledge an individual who develops creative strategies and seeks creative solutions to challenging obstacles,” said Lori Rassas , SPHR-certified employment attorney and author of It’s About You, Too: How to Manage Employee Resistance to Your Diversity Initiatives and Improve Workplace Culture and Profitability . “You want to be sure to acknowledge those who carefully evaluated the pros and cons of challenging decisions and excelled in seeking solutions.”

Positive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Identifies new approaches to complex problems or obstacles.
• Translates creative ideas into practical application to solve everyday issues.
• Analyzes possible barriers and bottlenecks to reduce delays.
• Resolved long-standing X problem with the creative workaround of Y.
• Understands when to take creative risks and when to stick with more conventional solutions.
• Drives creativity across the team by seeking out different perspectives and embracing experimentation.

Constructive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Struggles to adjust their quality of work in the face of a client’s changing needs.
• Unwilling to explore the creative ideas of peers.
• Struggles to see the patterns in recurring issues.

Flexibility and Adaptability

During times of change — like a merger or acquisition , layoff, or economic instability — adaptability is vital for keeping your employees motivated, engaged, and performing at their best. It’s what helps your people adjust quickly to a new work environment, maintain their work ethic during trying times, or proactively learn new skills to help them overcome new challenges. 

Positive Feedback Examples for Flexibility and Adaptability

• Shows a positive attitude when the team has to pivot quickly.
• Maintains composure when faced with stressful or unexpected situations.
• Quickly adapts to a new action plan when plans change or unexpected issues arise.
• Proactively focuses on professional development to accomplish new tasks or team goals.

Constructive Feedback Examples for Flexibility and Adaptability

• Unwilling or unable to listen to others’ points of view.
• Becomes frustrated and unfocused when faced with unexpected challenges.
• Resists implementing new company policies or programs in their day-to-day work.

Time Management and Dependability

Time management skills and dependability are a key component of a well-oiled, productive team. When evaluating this skill in performance reviews, it’s important to consider how well your employees manage their time in their individual tasks, as well as how this impacts the wider team’s goal accomplishment and employee engagement. 

Positive Feedback Examples for Time Management and Dependability

• Meets deadlines and delivers high-quality work on time.
• Demonstrated excellent task prioritization and project management skills when working on X project with Y team.
• Communicates in a timely manner when extra time is needed to complete a project.

Constructive Feedback Examples for Time Management and Dependability

• Appears to find time management difficult when working on specific tasks, including X and Y.
• Struggles with onsite punctuality when required.
• Struggles to manage time effectively when required to deliver under pressure.

Leadership and Management

Leadership and management isn’t just about evaluating how well your leaders lead. Instead, it’s just as much a chance to see how readily your individual contributors will support and mentor their colleagues, show initiative with decision-making, and take the wheel on team projects or company-wide initiatives. 

Positive Feedback Examples for Leadership and Management

• Demonstrates willingness to lead the onboarding process for new employees to the team.
• Founded and led a company-wide ERG.
• Mentors junior employees to help their professional development in X skill.
• Takes charge when required in group projects.

Constructive Feedback Examples for Leadership and Management

• Struggles with effective decision-making when leading a team project.
• Shows an unwillingness to participate in company mentorship program for junior employees.
• Can appear unsupportive or unhelpful when colleagues need help or advice.

3 Things to Avoid When Writing Performance Reviews

Getting the words right in a performance review means your employees have clear, specific information on what they’ve done well, what they need to improve, and critically, how they can get there. But beyond saying the right things, there are a few key rules of thumb when it comes to what to avoid saying in a performance review.

1. Don’t be vague.

You’d be surprised how often ambiguous wording slips into our written and verbal communication. This is even more true in business settings — we’re at greater risk of speaking or writing in vague terms because using jargon or clichés is so common.

Dholakia said this is why he avoids the term ‘team player,’ for instance: “It’s a meaningless term that doesn’t say anything concrete or specific about how the employee collaborates with others.”

For greater clarity and specificity during performance reviews, avoid business jargon, acronyms, or team-specific cultural references that might confuse a team member. Instead, opt for simple sentences and specific details that clearly point to next steps.

2. Avoid absolutes.

Use words like ‘always’ and ‘never’ sparingly, if at all. It’s rarely accurate that an employee always or never does something. If an employee is often late to work, avoid saying,“You’re always late” or, “You’re never punctual.” Rebecca Southern Mills , HR consultant and founder of Simplecated , said managers should provide more accurate and specific feedback, like, “You’ve been late to work at least twice a week for the last six months.”

3. Skip surprises.

Because managers and their direct reports should have open communication and exchange regular feedback , “nothing in a performance review should ever come as a surprise to a team member,” said Arron Grow, PhD , CEO at management consulting firm AP Grow and author of How to Not Suck As a Manager .

Great managers ensure employees know how they are performing, and whether they are exceeding expectations or not. “If something needs to be said to help a team member improve, have that conversation (or two) long before the performance review,” Grow advised. “Surprises are great for holidays and birthdays, but not for performance reviews.”

Performance Reviews Are Just One Piece of Performance Management

Words matter — and finding the words and phrases to accurately describe employee performance can be tough. But remember, even if you provide the most incisive, accurate, and motivational performance review, doing so in a vacuum absent of other feedback won’t get you far. 

To be effective, performance reviews must exist within the ecosystem of greater performance management , which includes mid-year and annual reviews , but also regular check-ins, like one-on-ones ; affirmations, like sharing everyday praise ; and a consistent culture of feedback .

‍Balancing all of these essential feedback processes requires you to match the specificity and clarity of your feedback with compassion, sensitivity, and empathy so that your employees feel recognized for their successes , understand their opportunities for growth and development , and understand what to do next to perform at their best.

While this might seem like a tall order, Lattice is here to help. If you’re a manager, download our free workbook, Preparing for Performance Reviews as a First-Time Manager . And if you’re an HR leader looking to enable your managers, request a demo to see our continuous feedback features in action.

Related content

Performance Reviews vs. Continuous Feedback

How to Conduct Performance Reviews for Multilingual Teams

The Difference Between Developmental and Performance Reviews (And Why You Need Both)

How to Write a Performance Review Self-Assessment

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A Short Guide to Building Your Team’s Critical Thinking Skills

• Matt Plummer

Critical thinking isn’t an innate skill. It can be learned.

Most employers lack an effective way to objectively assess critical thinking skills and most managers don’t know how to provide specific instruction to team members in need of becoming better thinkers. Instead, most managers employ a sink-or-swim approach, ultimately creating work-arounds to keep those who can’t figure out how to “swim” from making important decisions. But it doesn’t have to be this way. To demystify what critical thinking is and how it is developed, the author’s team turned to three research-backed models: The Halpern Critical Thinking Assessment, Pearson’s RED Critical Thinking Model, and Bloom’s Taxonomy. Using these models, they developed the Critical Thinking Roadmap, a framework that breaks critical thinking down into four measurable phases: the ability to execute, synthesize, recommend, and generate.

With critical thinking ranking among the most in-demand skills for job candidates , you would think that educational institutions would prepare candidates well to be exceptional thinkers, and employers would be adept at developing such skills in existing employees. Unfortunately, both are largely untrue.

• Matt Plummer (@mtplummer) is the founder of Zarvana, which offers online programs and coaching services to help working professionals become more productive by developing time-saving habits. Before starting Zarvana, Matt spent six years at Bain & Company spin-out, The Bridgespan Group, a strategy and management consulting firm for nonprofits, foundations, and philanthropists.  

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Employee Performance Review Phrases, Organized by Skill

Employee performance review phrases are essential tools that can significantly influence individual growth and overall organizational development. This article provides a comprehensive guide featuring actionable insights and carefully chosen phrases to enhance your review process. It highlights the importance of effective communication, underscoring how it can transform feedback sessions into meaningful conversations that foster improvement and motivation.

This guide offers targeted phrases for 19 essential skills, such as leadership and teamwork, to elevate your performance reviews. It’s designed to provide a balanced assessment, highlighting strengths and identifying growth areas. Using these phrases, you can create a positive and motivating review process that outlines a clear path for employee development. We aim to streamline performance evaluations into effective dialogues supporting individual and organizational growth.

Grasping the concepts presented in this article will equip you to conduct effective and uplifting performance reviews, turning them into a cornerstone for driving positive change within your team and organization.

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Understanding the basics of employee performance reviews.

Performance reviews are systematic evaluations of an employee’s work performance over a specific period. 

The purpose of performance reviews is multifaceted: 

• To provide feedback
• Guide employee development
• Inform decisions on promotions and rewards
• Enhance organizational performance

Effective performance reviews can significantly impact employee growth and organizational development. They offer a structured opportunity for reflection, feedback, and goal setting, fostering professional development and career advancement. These reviews can illuminate workforce strengths and gaps for organizations, informing strategic decisions and driving growth.

How to prepare for a meaningful performance review

Set clear objectives for the performance review.

Objectives should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) and aligned with the individual’s career aspirations and the organization’s strategic goals.

Create a comfortable and constructive review environment

Select a private and quiet location to ensure the discussion remains focused and uninterrupted. Encourage a two-way conversation, allowing employee input to foster a collaborative atmosphere. Concentrate on establishing a positive and forward-looking tone throughout the review, making it a constructive and encouraging experience.

