critical thinking appraisal examples

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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Watson-Glaser Assessments: Guidelines & Practice Examples

Originally designed by Goodwin Watson and Edward Glaser, The Watson-Glaser Critical Thinking Appraisal (Form AM) was a measurement of “how well you are able to reason analytically and logically.” After their extensive use during World War One, experts increasingly used the tests as a tool to rank and filter individuals in contexts including (but not limited to) education and employment. In this article, we’ll be providing you with an overview of The Watson-Glaser Critical Thinking Appraisal, its test format, and question examples for your practice.

Table of Contents

What is a Watson Glaser test?

The Watson Glaser Assessment (Watson Glaser Critical Thinking Appraisal) is designed by Pearson Talentlens – a part of the famous Pearson education publishing house. The assessment is a quick, consistent, and accurate measurement of the test-takers ability to analyze, reason, interpret and draw logical conclusions from written information .

This critical thinking test has five scales which are the elementary units of critical thinking and reasoning . These five units serve as parameters to measure all areas of critical thinking ability.

The test is administered to appraising adults (16 years and above) with questions of varying difficulty and format.

Watson Glaser Test format

The Watson Glaser Critical Thinking Appraisal is a timed test. It can be administered both online and offline, depending on the company you are applying to.

For the online version (W-G III), the test is suitable for the unproctored screening of job applicants . Questions are selected randomly from a larger pool of questions called “item bank”. This helps minimize the possibility of cheating due to the fact that there are no applicants having the same set of questions.
For the offline version (W-G II Forms D and E), applicants have to take the test under supervised conditions .

Upon finishing, applicants receive a percentile score with norm groups either provided by Pearson Talentlens or designed by the company.

Popular test formats are as follows:

40 questions – 30 minutes
80 questions – 60 minutes

The question distribution in a 40-question Watson Glaser test includes the following:

Inference – 5 questions
Recognition of assumptions – 12 questions
Deduction – 5 questions
Interpretation – 6 questions
Evaluation – 12 questions

Watson Glaser test: 5 question types & examples

Five types of questions appearing in the test are

Infer questions

Recognize Assumption questions

Deduce questions

Interpret questions.

Evaluate Argument questions

You will find five choices of answers for each inference in the question: True, Probably True, Insufficient Data, Probably False, and False. Your job is to determine which choice best fits the hypothesis.

True : If you think the inference is definitely TRUE; that it properly follows beyond a reasonable doubt from the statement of facts given.
Probably True : If, in the light of the facts given, you think the inference is Probably True; that it is more likely to be true than false.
Insufficient Data : If you decide that there are Insufficient Data; that you cannot tell from the facts given whether the inference is likely to be true or false; if the facts provide no basis for judging one way or another.
Probably False : If, in the light of the facts given, you think the inference is Probably False; that it is more likely to be true than false.
False : If you think the inference is definitely False; that it is wrong, either because it misinterprets the facts given, or because it contradicts the facts or necessary inferences from those facts.

Unlike popular aptitude tests where you use solely given information, this test allows the use of specific commonly accepted knowledge or information that practically every person has.

Source: Pearson Talentlens

During the past month, managers scheduled for international assignments voluntarily attended our company’s cross-cultural business training workshop. All of the managers reported that the quality of the training was high and focused on valuable work skills that could be immediately applied.

The majority of training was devoted to rules and regulations for doing business in this country.

A. True B. Probably True C. Insufficient Data D. Probably False E. False

Answer : Probably False

Explanation : Probably False because the training focused on cross-cultural business. It cannot be considered definitely false because the specific course content is not provided.

Practice Example:

Chamonix is one of the oldest ski resorts in France. Last year, the Chamonix-Mont-Blanc Valley authorities introduced a climate and energy action plan, the first in the French Alps. The plan commits to reducing greenhouse gas emissions in the area by 22 percent. Among the proposed measures is a ban on the most polluting lorries using the nearby Mont Blanc tunnel. Climate change will have a major impact on the valley’s main economic activities: less snow on low-altitude ski slopes and the risk of increased pressure on high-altitude ski slopes have been recorded in recent studies. Natural habitats, river patterns, forests, and agriculture might be radically transformed, increasing the likelihood of hazards such as avalanches, floods, and landslides.