Get your performance review phrases right

The language used in performance reviews can profoundly affect an employee’s performance, morale, and motivation . Accurate and constructive phrases can inspire growth and development, while poorly chosen words can demotivate and disengage.

Avoid making these mistakes in a performance review

Nearly 60% of millennial employees feel their supervisors lack the necessary skills to provide constructive criticism during performance evaluations. Don’t let that be you. 

• Lack of preparation: Always review data and set clear goals before the review.
• One-sided conversation: Foster dialogue by inviting employee feedback.
• Negative focus: Balance critiques with acknowledgment of successes.
• Vagueness: Use specific examples to clarify expectations and feedback.
• Ignoring future development: Set clear, actionable goals for growth.
• Infrequent feedback: Provide regular updates and support, not just annual reviews.
• Failure to document: Keep records of discussions and next steps.
• Bias in feedback: Stay objective and focus on measurable outcomes.
• Overlooking well-being: Consider the employee’s overall well-being in your assessment.
• Neglecting development opportunities: Tie feedback to career development paths.

Performance review phrases by skill

This section serves as the core of our guide, zooming in on performance review examples with crafted review phrases organized by skill. It is designed to equip managers and HR professionals with effective communication tools for providing constructive and balanced performance management feedback.

These phrases are tailored to celebrate successes and identify areas for development, ensuring feedback is both meaningful and actionable. Whether you’re recognizing an employee’s outstanding achievements or guiding them through areas of improvement, this guide facilitates clear, supportive conversations that can lead to personal growth and enhanced performance.

Quick navigation – Jump to a skill:

 1. coaching, training, and development review phrases.

• 2. Communication, active listening, and interpersonal skills
• 3. Teamwork and collaboration
• 4. Accountability and attendance
• 5. Attitude, dependability, and reliability
• 6. Leadership and management
• 7. Time management

8. Performance, productivity, and quality of work

9. customer service.

• 10. Creativity, flexibility, and innovation
• 11. Decision-making and problem-solving
• 12. Drive and motivation
• 13. Goal-setting and future planning
• 14. Strategic thinking and vision
• 15. Ethical conduct and integrity
• 16. Cultural competency and diversity awareness
• 17. Self-improvement and learning agility
• 18. Technical skills and proficiency
• 19. Professionalism

Tailoring coaching methods to individual needs, providing clear and actionable feedback, and fostering an environment conducive to learning and professional growth.

Required to enhance team capabilities and facilitate individual skill development across the board.

Particularly critical in education, human resources, and leadership roles, where direct mentorship and developmental initiatives are crucial.

Performance review phrases

Achieves or outperforms expectations:

• Actively seeks out educational opportunities to deepen understanding and meet performance objectives.
• Initiates engagement in new tasks and responsibilities to acquire and hone skills.
• Utilizes insights from training and coaching to elevate role performance effectively.
• Crafts comprehensive guides detailing job-specific procedures to aid trainees in retaining information.
• Demonstrates superior listening abilities, effectively clarifying and distilling information for team members.
• Employs questioning techniques to guide team members towards self-discovery, avoiding personal biases.
• Provides a supportive and positive team environment for trial and error.
• Offers constructive criticism tailored to assist individuals in strengthening areas of weakness.
• Shows an exceptional ability to connect with and understand individuals from diverse backgrounds.
• Encourages other team members to develop their own solutions, stepping back from imparting expert knowledge.

Needs improvement:

• Exhibits reluctance to participate in ongoing development programs, affecting skill progression.
• Shows hesitance in pursuing additional training opportunities for enhanced job performance and career development.
• Demonstrates little interest in incorporating skills or knowledge from training into daily activities.
• Rarely takes the initiative to mentor peers, provide constructive criticism, or share knowledge, overlooking chances for team advancement.
• Responds with frustration rather than calm guidance when errors are made.
• Often intervenes with solutions, depriving individuals of the chance to think independently.
• Frequently disrupts the coaching flow, potentially hindering important communications.
• Utilizes closed questioning, limiting the ability of individuals to generate their own ideas.
• Becomes overly invested in other team members goals, leading to disappointment in cases of unmet objectives.
• Fails to establish or monitor progress metrics, showing indifference to the individual’s development trajectory.

 2. Communication, active listening, and interpersonal skills

Practicing active listening and interpersonal skills, conveying information clearly and concisely, understanding non-verbal communication cues, and engaging in constructive dialogue.

Required for facilitating effective exchange of information, building relationships, and ensuring mutual understanding in all professional settings.

Particularly critical in customer service, sales, and health care, where clear communication, interpersonal skills, and empathetic listening significantly impact outcomes.

• Excels in both verbal and written communication skills.
• Practices active listening skills, ensuring full engagement in conversations.
• Builds rapport easily, fostering positive and strong working relationships.
• Navigates difficult conversations with professionalism and tact.
• Welcomes feedback, demonstrating openness to growth.
• Creates a supportive and inclusive team environment.
• Offers constructive feedback to support team development.
• Engages in collaborative problem-solving.
• Effectively communicates across all organizational levels.
• Encourages the sharing of diverse viewpoints, fostering innovation.
• Lacks clarity and conciseness in communication.
• Needs to develop more effective listening and communication skills.
• Prone to interrupting, disrupting the conversational flow.
• Requires better conflict resolution and diplomacy skills.
• Should be more welcoming of feedback for self-improvement.
• Inconsistent in maintaining effective team communication .
• Must improve documentation and capture of key discussions.
• Struggles with clear articulation of thoughts and ideas.
• Faces challenges in effective cross-level communication.
• Needs to lead discussions more effectively toward consensus in team meetings.

Poor communication in the workplace can increase employee turnover by 50% , highlighting the importance of clear communication for organizational success.

 3. Teamwork and collaboration

Sharing responsibilities equitably, respecting and valuing diverse perspectives, offering and seeking support, and maintaining a commitment to the team’s objectives.

Required to contribute effectively within team meetings and settings to achieve common goals across various projects and disciplines.

Particularly critical in project-based sectors like engineering, IT, and collaborative management roles, where teamwork drives success.

• Consistently supports and contributes to team goals.
• Demonstrates eagerness to help team members, enhancing group dynamics.
• Collaborates effectively, driving shared objectives to completion.
• Fosters a positive team atmosphere, uplifting colleagues.
• Offers assistance proactively, beyond own responsibilities.
• Embraces constructive feedback for personal and team growth.
• Shares knowledge and resources generously, facilitating team success.
• Respects and incorporates diverse perspectives in team discussions.
• Prioritizes team objectives, setting aside personal preferences when necessary.
• Engages in and facilitates meaningful, respectful discussions to resolve conflicts.
• Prefers working independently, missing opportunities for team collaboration.
• Hesitant to offer help or guidance, affecting team support mechanisms.
• Withholds information, impeding the flow of resources and insights.
• Disregards colleagues’ perspectives, limiting collaborative innovation.
• Inappropriately claims sole credit for team achievements, damaging morale.
• Fails to communicate effectively, causing misalignments and delays.
• Resists compromising, negatively impacting team cohesion and progress.
• Overlooks the importance of welcoming and mentoring new team members.
• Demonstrates inflexibility, limiting adaptability to team needs and changes.
• Prioritizes personal success over collective goals, undermining team spirit.

 4. Accountability and attendance

Consistently meeting deadlines, demonstrating reliability in task completion, maintaining punctuality, and showing a proactive approach to responsibilities.

Required for ensuring reliability and maintaining a strong sense of responsibility towards one’s duties and the team’s success.

Particularly critical in s ectors where reliability and timely presence directly impact operations and safety, such as health care, law enforcement, and manufacturing.

• Demonstrates exemplary attendance and punctuality, setting a high standard.
• Meets all scheduled commitments without fail, showing exceptional reliability.
• Exhibits minimal unplanned absences, reflecting strong dedication.
• Proactively communicates and manages planned absences, ensuring smooth team operations.
• Shows preparedness and engagement throughout all scheduled hours, contributing positively to the team.
• Coordinates effectively with colleagues to manage workloads during any absences.
• Maintains a commendable level of accountability, actively offering assistance and taking responsibility.
• Utilizes time efficiently, maximizing productivity and team contribution.
• Openly receives and applies feedback, viewing challenges as opportunities for growth.
• Practices integrity and builds trust through consistent performance and ethical actions.
• Leads initiatives for process improvement, demonstrating a proactive approach to enhancing team efficiency.
• Experiences difficulty in adhering to scheduled times, impacting team dynamics.
• Occasionally demonstrates a lack of forethought in planning for time off, necessitating better communication.
• Tardiness affects the team’s ability to meet its goals, indicating a need for improved time management.
• Absences are often not communicated in advance, leading to challenges in project continuity.
• Shows reluctance to fully embrace accountability, particularly in acknowledging areas for improvement.
• Feedback is not always received constructively, highlighting a need for a more open-minded approach.
• Misses deadlines, suggesting an area for growth in prioritizing and managing work commitments.
• Occasionally shifts responsibility to others, showing an opportunity to strengthen ownership of assigned tasks.
• Defensiveness in response to constructive criticism indicates a potential area for personal development.
• A pattern of inconsistent engagement suggests a need for enhanced focus on commitment and team support.