Although air quality is a great concern for those living at the foot of Mont Blanc, noise pollution is arguably the most noticeable at a local level.

A. True B. ProbablyTrue C. Insufficient Data D. Probably False E. False

Answer : Insufficient Data

Explanation : The passage does not mention noise pollution, as well as its existence at local level.

Recognize assumption questions

In this question, you are presented with a statement and two choices “ Assumption made ” or “ Assumption not made “. Your job is to determine whether the statement is an assumption taken for granted (Assumption made) or an assumption not necessarily taken for granted (Assumption not made).

We need to save time in getting there so we’d better go by plane.

There is a plane service available to us for at least part of the distance to the destination.

A. Assumption made B. Assumption not made

Answer : Assumption made

Explanation :

This is assumed in the statement because, in order to save time by plane, it must be possible to go by plane.

While owning a pet can be expensive and is occasionally an inconvenience, it’s a good thing to do if you want to improve your chances of living a satisfying life.

Pet owners will always lead more satisfying lives than those who don’t own pets.

Answer : Assumption not made

From the given premises, we can only see that: if you want a satisfying life, it is a good thing to have a pet. However, having a pet does not definitely lead to a satisfying life. There is no indication to compare the satisfaction between having a pet or not having a pet as a way to live a satisfying life.

In this type of question, each item contains several statements (premises) followed by several suggested conclusions. For the purposes of the test, you must consider the given statements as true without exception. The question presents you with two options

Conclusion follows : If you think the conclusion necessarily follows from the statements given;
Conclusion does not follow : If you think it is not a necessary conclusion from the statements given.

Since the test requires you to regard given statements as completely true, you have to try not to let your common sense and existing knowledge interfere. You have to stick to only the given statements (premises) and make judgments as to whether it necessarily follows from the statement or not.

One thing to note is the use of the word “Some” in this type of question. It means an indefinite part or quantity of a class of things. It can be either a portion or perhaps all of the class.

Sample:

Some Sundays are rainy. All rainy days are boring. Therefore …

Some Sundays are boring.

A. Conclusion follows B. Conclusion does not follow

Answer : Conclusion follows

The conclusion necessarily follows from the statements because, according to them, rainy Sundays must be boring.

Damage to roads in the area has made them unsuitable for loads over one ton. These loads are being transported to the capital by air, but as air resources are limited they are restricted to carrying food and medical supplies. Roads cannot be repaired until medical emergencies are dealt with. Therefore, …

Food can be taken to the capital by road.

Answer : Conclusion does not follow

Roads can not be used to transport food in loads over one ton. Food loads over one ton are being transported by air. We are not sure whether food in loads under one ton are delivered by road or anything else.

An interpret question provides you with a short paragraph followed by several suggested conclusions. You must assume that everything in the short paragraph is true, for the purpose of the test. To answer the question, you have to judge whether or not each of the suggested conclusions logically follows beyond a reasonable doubt from the information presented in the paragraph.

You have two answer choices:

Conclusion follows : If you think the conclusions follow beyond a reasonable doubt (although they may not follow absolutely and necessarily);
Conclusion does not follow : If you think the conclusions doesn’t follow beyond a reasonable doubt from the facts given in the short paragraph.

As a rule of thumb, you should judge each conclusion independently from your common sense or outside knowledge.

Source: Watson Glaser

A study of vocabulary growth in children from ages eight months to six years old shows that the size of spoken vocabulary increases from zero words at age eight months to 2562 words at age six years.

Vocabulary is slowest during the period when children are learning to walk.

Answer : Conclusion does not follow.

The conclusion does not follow because there is no information given that relates the growth of vocabulary to walking.

An accounting computer program, MagicNumber, is Wisdom Software’s biggest-selling product, with its development involving 20% of programmers and 30% of marketing staff. DesignAid, a graphic design program, is the latest offering from the company. It is definitely expected to sell more copies than MagicNumber and will have fewer programmers working on its design, but more marketing staff.

DesignAid will bring in greater profits for the company than MagicNumber.

The paragraph only mentioned that DesignAid is expected to sell more than MagicNumber. This does not necessarily mean that DesignAid uiwll bring greater profit than MagicNumber.

Evaluate argument questions

The question involves distinguishing between strong and weak arguments, as far as the question at issue is concerned. In each question, there is a series of arguments that you must regard as true. Your job is to determine whether or not each of these arguments is a strong or a weak one.

Argument strong : If you think the argument is strong;
Argument weak: If you think the argument is weak.

For an objective evaluation of the argument, you must judge each argument independently on its own merit, without the influence of your personal perception.

One thing to note is the use of the word Should. By using Should at the beginning of each question, it means “Would the proposed action promote the general welfare of the people in your country?”

Should young adults in this country go to university?

No; a large percentage of young adults do not have enough ability or interest to derive any benefit from university training.

A. Argument strong B. Argument weak

Answer : Argument strong.

If this is true, as the directions require us to assume, it is a weighty argument against all young adults going to university.

Practice Example 5:

Is it worthwhile for a business to invest in training employees?

Yes, research shows the amount of money spent on training is positively related to profitability.

A. Argument Strong B. Argument Weak

Answer : Argument Strong

The explanation show that business can increase their profit by invest more money on training. This is a direct back up evidence for the claim.

Which companies use Watson Glaser tests?

Watson Glaser Tests are popular in the pre-employment process across sectors such as medical, marketing, education, legal, and professional services. The test can be used for different job levels like Graduates, Execs and Managerial, Supervisors, and Professionals., depending on the company hiring request.

There are a great number of UK companies using it for their pre-employment screening process. The names include the following

Simmons & Simmons
Hill Dickinson
Bank of England
Burges Salmon
Ince & Co
Government Legal Service
Irwin Mitchell
Clifford Chance
Hogan Lovells

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

11 Best Performance Management Software in 2024

Continuous Performance Management: HR Guide

Boost your HR with software

See how Factorial powers productivity, engagement, and employee retention.

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Numerical Reasoning
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Game based assessments
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Saville Assessment
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Watson Glaser Critical Thinking Tests

Complex and challenging critical thinking tests, including the Watson-Glaser, are used mostly by law firms.

Page contents:

About critical thinking tests and how they work, free practice critical thinking tests, the watson glaser critical thinking appraisal, what is measured by a watson glaser critical thinking test, what should i know before taking a watson glaser critical thinking test, major publishers' critical thinking tests, advice for all critical thinking tests, assessmentday's practice tests can help you to prepare for a critical thinking test, one final point, other test publishers.

Updated: 08 September 2022

Critical thinking tests, or critical reasoning tests, are psychometric tests used in recruitment at all levels, graduate, professional and managerial, but predominantly in the legal sector. However, it is not uncommon to find companies in other sectors using critical thinking tests as part of their selection process. This is an intense test, focusing primarily on your analytical, or critical thinking, skills. Some tests are still conducted by paper and pen, but, just like other psychometric tests, critical thinking tests are mostly administered online at home or on a computer at a testing center.

The questions are multiple choice, and these choices and the style of questions are explained in more detail further down the page. The tests will often follow these two common timings:

30 questions with a 40 minute time limit
80 questions with a 60 minute time limit

Critical Thinking can be defined in many ways and an exact description is disputed, however, most agree on a broad definition of critical thinking, that 'critical thinking involves rational, purposeful, and goal-directed thinking...by using certain cognitive skills and strategies.' An absence or lack of critical thinking skills at times may lead us to believe things which aren't true, because we haven't sufficiently analysed and criticized the information we've received or used this to formulate and independently test our own theories, arguments and ideas. These are all examples of critical thinking skills put into practice. Glaser (An Experiment in the Development of Critical Thinking, 1941) stated that to think critically involved three key parts:

An attitude of being disposed to consider in a thoughtful way the problems and subjects that come within the range of one's experiences
Knowledge of the methods of logical inquiry and reasoning
Some skill in applying those methods

Note: AssessmentDay and its products are not affiliated with Pearson or TalentLens. Our practice tests are for candidates to prepare for the Watson Glaser Critical Thinking Appraisal; we do not sell tests for employers to select candidates.