 5. Attitude, dependability, and reliability

Maintaining a positive and constructive attitude, demonstrating dependability in all assigned tasks, being a reliable team member, and adapting positively to change.

Required to foster a positive work environment and ensure consistent performance across all levels of an organization.

Particularly critical in service industries, an employee’s demeanor can significantly affect customer satisfaction and loyalty.

After a thorough final review to eliminate any potential repetitions and ensure each point is distinct, here is the refined list for “Attitude, Dependability, and Reliability”:

• Demonstrates exceptional punctuality and dedication, consistently meeting deadlines.
• Serves as a reliable cornerstone for crucial tasks, ensuring their flawless execution.
• Exceeds performance benchmarks with a steadfast commitment to excellence.
• Proven indispensable through consistent, high-quality contributions.
• Exhibits a proactive stance, taking full accountability for responsibilities.
• Maintains superior communication, effectively updating the team on progress.
• Thrives under pressure, showcasing resilience in challenging situations.
• Cultivates a positive work environment, uplifting peers with a motivating presence.
• Recognizes and appreciates team members’ efforts, fostering a culture of acknowledgment.
• Adapts seamlessly to change, embodying flexibility and a positive attitude toward new challenges.
• Struggles with consistent task reliability, undermining team trust.
• Shows variability in performance, lacking the consistency of peers.
• Often misses deadlines, requiring additional support to meet objectives.
• Work quality fluctuates, failing to meet established standards regularly.
• Exhibits disengagement, negatively affecting team dynamics and collaboration.
• Defensively responds to feedback, hindering personal and collective growth.
• Demonstrates a pessimistic view, often focusing on problems rather than solutions.
• Reluctant to fully engage with team efforts, impacting group success.
• Tardiness affects the team’s schedule and project kick-off efficiency.
• Needs to communicate and plan for absences to reduce team disruptions proactively.

 6. Leadership and management

Inspiring and motivating team members, demonstrating decision-making prowess, effectively resolving conflicts, and delegating tasks appropriately.

Required to guide teams toward achieving goals, making strategic decisions, and managing resources effectively.

Particularly critical in roles with direct oversight or strategic influence, including Executives, Managers, and Team Leaders.

• Strategically matches resource allocation with task urgency and team capacity.
• Cultivates a culture of reliability and mutual respect.
• Shares expertise actively, promoting collective learning and growth.
• Guides newcomers effectively, ensuring a seamless integration into the team.
• Fosters open communication, enhancing team dialogue and understanding.
• Recognizes and rewards exceptional performance consistently.
• Delegates tasks based on individual strengths, optimizing team effectiveness.
• Employs diverse strategies to motivate the team effectively.
• Provides continuous mentorship, contributing to the development of team skillsets.
• Encourages collaboration, significantly boosting team dynamics and performance.
• Provides inconsistent instructions, confusing team members and hindering clarity.
• Withholds recognition, significantly damaging team morale.
• Offers vague task explanations, impeding team progress.
• Demonstrates impatience with newcomers, lacking supportive mentorship.
• Delivers mixed messages about objectives, leading to uncertainty.
• Sets challenging goals without offering necessary support, demoralizing the team.
• Communicates guidance vaguely, causing misinterpretations and delays.
• Neglects to acknowledge team achievements publicly, reducing motivation.
• Shows preferential treatment, disrupting team unity and trust.
• Misses opportunities for staff development, limiting team growth and potential.

 7. Time management

Prioritizing tasks based on urgency and importance, planning and organizing work schedules efficiently, avoiding procrastination, and setting realistic deadlines. 

Required to prioritize tasks, manage time effectively , and meet deadlines is crucial in maximizing productivity in any role.

Particularly critical in roles with high autonomy and flexibility, such as consultants, freelancers, and remote teams, where effective time management directly influences performance.

• Diligently completes assignments on time, showcasing strong time management skills.
• Balances multiple tasks effectively, maintaining punctuality across projects.
• Utilizes time efficiently, focusing on prioritization of critical activities.
• Plans meticulously, including contingency measures for flexible adjustments.
• Manages simultaneous tasks without compromising quality.
• Distributes workloads thoughtfully to ensure team balance and project success.
• Maintains focus and minimizes distractions, enhancing productivity.
• Adheres to schedules strictly, ensuring reliable deadline completion.
• Communicates proactively about progress and potential timing challenges.
• Leads by example in meeting management, optimizing time for productivity.
• Often misses deadlines due to time management challenges .
• Struggles with organization, impacting time efficiency and productivity.
• Task prioritization needs refinement for improved workflow and efficiency.
• Overcommitment leads to overwhelm and a decrease in productivity.
• Faces difficulties in adapting to high-demand periods, affecting workload management.
• Exhibits a consistent pattern of missing deadlines, highlighting inefficiencies.
• Underestimates task duration, frequently causing delays.
• Struggles with maintaining focus, negatively affecting task quality.
• Requires further development in planning and scheduling skills for better time management.
• Demonstrates reluctance to take responsibility for delays, affecting team reliability.

Top tip for enhancing time management: Incorporate time tracking tools to elevate and measure employee efficiency. Acknowledge their use in performance reviews to motivate your team towards improved productivity and time management.

Focusing on detail-oriented work, seeking ways to improve processes and measure efficiency , maintaining a high standard of work quality, and consistently meeting or exceeding performance expectations.

Required for personal success and organizational growth.

Particularly critical in roles with tangible outputs, such as in Manufacturing, Software Development, and Quality Assurance, where productivity and quality have direct measurable impacts.

• Executes tasks with precision, delivering high-quality outcomes consistently.
• Demonstrates remarkable accuracy and attention to detail across various assignments.
• Balances substantial work volume while maintaining high-quality work.
• Shows adaptability by proactively taking on new roles and responsibilities.
• Exhibits deep knowledge and flawless execution of job duties.
• Leads initiatives that significantly improve performance and productivity.
• Completes assignments ahead of schedule, demonstrating exceptional efficiency.
• Innovates effective solutions for challenging scenarios, enhancing operational processes.
• Exceeds expectations, producing work that surpasses initial objectives with measurable success.
• Actively engages in self-improvement, using feedback to drive personal and professional growth.
• Consistently fails to meet monthly performance targets, indicating inefficiency.
• Exhibits more frequent errors than peers, highlighting a need for improved accuracy.
• Demonstrates a significant gap in understanding essential work processes.
• Shows reluctance to tackle new tasks, hindering professional growth.
• Struggles with focusing, adversely affecting the quality of work.
• Lacks essential job knowledge, negatively impacting performance outcomes.
• Submits work without thorough verification, leading to quality issues.
• Requires frequent assistance for essential job functions, suggesting a lack of independence.
• Overlooks critical details, compromising the completion of assignments.
• Faces challenges with task prioritization, affecting efficiency and deadlines.

Listening actively to customer needs, demonstrating empathy and understanding, resolving issues promptly and effectively, and maintaining a customer-focused attitude.

Required to ensure customer satisfaction through positive interactions and effective service delivery.

Particularly critical in retail, hospitality, and call center operations, where customer service excellence directly influences brand perception and loyalty.

​​Achieves or outperforms expectations:

• Regularly ensures customer satisfaction is the top priority, garnering positive reviews and loyalty.
• Demonstrates exceptional problem-resolution skills, swiftly addressing and rectifying customer issues.
• Displays deep empathy and patience when interacting with customers, enhancing their overall experience.
• Consistently maintains a positive demeanor, significantly enhancing the customer service environment.
• Attentively listens to and addresses customer needs, providing customized and meticulous service.
• Responds to customer queries with promptness and professionalism, ensuring clarity and satisfaction.
• Showcases comprehensive knowledge of products or services, guiding customers with accurate information.
• Shows limited ability to empathize with customers, often leading to unresolved grievances.
• Sometimes fails to promptly follow up on customer issues, resulting in inadequately resolved inquiries.
• Faces challenges in clear communication, sometimes causing customer dissatisfaction.
• Exhibits variability in offering correct and helpful customer advice or support.
• Could enhance skills in managing challenging customer interactions with more calmness and professionalism.
• Needs to be more actively soliciting customer feedback for service enhancement.

 10. Creativity, flexibility, and innovation

Encouraging innovative thinking, being open to new ideas and approaches, adapting strategies to overcome challenges, and fostering an environment that values creativity.

Required to be able to adapt to change and think creatively to provide innovative solutions to navigate challenges and seize opportunities.

Particularly critical in creative industries, marketing, advertising, design, and research & development, where innovation and adaptability drive success.

• Excels at devising creative solutions to complex problems, showcasing superior problem-solving skills.
• Innovates beyond conventional methods, demonstrating originality in thought.
• Proactively suggests improvements to organizational processes for ongoing enhancement.
• Leads impactful creative projects, significantly improving business outcomes.
• Encourages a culture of innovation, fostering collaboration and inventive thinking.
• Emerges as a key resource for inventive solutions in challenging scenarios.
• Develops new concepts that lead to significant enhancements in products or services.
• Blends creativity with practicality to tackle challenges in unique ways.
• Fosters an environment that rewards innovation and encourages risk-taking.
• Drives the organization forward by championing a proactive, innovative approach to problem-solving and development.
• Rarely motivates the team to seek creative solutions.
• Shows little initiative in proposing innovative ideas.
• Often opts for traditional approaches over original solutions.
• Rushes idea implementation without proper evaluation, causing setbacks.
• Discourages exploration of inventive solutions within the team.
• Demonstrates limited openness to the team’s innovative ideas.
• Exhibits a lack of interest in creative problem-solving methods.
• Prefers established methods to experimenting with new solutions.
• Reluctant to consider or support the team’s creative proposals.
• Does not cultivate an environment supportive of creativity and innovation.

According to McKinsey , 87% of executives consider innovation crucial for their organization’s success and expansion.

 11. Decision-making and problem-solving

Employing analytical skills to evaluate options, making decisions based on sound judgment and ethical considerations, solving problems creatively and efficiently, and learning from outcomes to improve future decision-making processes.

Required to analyze situations, make informed decisions, and solve problems with innovative solutions.

Particularly critical in strategic roles such as business analysis, health care, IT, and any position requiring regular critical thinking and problem-solving.

• Skillfully analyzes situations to craft innovative solutions.
• Demonstrates decisiveness and sound judgment in challenging scenarios.
• Employs creativity and critical thinking to solve problems innovatively.
• Adeptly prioritizes tasks and makes informed decisions when faced with difficulties.
• Thoroughly identifies root causes and implements targeted solutions.
• Considers all relevant factors meticulously before deciding on the best course of action.
• Maintains composure under pressure, making level-headed decisions.
• Utilizes past experiences and diverse perspectives to enhance decision-making.
• Breaks down complex issues into manageable parts for more straightforward resolution.
• Adapts strategies flexibly based on new insights, optimizing outcomes.
• Applies overly complex methods, complicating problem-solving.
• Struggles to resolve difficult problems efficiently.
• Hesitates to make decisions, delaying response times.
• Overlooks thorough information gathering, affecting the quality of decisions.
• Allows bias to overshadow objective judgment.
• Shows resistance to revising decisions despite new information.
• Prefers familiar methods, limiting innovative solution exploration.
• Demonstrates rigidity, reducing the adaptability in problem-solving approaches.
• Misses the broader implications of decisions, focusing too narrowly.
• Lacks proactivity in seeking inventive solutions to new challenges.

 12. Drive and motivation

Setting and pursuing challenging goals, maintaining a high level of self-motivation, demonstrating resilience in the face of setbacks, and continuously seeking opportunities for growth and improvement.

Required to achieve goals and pursue personal and professional growth and career success.

Particularly critical in sales and entrepreneurial endeavors, where individual drive and motivation directly impact success and income.

• Demonstrates exceptional self-motivation, taking initiative beyond expected standards.
• Pursues challenging goals with zeal, enhancing team and organizational success.
• Overcomes obstacles with persistence and determination, continuously advancing toward goals.
• Inspires colleagues through genuine passion and commitment to their work.
• Elevates team performance by motivating and energizing members toward excellence.
• Moves projects forward with notable drive, consistently delivering on initiatives.
• Embraces professional growth, actively seeking opportunities to learn and improve.
• Acts as a motivational force within the team, encouraging high levels of engagement.
• Takes full ownership and accountability, ensuring high-quality outcomes.
• Shows fluctuating enthusiasm and initiative, particularly with complex tasks.
• Struggles to maintain motivation consistently, affecting long-term engagement.
• Hesitates to embrace new responsibilities or growth opportunities.
• Has difficulty staying engaged during periods of lower interest, impacting overall productivity.
• Displays limited drive for task completion, occasionally hindering progress.
• Exhibits minimal interest in professional development or career advancement.
• Avoids assuming responsibility, affecting team trust and project success.

 13. Goal-setting and future planning

Establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, engaging in strategic thinking for future planning, anticipating potential challenges, and devising actionable steps to achieve objectives.

Required to set clear goals and plan for the future.

Particularly critical in strategic planning and financial advising roles where setting and achieving long-term objectives are central responsibilities.

• Showcases exceptional organizational skills, creating actionable plans with efficiency.
• Consistently meets or surpasses deadlines, proving to be highly reliable.
• Prioritizes tasks with precision, effectively managing urgency and importance.
• Allocates resources smartly to ensure projects conclude on schedule.
• Anticipates potential issues, crafting strategies to mitigate setbacks.
• Delegates tasks wisely, leveraging team strengths for optimal performance.
• Proactively adjusts to changes, maintaining project fluidity and adaptability.
• Keeps detailed documentation for clear communication and effective project tracking.
• Manages budgets skillfully, meeting financial targets without sacrificing quality.
• Implements SOPs to streamline operations, thereby boosting productivity and quality.
• Requires guidance to initiate and structure plans, showing dependency on direction.
• Occasionally procrastinates, impacting the timeliness of problem resolution.
• Struggles with task prioritization, leading to bottlenecks and delays.
• Needs oversight to adhere to deadlines, reflecting difficulties in autonomous scheduling.
• Becomes distracted, affecting the ability to manage time and interruptions effectively.
• Overlooks planning for necessary resources and potential project impediments.
• Has difficulty in revising plans based on new priorities, showing rigidity in approach.
• Lacks diligence in documentation, complicating project tracking and updates.
• Underestimates the importance of detailed planning, omitting crucial steps.
• Demonstrates a reactive stance towards goal-setting, lacking personal and project development initiative.

 14. Strategic thinking and vision

Developing a clear vision for the future, analyzing industry trends and market opportunities, innovating strategies to achieve long-term goals, and aligning team efforts with organizational objectives.

Required to align daily activities with broader organizational goals, and engaging in strategic thinking are crucial for contributing to long-term success.

Particularly critical in leadership and executive roles tasked with steering the strategic direction of businesses and organizations.

• Excels in strategic thinking, crafting innovative strategies for growth.
• Uses data analysis to uncover key opportunities for business advancement.
• Creates comprehensive contingency plans for future challenges.
• Promotes innovation and business improvement proactively.
• Facilitates meaningful discussions across all organizational levels about future paths.
• Encourages open, strategic discussions with unbiased facilitation.
• Outlines detailed plans for clear goal-setting and team alignment.
• Ensures progress and adherence to deadlines with regular strategic plan reviews.
• Gathers diverse leadership to foster a comprehensive planning approach.
• Adapts strategies flexibly in response to market dynamics and external factors.
• Demonstrates difficulty in employing strategic thinking for impactful planning.
• Struggles with effectively using data in decision-making.
• Often reacts to problems rather than engaging in proactive planning.
• Shows a lack of initiative in generating new ideas and solutions.
• Must align efforts more closely with the organization’s long-term goals.
• Could improve in organizing and prioritizing objectives for better efficiency.
• Needs to assess the financial implications of strategies for the budget more carefully.
• Needs to set more realistic timelines for achieving strategic goals.
• Might benefit from developing more robust contingency plans for unforeseen issues.
• Ensure strategic initiatives are well-supported with the necessary resources.

 15. Ethical conduct and integrity

Practicing honesty in all communications, maintaining confidentiality and privacy, adhering to professional and organizational ethical standards, and making decisions that reflect integrity and ethical considerations.

Required to uphold ethical standards and demonstrate integrity in professional conduct to build trust and credibility.

Particularly critical in professions such as legal, finance, and public service, where ethical conduct is paramount to maintaining public trust and adherence to regulatory standards.

• Upholds honesty and integrity, ensuring the ethical use of company resources.
• Treats all colleagues fairly, fostering an inclusive work environment.
• Resolves disputes with clients and partners through skilled negotiation.
• Promotes a positive workplace culture by discouraging negativity.
• Adheres to legal and ethical obligations, safeguarding company interests.
• Makes decisions based on a solid foundation of ethical principles.
• Maintains confidentiality and protects sensitive information diligently.
• Proactively addresses and reports ethical violations.
• Handles customer complaints with empathy, demonstrating professionalism.
• Leads by example in ethical conduct, inspiring others to uphold similar standards.
• Occasionally provided inaccurate information needing correction.
• Customer feedback points to instances of perceived dishonesty.
• Displays variability in applying ethical principles to decisions.
• Sometimes, expects higher integrity from others than self-demonstrated.
• Exhibits ethical conduct inconsistently.
• Recent incidents raise concerns about integrity.
• Actions have sometimes contradicted company ethical standards.
• Actions led to customer and financial losses through misleading conduct.
• Demonstrates a tendency to adapt ethical standards for personal benefit.
• Ethical flexibility has affected professional reputation and team morale.

85% of employees in organizations with a robust ethical culture report positive outcomes, compared to 0% in organizations with a weak ethical culture.

 16. Cultural competency and diversity awareness

Demonstrating sensitivity and openness to cultural differences, engaging in inclusive communication practices, adapting to diverse working and learning styles, and contributing to an environment that values diversity and inclusivity.

Required to work effectively across diverse cultural contexts and understand diverse perspectives, which is becoming increasingly important in a globalized work environment.

Particularly critical in organizations operating globally, educational institutions, and non-profits focused on inclusive practices.