Free Critical Thinking Test

Here, we have a full critical thinking test for you to practice for free. You can dive straight in and practice the full test (in blue at the bottom), or tackle each individual section one at a time.

All answers and explanations are included at the end of the test, or alternatively you can download the Solutions PDF. Each test has been given a generous time limit.

Critical Thinking Test 1

40 questions

Critical Thinking Test 2

Critical thinking test 3, critical thinking test 4.

TalentLens' Watson Glaser Critical Thinking Appraisal (WGCTA) is the most common critical thinking test. You can visit their official site here: Watson Glaser . Most other critical thinking tests are based on the Watson Glaser format. More than 90 years' of experience have led to many modifications and improvements in the test.

The Watson Glaser Critical Thinking Appraisal is widely regarded as a good predictor of work productivity and at identifying candidates with a good potential to become managers and occupy other positions as a senior member of staff. The latest edition of the Watson Glaser Critical Thinking Test has improved its validity, appealed more to businesses by focusing on business-relevant topics, switched to the Item Response Theory (IRT) for its scoring, updated norm groups, and integrated anti-cheat measures by having an online retest, which can be used to validate results.

Developed by Goodwin Watson and Edward Glaser, the Watson Glaser test is favored by law firms , keen to measure people's abilities to reason, reach conclusions and know when leaps in logic have been made. Skills which are required in the legal sector. The questions in each of the 5 sections aims to evaluate the candidate's ability to:

1. Arrive at correct inferences
2. Identify when an assumption has been made
3. Use deductive reasoning
4. Reach logical conclusions
5. Evaluate the effectiveness of arguments

Did You Know

The most recent revision of the W-GCTA was published in 2011 with notable improvements being better face validity and business-relevant items, scoring based on Item Response Theory (IRT), updated norm groups, and an online retest which can be used to validate a paper and pencil test result.

A Critical thinking tests assesses your ability in 5 key areas mentioned above; assumptions, arguments, deductions, inferences and interpreting information. Often in this order. A short paragraph of text a few sentences long or a single sentence is used as a starting point. This passage will contain information which you will base your answer to the question on. Another sentence is then presented to you and you will be asked to judge something about this sentence based on the information in the short paragraph. The five sections are explained in more detail here:

Assumptions - You are being asked to state whether the information in the second set of text you are presented is an assumption made in the first paragraph. Quite a tricky concept to get your head around at first. In a nutshell, when people speak or make arguments, there are underlying assumptions in those arguments. Here you are presented with some assumptions and are asked to judge if that is being made in the original statement. For example in the statement "only people earning a high salary can afford a fast car," what's being assumed is that fast cars are expensive because only people who are earning a lot of money can buy one, however, what's not being assumed is that people without high salaries aren't legally allowed to buy a fast car. You are asked to choose whether an assumption has been made or has not been made.
Arguments - You are presented with an argument, such as "Should college fees be abolished?" Regardless of your own opinions and thoughts on the argument, you are then presented with statements related to this original argument. You are asked to say whether the responses to the original argument of "Should college fees be abolished?" make for strong or weak arguments. Arguments are considered strong if they are related to the topic such as, "Yes, many people who would benefit from a college education do not because they cannot afford it. This hurts the country's economic growth." The argument presented is sound, related to the original question. Compare this with a weak argument, "No, I do not trust people who read a lot of books." It is clear that the second argument bears very little relation to the subject of the abolition of college tuition fees. This is not to say that an argument against the original argument will always be a weak one, or that an argument in favor will always be a strong one. For example, "Yes, I like people that read books," is in favor of the abolition as indicated by "yes," but that person's like or dislike of others that read books isn't related, or hasn't been explained how it's related to removing the fees. Carefully considering what is being said, remove it from your own personal opinions and political views to objectively analyse what someone else has put forward.
Deductions - A few sentences of information are presented to you. Another separate short statement will also be shown to you, which is supposed to represent a conclusion that someone has reached. You will have to determine whether this conclusion logically follows from the information given to you. Can the statement be deduced from the information available>? If so, and without a doubt, then the conclusion follows, if not, then the conclusion does not follow. Your decision must be based on the information given and not from your own knowledge.
Inferences - A short scenario is described to you, followed by possible inferences. The inferences are short statements. Imagine that these are what people have said is inferred from the scenario. Use your judgement and the short scenario to assess whether what's being said has actually been inferred from the passage and the likelihood of this inference. You are asked to rank each inference as either 'true,' 'false,' 'possibly true,' 'possibly false.' For some proposed inferences there isn't enough information to say either 'true' or 'false' so a fifth option is included; 'more information required.' You can only select one option from the five.
Interpreting Information - Following a similar format to the previous four sections, a short passage of information and then a series of statements are shown to you. You are asked to judge whether the information in the passage can be interpreted as the statements suggest. The answer options are straightforward here; you either select 'conclusion follows,' or 'conclusion does not follow,' depending on whether or not you believe that the statement can be logically reached from the information given. Again, for this section and all others, you are to base your choice of answer on what you're given, not on any specialized knowledge you might have.

If a watson glaser critical thinking test is used in the early stages of the application process it's likely to be used as a screening tool. This puts some pressure on candidates to meet a minimum pass mark, which will allow them to be selected to go on to the next stage of the selection process. If it's used at a later stage in the process, the results from this will be combined with performance in other assessments, tests, exercises and interviews. All the information you need to answer the questions will be in the test. Below the details of a few companies' critical thinking tests are pointed out.

Here is a list of critical reasoning tests on the market at present, which candidates may be likely to encounter for recruitment, selection or development.

W-GCTA - The Watson Glaser Critical Thinking Appraisal as it is formally called is the most ubiquitous critical thinking test out there. This is the one that you are most likely to encounter.
GMAT - The general management aptitude test, used by business schools and colleges test students' critical thinking ability. The critical thinking questions are written in a business or finance context.
SHL - SHL have produced the Critical Reasoning Test Battery composed of 60 critical reasoning questions with a strict time limit of 30 minutes.
Cornell - Cornell have developed a critical thinking test to be used in educational environments. The two levels, X and Z, are aimed at children and adults, respectively.
Area-specific - There are tests which focus on either numerical critical reasoning skills and verbal critical reasoning skills. These tests will ask only numerical or only verbal questions to assess your skills in a specific area.

Here is some general advice to help you perform to the best of your ability for your critical reasoning test.

No prior knowledge - The key point here is that critical reasoning tests are measuring your ability to think, or the method that you use to reach a conclusion. You should therefore not rely on prior knowledge to answer the question. Questions will be written so that you do not need to know any specialist knowledge to answer the question. For example, you will not be expected to know mathematical formulas or laws of nature and to answer questions with that information. If you are given the formula and its description in the questions, you are expected to use that information to reach the answer.
Carefully read the instructions - There are 5 sections to most critical thinking tests and each will assess a slightly different skill. Make sure you have read the instructions and understand what it is you are expected to do to answer the questions for this section. There is quite a difference between the Assumptions section and the Deductions section for example. Applying the rules of one to the other would lead to just guessing the answers and making many mistakes.
Keep your eye on the timer - These tests are complex. You might find yourself fixated on answering one question and taking up a lot of the time you are allowed. Checking how much time you have every so often can help you to more evenly distribute your time between the questions. This is done to avoid spending too much time on one question when that time would be better spent answering more or checking your answers. This time management applies to all tests, but is particularly important with Critical Thinking tests, as many people believe they have such a large amount of time, but underestimate the number of questions they have to answer.
Logical fallacies - Identifying logical fallacies is key to many parts of this test, and researching the difference between sound and fallacious logic will prove helpful in a critical reasoning test. A fallacy is an error in reasoning due to a misconception or a presumption, and an argument which employs a formal fallacy, logical fallacy or a deductive fallacy in its reasoning becomes an invalid argument. Researching the different types of fallacy (i.e. red herring argument, straw man argument, confusing correlation and causation etc.) can help you spot these in the test and correctly answer the question.

The practice tests that we have cover all of the sections of the Watson Glaser Critical Thinking test and these overlap with many of the variations in Critical Thinking tests produced by major publishers. practice helps to increase your confidence, gives you a chance to learn from your mistakes in a risk-free environment, and can reduce stress before an exam.

The best place to get advice on taking a critical thinking tests is the test publisher's website, for example this one for the Watson Glaser .

If you have already successfully passed a few initial stages of the application process, it's unlikely that companies will focus solely on your results in the Watson Glaser Critical Thinking test when deciding whether or not to hire you. This type of selection by results on one test is more likely if it is part of the early stages of the process. However, towards the later stages the company will look at your results across interviews, group exercises, other aptitude tests and your résumé and will collate all of this information before reaching a decision. If you have been invited to undertake a critical reasoning test then the organisation clearly has an interest in hiring you, let that fact inspire confidence and perform to the best of your ability on your test, good luck!

You may also be interested in these popular tests sections.

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

By Status.net Editorial Team on June 19, 2022 — 9 minutes to read

Performance Review Phrases for Training Skills Part 1
Performance Review Phrases for Attitude Part 2
Performance Review Phrases for Critical Thinking Part 3
Performance Review Examples: Additional Resources Part 4

Performance evaluation comments are a way to provide feedback to employees about their work performance. Evaluation comments can include suggestions for improvement, observations about how the employee performed in specific tasks, or congratulations on a job well done.

In this article you will find performance review examples for the following skills:

Training Skills The performance review evaluates how well one learns new skills and information through training programs, and applies that new knowledge in the job.
Attitude The performance review evaluates one’s attitude, work ethic, motivation, and engagement. It looks at aspects like enthusiasm, positivity, adaptability, and receptiveness to feedback.
Critical Thinking The performance review evaluates the ability to analyze issues objectively, troubleshoot problems logically, challenge assumptions constructively, and evaluate options rationally.

Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here (click to open 2000+ Performance Review Phrases: The Complete List)

Part 1 Training Skills

Meets or exceeds expectations.

✓ We are impressed with his willingness to give instructions.

✓ He is willing to help his staff find suitable training sessions.

✓ He does not mind taking part in on the job training. He is a valued team member with his enthusiasm.

✓ He encourages all the team members to join in the necessary training sessions.

✓ He is responsible and makes sure that all members take part in the requisite training sessions.

✓ He is able to learn concepts quickly and adopt them into his performance.

✓ He enthusiastically helps his fellow trainees learn complicated lessons in the training sessions by his “can-do” attitude.

✓ He always finds opportunities to take part in specialized training sessions.

Below Expectations

✗ He does not exchange class concepts to with colleagues though she still joins the training sessions.

✗ He does not require his staff to take part in the training sessions.

✗ He appears to think that the training sessions are not important so he does not concentrate on them.

✗ He should not joke in the training classes. He should concentrate on the content of training lessons.

✗ He should take part in more training opportunities and concentrate on them.

✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting.

✗ He does not know how to apply the knowledge learned in training sessions into his performance.

✗ He declares that training sessions are not necessary despite the many new challenges he and his team are facing.

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

Related: 2000+ Performance Review Phrases: The Complete List

Part 2 Attitude

✓ He builds an atmosphere of trust within his team.

✓ His attitude is an asset to his management skills. He continually builds people up. He deals with difficult situations with incredible posture, and focuses on the positives.

✓ He refuses to be downhearted under incredible pressure. He stands firm and the situation does not affect his attitude. He has a unique mind-set that is highly appreciated.