• Actively respects and values cultural diversity, seeking to understand different perspectives.
• Pursues ongoing learning about various cultural practices and worldviews.
• Promotes unity through effective collaboration with people from diverse backgrounds.
• Leads by example in advocating for an inclusive workplace and initiating diversity efforts.
• Employs a results-oriented approach to inclusivity, focusing on achieving tangible outcomes.
• Demonstrates a thorough understanding of diversity issues, setting high standards for others.
• Commits resources to diversity initiatives, highlighting their significance.
• Encourages fairness and inclusivity, adhering to the principle of treating others equitably.
• Supports diversity actively, voicing and addressing broader concerns.
• Works against harassment, fostering a supportive and cooperative team environment.
• Demonstrates only a basic understanding of diverse cultures and needs to deepen this knowledge.
• Rarely pursues opportunities for cultural learning, missing out on personal and professional growth.
• Encounters challenges when communicating with colleagues from diverse backgrounds.
• Occasionally underestimates the importance of cultural sensitivity in the workplace.
• Shows hesitation in actively supporting and promoting diversity and inclusion initiatives.
• Provides limited support for diversity programs, rarely acknowledging their significance.
• At times, participates in or overlooks conversations that may not respect cultural differences.
• Overlooks assessing the inclusiveness of organizational practices and policies.
• Exhibits reluctance to accept feedback aimed at improving diversity awareness.
• Infrequently engages in activities that promote a deeper understanding of diversity.

 17. Self-improvement and learning agility

Actively seeking feedback for improvement, embracing new learning opportunities, demonstrating adaptability in the face of change, and maintaining a growth mindset focused on continuous personal and professional development.

Required to have the agility to learn and adapt to new information and challenges.

Particularly critical in fast-evolving industries such as technology and health care, where continuous learning and adaptation are necessary to stay current with advancements.

• Demonstrated outstanding dedication to professional growth by actively seeking and applying new knowledge.
• Adapted seamlessly to organizational changes, positively impacting team and project results.
• Proactively enhanced role-specific skills, significantly improving efficiency and work quality.
• Achieved challenging goals, demonstrating a strong commitment to personal and professional advancement.
• Advanced leadership and mentoring abilities, significantly boosting team performance.
• Actively pursued learning opportunities to expand knowledge and skills.
• Embraced risks in learning new skills, showing a dedication to continuous growth.
• Consistently sought professional development opportunities, eager to improve further.
• Fostered a culture of mutual learning among peers, strengthening the collaborative environment.
• Learned from past mistakes, exhibiting resilience and a positive attitude towards growth.
• Encouraged to engage more actively in continuous learning to meet evolving role demands.
• Needs to improve adaptability to organizational changes to maintain team productivity.
• Advised to expand the skill set in alignment with business evolution, increasing versatility.
• Recommended focusing on setting and achieving clear, aligned professional goals.
• Opportunity identified for further development in leadership skills through training and project leadership.
• Could better leverage past experiences for decision-making in new situations.
• Shows reluctance towards exploring new skill areas, potentially limiting growth.
• Benefits from embracing constructive feedback more openly as a developmental tool.
• Suggested adopting a more receptive approach to guidance and instruction on tasks.

 18. Technical skills and proficiency

Mastering job-specific technologies and tools, staying updated with the latest advancements in the field, applying technical knowledge to solve job-related challenges, and continuously seeking opportunities to enhance technical proficiency.

Required to maintain proficiency in relevant technical skills and tools is essential for enhancing job performance and productivity.

Particularly critical in specialized technical roles within sectors such as Information Technology, Engineering, Science, and any field that relies heavily on specific technical expertise.

After ensuring each statement under “Technical Skills and Proficiency” is distinct and focuses specifically on achievements and areas for improvement without repetition, the list is confirmed to be unique:

• Your advanced technical knowledge significantly boosts project outcomes and team efficiency.
• Implementing innovative technical solutions has elevated our team’s performance, showcasing your problem-solving creativity.
• Your adeptness at leveraging the latest technology has notably streamlined our processes, highlighting your proficiency.
• Sharing your technical expertise promotes continuous learning within the team, enhancing collective capabilities.
• Your commitment to staying updated with industry trends ensures our team remains competitive and innovative.
• Updating your technical knowledge is essential to align with current industry standards and improve your role effectiveness.
• Focusing on the practical implementation of your technical skills will enhance project outcomes.
• Increasing adaptability to new technologies is crucial for boosting work efficiency and team performance.
• Improving the clarity of your technical communications will facilitate better understanding and project success.
• Expanding your technical skill set to include emerging tools will broaden your expertise and increase your value to the team

 19. Professionalism

Maintaining high standards of work quality and ethical behavior, adhering to workplace norms and policies, demonstrating respect and courtesy in all professional interactions, and positively representing the organization’s values and brand.

Required to exhibit professionalism through reliable work performance, ethical conduct, and appropriate workplace behavior.

Particularly critical in corporate environments, legal professions, and consulting roles, where professional demeanor and adherence to ethical standards are closely observed and valued.

After a thorough final review to guarantee that each statement under “Professionalism” uniquely addresses different aspects of professionalism, focusing on achievements and areas for improvement without repetition, here’s the concise list:

• Shows unwavering dedication to punctuality and thoroughness in task completion.
• Strives for excellence, continuously refining work to meet the highest standards.
• Engages deeply with the role, offering innovative ideas to contribute to the organization’s success.
• Maintains and applies comprehensive professional knowledge effectively.
• Seeks continuous self-improvement to elevate work performance and quality.
• Exhibits a positive attitude and resilience, even under challenging conditions.
• Commits to producing high-quality outcomes, focusing on precision and detail.
• Stays abreast of industry trends for ongoing professional growth and adaptation.
• Approaches problem-solving with diligence, aiming for thoughtful and effective solutions.
• Surpasses job expectations, inspiring others through passion and a high level of professionalism.
• Struggles to complete core job responsibilities consistently.
• Shows a lack of engagement, detrimentally affecting job performance.
• Demonstrates a need for punctuality and a more professional demeanor.
• Sometimes delivers work below the expected quality standards.
• Resists using feedback for improvement and lacks initiative.
• Falls short in keeping knowledge up-to-date with professional standards.
• Occasionally acts in ways that tarnish the organization’s professional image.
• Hesitates to tackle challenges directly, hindering team efficiency.
• Shows reluctance to take on extra duties, reducing support for the team.
• Exhibits reluctance to exert additional effort in crucial project stages.

Enhancing performance reviews with effective communication skills

The role of active listening in performance reviews: Active listening involves giving full attention, understanding the message, responding appropriately, and remembering what is said. Performance reviews help gather accurate information and show respect for the employee’s input.

The importance of non-verbal communication: Non-verbal cues, such as eye contact, body language, and facial expressions, are crucial in conveying sincerity and empathy during reviews.

Tips for ensuring clear communication and mutual understanding

• Use simple, clear language, avoiding jargon.
• Encourage questions to clarify doubts.
• Summarize key points to ensure mutual understanding.

Handling difficult conversations

• Strategies for Addressing Performance Issues and Sensitive Topics:
• Approach the conversation with empathy and professionalism.
• Be direct but respectful when discussing areas for improvement .
• Focus on facts and behaviors rather than personal attributes.

Phrases that help maintain professionalism and empathy

• “I’ve noticed some challenges in area X. Let’s talk about what support you need.”
• “Your contributions in Y have been invaluable, and I’d love to see more of that effort.”

How to conclude difficult conversations positively

• Summarize the key takeaways and agreed-upon action plans.
• Express confidence in the employee’s ability to improve and grow.
• Offer ongoing support and resources for development.

Tips on balancing positive and constructive feedback

• Start with positive achievements and strengths before discussing areas for improvement.
• Ensure critiques are specific and accompanied by suggestions for growth.

Discuss the importance of self-evaluation in the review process

Self-evaluation encourages employees to reflect on their performance, recognize their achievements, and identify areas for self-improvement. It promotes self-awareness and personal responsibility for professional development.

 Conclusion

With this guide, you’re now ready to conduct performance reviews that highlight achievements and pave the way for future growth. The foundation of effective evaluations lies in fostering an environment of continuous betterment and open dialogue. This toolkit is your ally in transforming the review process into a constructive force that propels individual advancement and organizational success. Allow these strategies to motivate your team, framing feedback as an opportunity for growth and setting the stage for shared accomplishments.

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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

25 performance review questions (and how to use them)

How a performance review template improves the feedback process, 10 performance review tips to drastically move the needle, 53 performance review examples to boost growth, 5 tactics for managing managers effectively — and why it matters, agile performance management: how to improve an agile team, 37 innovation and creativity appraisal comments, how to manage poor performance in 5 steps, why today's high-performance culture isn't what you think it is, 10 problem-solving strategies to turn challenges on their head, teamwork skills self-appraisal comments: 40 example phrases, your complete guide to self-assessments (with examples), 30 communication feedback examples, 30 customer service review examples to develop your team, 15 tips for your end-of-year reviews, 8 creative solutions to your most challenging problems, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Analytical Skills: 25 Performance Review Phrases Examples

Evaluating an employee’s analytical skills in a performance review provides valuable feedback that can help them develop and hone these abilities further. Doing so can lead to improved job performance and better decision-making.