✓ His attitude is always spot on.

✓ His cheerful attitude makes others feel good when he’s around.

✓ He accentuates the positives in most situations.

✓ He maintains a steady, positive attitude that helps. His employees feel everything is ok, even when it seemingly isn’t.

✓ He always has a positive attitude. He frequently has a smile on his face and you can tell he enjoys his job.

✓ He is cheerful person and people feel delighted to be around him. We are fortunate to have him on our team.

✓ He has an even demeanor through good times and bad, which helps others keep their “enthusiasm”, both positive and negative, in check.

✓ He has a soothing and calm personality. His attitude is one which should be emulated.

✓ He brings a level of enthusiasm to his job that few can. He is always one member of the team we go to when we need a lift.

✓ He is adept at maneuvering around any obstacles that are thrown at him. He finishes his work on time and with accuracy.

✓ He always smiles when he goes to work. He does not mind showing off his positive attitude to the team.

✓ He has never complained about his job or his colleagues.

✓ He always provides assistance when necessary, even beyond his normal fixed duty hours or at weekends.

✓ He begins each day revitalized and ready for any challenges he may face.

✓ He encourages his colleagues at work. He easily builds an atmosphere of trust within his team.

✓ His attitude is a valuable facet of his management skills. He continuously strengthens the connections between among his subordinates. He resolves difficult situations in an amazing manner.

✓ He is firm, determined and confident. His attitude to work is not diminished in any situation. His strong-mindedness is very much appreciated.

✓ He can deal with internal pressure excellently. He maintains the right attitude towards external relationships.

✓ Bill is such as cheerful person that everyone feels good with him around.

✓ He usually focuses his attention on the positives when dealing with problems.

✓ He has a positive attitude and he is willing to share his thoughts about relevant matters.

✓ He congratulates staff on jobs well done. He maintains a good and comfortable environment for his team.

✓ His positive attitude in his management role is his most important and effective skill. He is cooperative with others and tries to connect everybody together. He maintains an incredible posture and focuses on the positives when solving problems.

✓ He is always enthusiastic and helps motivate other team members.

✓ He is very level-headed and handles stressful situations with ease.

✓ He is quick to congratulate coworkers and builds trust within his team.

✗ His choice of language can be inappropriate. His level of voice is also inappropriate at times.

✗ He has a tendency to trigger problems between his coworkers.

✗ He excessively tries to talk about non-work related topics. He should keep his conversations work related.

✗ He has a tendency to be irked over minor things. His volatile nature makes his coworkers uneasy.

✗ He should concentrate more on the positive sides of his duties and his team.

✗ He has a tendency to be disruptive after difficult decisions have been announced.

✗ He fails to maintain his normally positive attitude in stressful situations and often resorts to inappropriate tone and language.

✗ His talents are very valuable to the company; nevertheless, his attitude to work is somewhat lacking.

✗ His demeanor can be unapproachable and this negatively impacts the morale of his team.

✗ He needs to control his temper and attitude, he needs to learn not to react too strongly towards negative situations.

✗ He can be the cause of conflicts between his coworkers.

✗ He has an overly sensitive and pessimistic personality. He is easily upset by problems or difficult situations. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives.

✗ He often has troubles with his coworkers when they work together. He is easily angered and argumentative with his colleagues.

✗ His argumentative attitude in conversations his colleagues can make them angry. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. It is highly recommended that he improves his attitude.

✗ He is somewhat pessimistic and his moods affect other employees.

✗ He is careless and unmotivated, which ultimately slows the team down.

✗ He does not handle stressful situations well.

✗ He complains about coworkers too often. His complaints build resentment within his team.

✗ He is not approachable and is tough to work with.

✗ He continually talks negatively about projects or tasks assigned to him.

✗ He always has a negative attitude towards his work.

✗ His attitude is poor in general impacts his work.

✗ He talks negatively about other team members.

✗ He needs to focus on the positive aspects of his job and his team.

✗ He is constantly disrespects his manager.

✗ He often isolates himself and does not take constructive criticism well.