Related: Best Performance Review Examples for 48 Key Skills

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

Performance Review Questions: Analytical Skills

1. Does the employee seek out feedback and use it to improve their analytical skills? Are they open to learning new techniques and approaches to problem-solving? 2. How does the employee approach problem-solving? Are they able to break down complex problems into smaller, more manageable tasks? 3. Does the employee use data and research to inform their decisions? How do they gather and analyze information to make informed decisions? 4. How well does the employee identify patterns and trends? Are they able to spot potential issues before they become major problems? 5. Can the employee think creatively and outside the box when it comes to problem-solving? Are they able to come up with innovative solutions to complex problems? 6. How well does the employee prioritize tasks and manage their time to meet deadlines? Do they use their analytical skills to determine which tasks are most important and require the most attention?

Performance Review Phrases and Paragraphs Examples: Analytical Skills

5 – outstanding.

Employees who demonstrate outstanding analytical skills are able to quickly absorb information, recognize patterns, and make well-informed decisions. When faced with complex situations, they can break them down into smaller, manageable tasks, and then reassemble the pieces to gain a clear understanding.

Phrases Examples:

• Consistently displays an impressive ability to analyze large amounts of data and draw useful conclusions.
• Expertly identifies critical factors and addresses them effectively in his decision-making process.
• Consistently demonstrates exceptional problem-solving skills.
• Proactively identifies issues and develops innovative solutions.
• Exhibits a keen ability to analyze complex data and draw comprehensive conclusions.
• Exceptional ability to analyze complex data and patterns.
• Consistently anticipates potential problems and develops solutions.
• Excels at identifying trends and determining their impact on the company’s goals and objectives.

Paragraph Example:

“Samantha consistently excels in her analytical skills by applying her expertise when working on complex projects. Her ability to identify patterns and trends in data is remarkable, as it has led to numerous business-saving insights. Samantha also consistently anticipates potential problems, enabling her team to develop effective solutions before the issues escalate.”

4 – Exceeds Expectations

An employee who exceeds expectations in analytical skills demonstrates a high level of aptitude in identifying and solving problems. They have a keen sense of which factors should be prioritized, and they can synthesize information from various sources to arrive at sound conclusions.

• Excels at evaluating multiple solutions to find the most effective and efficient approach.
• Can effortlessly adapt his analytical methods to suit a variety of situations.
• Frequently employs a logical and systematic approach to solving problems.
• Effectively identifies potential issues and proposes suitable solutions.
• Skilled at analyzing data and making well-informed decisions.
• Regularly demonstrates strong analytical skills when working on projects.
• Successfully applies knowledge to identify insights and potential opportunities.
• Adept at forecasting trends and implications accurately, benefiting overall business decisions.

“Tom has proven time and again that his analytical skills surpass expectations. He successfully applies his knowledge to pinpoint valuable insights and uncover new business opportunities. His proficiency in forecasting trends and their implications has resulted in better decision-making and a positive impact on our company.”

3 – Meets Expectations

Meeting expectations in analytical skills means an employee is able to effectively solve problems and make decisions using relevant information and critical thinking. They can make sense of available data, and recognize when more information is needed.

• Demonstrates a satisfactory level of analytical thinking.
• Can identify issues and offer workable solutions.
• Capable of examining data and making appropriate decisions.
• Adequate analytical skills showcased when needed.
• Generally able to identify patterns and trends in data.
• Can usually devise solutions to problems, given adequate time and resources.

“Sarah meets expectations in her role when it comes to analytical skills. She shows an ability to work with data, but sometimes requires additional time and resources before arriving at a solution. Sarah is generally able to recognize patterns and trends, but improvement in this area would lead to greater success in her role.”

2 – Needs Improvement

An employee who needs improvement in analytical skills may struggle to gather essential information, or they may overlook crucial details when making decisions. They may have difficulty breaking down complex problems, or they may struggle with seeing the broader implications of their decisions.

• Struggles with conducting thorough data analysis.
• Sometimes lacks a logical approach to problem-solving.
• May occasionally overlook crucial details when making decisions.
• Struggles to interpret complex data accurately.
• Often overlooks important patterns and trends in the information.
• Lacks confidence in suggesting solutions to problems based on analysis.

“John struggles with his analytical skills and often has difficulty interpreting complex data. This has led to missing important patterns and trends that could provide valuable insights. Additionally, he lacks the confidence to suggest solutions based on his analysis and could benefit from additional training or mentorship in this area.”

1 – Unacceptable

An employee with unacceptable analytical skills may consistently make poor decisions or fail to recognize and solve problems. They can overlook important information or fail to see the connections between different pieces of data, which can lead to significant harm to projects or business operations.

• Fails to demonstrate basic problem-solving skills.
• Lacks the ability to analyze data and make informed decisions.
• Consistently overlooks important details, leading to poor choices.
• Fails to demonstrate basic analytical skills.
• Largely unable to accurately interpret data or discern patterns.
• Regularly makes poor decisions or recommendations based on flawed analysis.

“(Employee) consistently demonstrates an outstanding level of analytical skills. He frequently examines complex data and uses logic to draw comprehensive conclusions. As a result, he has become an essential member of the team, proactively identifying issues and developing innovative solutions. We encourage (Employee) to continue refining his analytical abilities and sharing his expertise with colleagues.”

“Jane’s analytical skills are alarmingly lacking for her role. She consistently fails to demonstrate even the most basic understanding of interpreting data and discerning patterns. Consequently, her poor decisions and recommendations have significant ramifications for the business. Immediate intervention is necessary to address this unacceptable performance.”

Frequently Asked Questions

What are some common phrases used to evaluate analytical skills in a performance review.

• Consistently identifies and addresses complex issues in a timely manner
• Skillfully solves problems by analyzing relevant information
• Demonstrates excellent attention to detail and accuracy in analyzing data
• Frequently anticipates challenges and proactively develops strategies to overcome them

What are example phrases for assessing outstanding analytical skills in a performance review?

• Expertly applies advanced analytical techniques to optimize efficiency and productivity
• Seamlessly identifies and implements innovative data-driven solutions
• Demonstrates a deep understanding of complex issues and consistently provides sound recommendations
• Excels at identifying significant trends and anticipating their impact on the business

How can an employee with excellent analytical abilities be described in a performance review?

Example: “Samantha’s exceptional analytical skills greatly contribute to the success of her projects. She consistently provides data-driven insights that improve decision-making and drive results. Samantha has a keen eye for identifying and addressing potentially overlooked factors and does not hesitate to offer well-reasoned alternative solutions.”

What phrases are typically used when an employee’s analytical skills need improvement?

• Struggles to provide well-reasoned recommendations based on data analysis
• Encountering difficulty in identifying patterns or trends within data sets
• Requires additional guidance when faced with complex problems or issues
• Can benefit from further training in data analysis or problem-solving techniques

How can one address unacceptable analytical skills in a performance review?

Example: “Robert has consistently demonstrated difficulties in applying analytical thinking to his work. This has resulted in missed opportunities for data-driven decision-making and inefficient problem-solving. He is encouraged to seek additional training and support to improve his understanding and application of analytical techniques. It is essential that he shows significant progress in this area for his future success within the team.”

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Catch These Benefits! 13 Examples of Critical Thinking in the Workplace

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Your team is dealing with a sudden decrease in sales, and you’re not sure why.

When this happens, do you quickly make random changes and hope they work? Or do you pause, bring your team together , and analyze the problem using critical thinking?

In the pages ahead, we’ll share examples of critical thinking in the workplace to show how critical thinking can help you build a successful team and business.

Ready to make critical thinking a part of your office culture?

Let’s dive in!

What Is Critical Thinking? A Quick Definition

Critical thinking is the systematic approach of being a sharp-minded analyst. It involves asking questions, verifying facts, and using your intellect to make decisions and solve problems.

The process of thinking critically is built upon a foundation of six major steps:

• Comprehension
• Application
• Creation/Action

First, you gather “knowledge” by learning about something and understanding it. After that, you put what you’ve learned into action, known as “application.” When you start looking closely at the details, you do the “analysis.”

After analyzing, you put all those details together to create something new, which we call “synthesis.” Finally, you take action based on all your thinking, and that’s the “creation” or “action” step.

Examples of Critical Thinking in the Workplace

Even if the tasks are repetitive, or even if employees are required to follow strict rules, critical thinking is still important. It helps to deal with unexpected challenges and improve processes.

Let’s delve into 13 real examples to see how critical thinking works in practice.

1. Evaluating the pros and cons of each option

Are you unsure which choice is the best? Critical thinking helps you look at the good and bad sides of each option. This ensures that you make decisions based on facts and not just guesses.

Product development : For example, a product development team is deciding whether to launch a new product . They must evaluate the pros and cons of various features, production methods, and marketing strategies to make an informed decision. Obviously, the more complete their evaluation is, the better decisions they can make.

2. Breaking down complex problems into smaller, manageable parts

In the face of complex problems, critical thinkers are able to make the problem easier to solve. How? They create a step-by-step process to address each component separately.

Product deliveries and customer support . Imagine you work in a customer service department, and there has been a sudden increase in customer complaints about delayed deliveries. You need to figure out the root causes and come up with a solution.

So, you break down the problem into pieces – the shipping process, warehouse operations, delivery routes, customer communication, and product availability. This helps you find out the major causes, which are:

• insufficient staff in the packaging department, and
• high volume of orders during specific weeks in a year.

So, when you focus on smaller parts, you can understand and address each aspect better. As a result, you can find practical solutions to the larger issue of delayed deliveries.

3. Finding, evaluating and using information effectively

In today’s world, information is power. Using it wisely can help you and your team succeed. And critical thinkers know where to find the right information and how to check if it’s reliable.

Market research : Let’s say a marketing team is conducting market research to launch a new product. They must find, assess, and use market data to understand customer needs, competitor tactics, and market trends. Only with this information at hand can they create an effective marketing plan.

4. Paying attention to details while also seeing the bigger picture

Are you great at noticing small things? But can you also see how they fit into the larger picture? Critical thinking helps you do both. It’s like zooming in and out with a camera. Why is it essential? It helps you see the full story and avoid tunnel vision.

Strategic planning . For instance, during strategic planning, executives must pay attention to the details of the company’s financial data, market changes, and internal potential. At the same time, they must consider the bigger picture of long-term goals and growth strategies.

5. Making informed decisions by considering all available information

Ever made a choice without thinking it through? Critical thinkers gather all the facts before they decide. It ensures your decisions are smart and well-informed.

Data analysis . For example, data analysts have to examine large datasets to discover trends and patterns. They use critical thinking to understand the significance of these findings, get useful insights, and provide recommendations for improvement.

6. Recognizing biases and assumptions

Too many workplaces suffer from unfair and biased decisions. Make sure yours isn’t on this list. Critical thinkers are self-aware and can spot their own biases. Obviously, this allows them to make more objective decisions.

Conflict resolution . Suppose a manager needs to mediate a conflict between two team members. Critical thinking is essential to understand the underlying causes, evaluate the validity of each person’s opinion, and find a fair solution.

Hiring decisions . Here’s another example. When hiring new employees, HR professionals need to critically assess candidates’ qualifications, experience, and cultural fit. At the same time, they have to “silence” their own assumptions to make unbiased hiring decisions.

7. Optimizing processes for efficiency

Critical thinking examples in the workplace clearly show how teams can improve their processes.

Customer service . Imagine a company that sells gadgets. When customers have problems, the customer service team reads their feedback. For example, if many people struggle to use a gadget, they think about why that’s happening. Maybe the instructions aren’t clear, or the gadget is too tricky to set up.

So, they work together to make things better. They make a new, easier guide and improve the gadget’s instructions. As a result, fewer customers complain, and everyone is happier with the products and service.

8. Analyzing gaps and filling them in

Discovering problems in your company isn’t always obvious. Sometimes, you need to find what’s not working well to help your team do better. That’s where critical thinking comes in.

Training and development . HR professionals, for instance, critically analyze skill gaps within the organization to design training programs. Without deep analysis, they can’t address specific needs and upskill their employees .

9. Contributing effectively to team discussions

In a workplace, everyone needs to join meetings by saying what they think and listening to everyone else. Effective participation, in fact, depends on critical thinking because it’s the best shortcut to reach collective decisions.

Team meetings . In a brainstorming session, you and your colleagues are like puzzle pieces, each with a unique idea. To succeed, you listen to each other’s thoughts, mix and match those ideas, and together, you create the perfect picture – the best plan for your project.

10. Contributing effectively to problem-solving

Effective problem-solving typically involves critical thinking, with team members offering valuable insights and solutions based on their analysis of the situation.

Innovative SaaS product development . Let’s say a cross-functional team faces a challenging innovation problem. So, they use critical thinking to brainstorm creative solutions and evaluate the feasibility of each idea. Afterwards, they select the most promising one for further development.

11. Making accurate forecasts

Understanding critical thinking examples is essential in another aspect, too. In fact, critical thinking allows companies to prepare for what’s coming, reducing unexpected problems.

Financial forecasting . For example, finance professionals critically assess financial data, economic indicators, and market trends to make accurate forecasts. This data helps to make financial decisions, such as budget planning or investment strategies.

12. Assessing potential risks and recommending adjustments

Without effective risk management , you’ll constantly face issues when it’s too late to tackle them. But when your team has smart thinkers who can spot problems and figure out how they might affect you, you’ll have no need to worry.

Compliance review . Compliance officers review company policies and practices to ensure they align with relevant laws and regulations. They want to make sure everything we do follows the law. If they find anything that could get us into trouble, they’ll suggest changes to keep us on the right side of the law.

13. Managing the crisis

Who else wants to minimize damage and protect their business? During a crisis, leaders need to think critically to assess the situation, make rapid decisions, and allocate resources effectively.

Security breach in a big IT company . Suppose you’ve just discovered a major security breach. This is a crisis because sensitive customer data might be at risk, and it could damage your company’s reputation.

To manage this crisis, you need to think critically. First, you must assess the situation. You investigate how the breach happened, what data might be compromised, and how it could affect your customers and your business. Next, you have to make decisions. You might decide to shut down the affected systems to prevent further damage. By taking quick, well-planned actions, you can minimize the damage and protect your business.

Encouraging Critical Thinking in Your Team: A Brief Manager’s Guide

According to Payscale’s survey, 60% of managers believe that critical thinking is the top soft skill that new graduates lack. Why should you care? Well, among these graduates, there’s a good chance that one could eventually become a part of your team down the road.

So, how do you create a workplace where critical thinking is encouraged and cultivated? Let’s find out.

Step 1: Make Your Expectations Clear

First things first, make sure your employees know why critical thinking is important. If they don’t know how critical it is, it’s time to tell them. Explain why it’s essential for their growth and the company’s success.

Step 2: Encourage Curiosity

Do your employees ask questions freely? Encourage them to! A workplace where questions are welcomed is a breeding ground for critical thinking. And remember, don’t shut down questions with a “That’s not important.” Every question counts.

Step 3: Keep Learning Alive

Encourage your team to keep growing. Learning new stuff helps them become better thinkers. So, don’t let them settle for “I already know enough.” Provide your team with inspiring examples of critical thinking in the workplace. Let them get inspired and reach new heights.

Step 4: Challenge, Don’t Spoon-Feed

Rethink your management methods, if you hand your employees everything on a silver platter. Instead, challenge them with tasks that make them think. It might be tough, but don’t worry. A little struggle can be a good thing.

Step 5: Embrace Different Ideas

Do you only like ideas that match your own? Well, that’s a no-no. Encourage different ideas, even if they sound strange. Sometimes, the craziest ideas lead to the best solutions.

Step 6: Learn from Mistakes

Mistakes happen. So, instead of pointing fingers, ask your employees what they learned from the mistake. Don’t let them just say, “It’s not my fault.”

Step 7: Lead the Way

Are you a critical thinker yourself? Show your employees how it’s done. Lead by example. Don’t just say, “Do as I say!”

Wrapping It Up!

As we’ve seen, examples of critical thinking in the workplace are numerous. Critical thinking shows itself in various scenarios, from evaluating pros and cons to breaking down complex problems and recognizing biases.

The good news is that critical thinking isn’t something you’re born with but a skill you can nurture and strengthen. It’s a journey of growth, and managers are key players in this adventure. They can create a space where critical thinking thrives by encouraging continuous learning.

Remember, teams that cultivate critical thinking will be pioneers of adaptation and innovation. They’ll be well-prepared to meet the challenges of tomorrow’s workplace with confidence and competence.

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How to measure critical thinking in the workplace

In the workplace, critical thinking can be as importan t as technical abilities. Organizations striving for adaptability and innovation need employees who can analyze information, make sound decisions, and solve complex problems. 

Understanding the critical thinking abilities of your current team members and job candidates can be difficult. Plus, many companies don’t know how to measure – or cultivate – critical thinking skills in the workplace.

In this article, we discuss what critical thinking is and why it’s an important skill in the workplace. We also explore ways you can assess and improve the critical thinking skills of your current team, plus ways to test critical thinking during hiring. 

Table of contents

What is critical thinking , why you should measure and develop your team’s critical thinking skills, how to measure critical thinking skills in the workplace, how to develop critical thinking within your team, how to find and test the best candidates with critical thinking skills , measure critical thinking skills more effectively with testgorilla .

Critical thinking is the ability to take in, examine, and use information in a thoughtful and systematic way. It involves assessing facts, arguments, or situations objectively and actively. It also entails considering different perspectives and using reasoning skills to make informed and logical decisions. 

Critical thinking encourages individuals to question assumptions, challenge beliefs, and explore the underlying evidence. It supports adaptability by enabling individuals to tweak their plans based on careful thinking.

Key components of critical thinking include the following skills:

Analysis : Breaking down complex information into parts to understand their relationships and implications.

Evaluation : Assessing the quality, relevance, and credibility of information, arguments, or solutions.

Synthesis : Taking information from multiple sources, making connections between information, and combining new information with prior knowledge to draw conclusions and make decisions.  

Strategizing : Thinking about the future and determining actions for achieving goals. 

Logical thinking : Using reasoning to think through problems thoroughly and objectively to make fair judgments.  

Decision-making : Using all available information, seeking out new information, and assessing alternatives to make informed choices. 

Problem solving : Creating innovative solutions to complex problems. 

Reflection : Examining one's own thought processes, biases, and assumptions to enhance self-awareness and intellectual growth.

Creativity: Thinking creatively to generate new ideas, perspectives, or solutions.

Open-mindedness : Being open to different viewpoints, considering alternative perspectives, and being willing to revise beliefs because of new evidence.

For some professions, critical thinking is a nonnegotiable competency needed to perform well. In positions like management, marketing, customer service, finance, and software development, effective decision-making and strong strategizing skills are vital. 

Regardless of the role and industry, however, critical thinking plays a fundamental part in individual and organizational success. 

Measuring critical thinking in the workplace can help you pinpoint skills gaps so you can implement strategies for improving these valuable skills within your team. 

Developing critical thinking will help improve decision-making by empowering employees to approach challenges thoughtfully and analytically and determine out-of-the-box solutions. 

Ultimately, critical thinkers can boost the success of your entire organization.

Here are five methods you can use to understand your team’s critical thinking.

1. Performance reviews 

When conducting performance reviews , assess how employees analyze situations, solve problems, and make decisions in their day-to-day tasks. Define how critical thinking plays a part in each employee’s role. For example, a project manager's position involves identifying potential risks, evaluating alternatives, and deciding the best course of action for each project’s success.

Note the critical thinking skills the employee demonstrates, along with areas for improvement. Keeping a detailed record of all past performance evaluations can help you measure the development of critical thinking skills over time. 

2. Skills assessments 

Use tests designed to evaluate critical thinking skills – such as the ability to organize information, infer conclusions, and make well-informed decisions. 

For example, many of TestGorilla’s cognitive abilities skills tests can measure your existing workforce’s critical thinking skills. You can even use TestGorilla’s platform to create custom role-specific assessments. Repeating these tests – say at the beginning or end of the year – can help you measure your team’s skill development over time. 

3. Problem-solving exercises

Create simulated scenarios that mimic workplace challenges. For example, you may ask an employee to imagine a particular situation with an angry customer. Have them walk you through their thought process and describe how they would solve the problem. 

Observing how employees approach and handle these situations can provide insights into their critical thinking skills. Do this individually or in group settings.

4. Peer and manager feedback

Regularly collect feedback on each employee's critical thinking abilities from colleagues and supervisors. This can provide additional insights into how an individual's critical thinking skills impact team dynamics and outcomes. 

For example, you could ask an employee’s manager questions like, “On a scale of 1-5, how open minded is [employee]?” or “Has [employee] come up with any creative solutions to a problem this quarter?” 

You can go over peer and manager feedback with employees regularly – such as during your performance reviews. 

5. Self-assessments

Encourage employees to self-reflect on their critical thinking skills. They can do this through self-assessment surveys or reflection exercises, which could ask questions like “On a scale of 1-5, how creative do you find yourself?” or “How did you approach a recent complex problem at work, and how would you approach that problem today if given another opportunity?” This will foster a sense of self-awareness and commitment to continuous improvement. 

Maintain open lines of discussion with employees and help them understand how their perception of their skills aligns with their supervisors’. 

After you've measured your team's critical thinking using the above strategies, you'll have a good understanding of the critical thinking gaps that exist in your organization. Here are some ways you can coach your employees to sharpen the critical thinking abilities that need improvement. 

Provide educational resources 

Providing educational resources to employees can help them improve their critical thinking. Certain business self-help books can introduce them to critical thinking concepts in a business context. Online courses and articles focused on critical thinking can also help. 

Find resources you think your employees will find most useful, and encourage them to use time during the workday to review them. 

Teach employees better decision-making 

Enhance critical thinking by teaching your employees to make better decisions. You can work through real-life situations with them to help them hone this skill. 

For example, say you’ve tasked an employee with determining whether to invest in a new software for your business. You can teach them how to gather and analyze information about the software. Then, help them weigh the software’s pros and cons – for example, maybe it saves time and decreases workload but is expensive and takes time to implement. Have this employee consider other solutions, and help them make a final decision you both feel good about. 

Build a growth culture 

Build a growth culture by encouraging employees to pursue educational and professional development and providing support. More opportunities for growth will help keep your employees motivated and engaged. And as employees engage in continuous learning, they naturally expand their critical thinking abilities.

This culture of growth opportunities will also help you attract more candidates to your open roles. 

Mentorship and feedback 

Pairing employees with critically thinking mentors in the workplace can be a great way for mentees to develop their own skills. Mentors (employees with demonstrable critical thinking skills) can model how to gather and organize information to make better decisions. They can also provide feedback to their mentees to help them build self-awareness. 

Problem-solving games like puzzles, scavenger hunts, and improvisation games can be a fun way to foster connection among your team and improve critical thinking skills. For example, an improv exercise where team members must quickly respond to unpredictable scenarios in a mock client meeting requires quick thinking, adaptability, and creative problem solving. Exercises like these can be a less-intimidating yet effective way to put critical thinking into action. 

Put critical thinking skills to the test 

Measure how your skills development initiatives are going. The problem-solving exercises described above can help employees test their critical thinking abilities. You may even assign real, complex tasks as part of your employees’ workload to see how effectively they put their new skills into practice. Or, you can use skills assessments. 

In addition to building these skills within your existing team, you can also assess candidates for critical thinking skills during the hiring process to ensure you’re hiring critical thinkers for your open roles. Here’s how.

Talent assessments 

You can use TestGorilla’s skills tests – like our Critical thinking test – to create a talent assessment that evaluates how your candidates process information and use it to make decisions. The Critical thinking test provides candidates with reasoning problems and tests key critical thinking skills, including the ability to understand cause-and-effect relationships.

Other tests to measure cognitive skills include: 

Understanding instructions test 

Problem solving skills test

Attention to detail test

Critical thinking interview questions 

Skills tests are the best way to measure critical thinking skills fairly and consistently. After using skills tests to narrow down your candidate pool, you can ask critical thinking interview questions – like behavioral and situation questions – to get a better understanding of each candidate’s abilities. 

Behavioral questions focus on a candidate's past experiences, asking them to share specific instances that they have demonstrated particular skills or behaviors. 

An example of a behavioral question could be “Describe a time when you had to analyze complex information to make a crucial decision at work.” Answers to this question reveal how a candidate's thought process has guided their past decision-making and actions. 

Situational questions present candidates with hypothetical scenarios relevant to the role. 

Here’s an example: “How would you approach a situation where you’re given conflicting data on a project's progress and must determine next steps?" This type of question asks candidates to describe how they would handle these potential situations, providing insight into their problem-solving approach and adaptability in future circumstances.

Critical thinking is a valuable skill for any employee, and nurturing this ability within your team is entirely possible. 

First, you can measure critical thinking skills in your existing workforce. From there, you can work on developing sub-skills that need improvement. 

Further, you can focus on hiring critical thinkers for future roles by using talent assessments during your recruitment process.

TestGorilla’s test library includes hundreds of tests to help you test for various important skills – from critical thinking skills to technical abilities. To learn more, take a product tour – or sign up for free to get started right away. 

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Critical Thinking: 40 Useful Performance Feedback Phrases

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

Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Critical Thinking: Exceeds Expectations Phrases

• Highly demonstrates assertive and decisive ability when finding solutions for problems.
• Knows how to communicate ideas and issues easily in a very clear and concise manner.
• Able to piece together elements and come up with proper deductions on issues.
• Knows how to clarify problems and solutions easily so that other people can understand.
• Evaluates ideas and opinions in an unbiased manner without favoritism.
• Thinks through issues in a very logical manner that results in finding the best solution to a problem.
• Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.
• Takes in into consideration different and varied perspectives when solving problems.
• Examines the implications and possible consequences to any particular action carefully.
• Solves problems one by one so as not to mix up issues and ideas.

Critical Thinking: Meets Expectations Phrases

• Uses strategic approachability and skill when it comes to solving issues.
• Demonstrates well assertive and decisive ability when it comes to handling problems.
• Tries to always consider all factors at play before deciding on a particular methods or way.
• Gathers all the required facts and figures before starting to solve a particular problem.
• Always seeks to ask questions as a form of finding a sound basis to solving a problem.
• Not afraid to make mistakes and tries to find creative ways to handle any issue.
• Looks at issues in different angles and not in a one-sided way.
• Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.
• Questions regularly to find out if the decision taken will achieve the desired effect.
• Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

Critical Thinking: Needs Improvement Phrases

• Does not take the time to consider all factors available before making a decision carefully.
• Looks at issues in a one-sided manner instead of having different varied ways of looking at it.
• Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.
• Not willing to do proper research and relies on outdated data and information.
• Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.
• Not willing to accept corrections and take calculated risks when necessary.
• Does not show enough willingness to try to improve the critical thinking skills.
• Does not present ideas and points in a logical order or outline.
• Looks at issues in a biased and unfair way by not evaluating all factors.
• Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect

Critical Thinking: Self Evaluation Questions

• How well do you research and gather facts and information before solving an issue?
• Give an instance you hurriedly made a decision without thinking it through and what was the result?
• Elaborate on a given occasion that you made the best decision. How did you feel about it?
• How well do you consider all the factors available before making your decision?
• Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?
• Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?
• How well do you consider having a concrete conclusion when presenting your ideas?
• When expressing your ideas do you deliver them in a logical manner?
• Do you usually look at issues in a one-sided manner or at different angles?
• How flexible are you when it comes to trying different ways of solving problems other than the intended way.

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