Click to open 2000+ Performance Review Phrases: The Complete List

Part 3 Critical Thinking

✓ He uses sharp ideas and critical thinking ability to solve issues quickly.

✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously.

✓ He responds to any issue very quickly. He always finds solutions for problems on time.

✓ He has strong reasoning and critical-thinking skills that help him handle problems well.

✓ He is careful and always thoroughly considers everything before he submitting any idea.

✓ He always thinks twice before he meets any problem. He rarely faces difficulty when he is faced with extreme situations.

✓ He uses an arsenal of creative strategies to proactively solve a wide range of problems.

✓ He consistently generates outstanding solutions to the most demanding problems.

✓ He focuses on solutions to problems not the symptoms.

✓ He has powerful analytical skills that he applies to every stage of the problem-solving process.

✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem.

✓ He varies his problem-solving style to meet the nature and demands of the problem itself.

✓ He approaches all problems with confidence and the expectation that he will generate solid and innovative solutions.

✓ He actively seeks out problems that require the most creative thinking.

✓ He quickly analyzes the pros and cons of any solution before deciding what is the most effective way to resolve a problem.

✓ He can find timely solution to any problem quickly and effectively.

✗ He never considers potential changes in circumstances when making decisions.

✗ He rarely thoroughly thinks decisions through.

✗ He does not have the ability to implement a reasonable solution to an issue.

✗ His suggestions are never unique.

✗ He has a tendency to make decision without thinking through its potential consequences.

✗ He makes decisions hastily without thinking.

✗ He never considers the possible consequences of his decisions.

✗ He never thinks twice before making any decision.

✗ He often does not consider the situations that may occur while during performing his duties.

✗ His decision making process is too hurried.

✗ He employs problem-solving techniques that end up generating even more problems.

✗ He creates more problems than he solves.

✗ He overlooks or underestimates problems until they become major issues.

✗ He analyzes minor issues and lets larger problems fester and grow

✗ He decides on the solution before properly analyzing it.

✗ He comes up with solutions that are incorrect, insufficient, and invalid.

✗ He doesn’t analyze the situation and the potential affect of his solutions carefully before making a final decision.

✗ He is unable to find the most effective solutions for problems because his ideas are always mediocre.

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

Learn more:

How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback) How to Identify and Handle Employee Underperformance? (5 Steps) Effective Performance Management: How to Coach Employees?

See also: 142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness)

More Performance Review Examples

142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness, Goal-Setting)
Employee Evaluation Example [Guide for Managers]
How to Write an Employee Evaluation [Examples]
Job Knowledge Performance Review Phrases (Examples)
How to Write an Effective Performance Review (Essential Steps)
100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills

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Critical Thinking: 43+ (Good & Bad) Performance Review Phrases

There are many careers that require critical thinking or “common sense” to be successful in a specific role. Restaurant managers need to make fast and optimal staffing decisions on an hourly basis to remain profitable. Doctors and nurses must make accurate diagnoses and determine treatment plans for patients. Construction workers need to make the right decisions to maintain profitability and integrity of a building for safety and longevity.

Whether you’re a manager or conducting a self-review, here are performance review sample phrases you could include in an employee assessment about critical thinking skills. I share examples you can use for employees who meet or exceed expectations and even some blunt feedback for those who aren’t hitting the bar.

Page Contents

Critical Thinking Comments for Performance Review

Critical thinking comments for students, conceptual thinking comments for performance reviews, checklist for measuring critical thinking, why is critical thinking important for businesses.

Critical Thinking: 43+ (Good & Bad) Performance Review Phrases.

Performance Review for Critical Thinking.

Positive Performance Review Comments about Critical Thinking

Over the past year, your exceptional critical thinking skills have been a driving force behind our restaurant’s success. Your strategic decision-making has not only enhanced operational efficiency but also significantly boosted our bottom line. Your ability to analyze sales trends and adjust inventory accordingly has reduced waste and maximized profitability.

[Employee name] thoughtful hiring decisions have resulted in a team that is not only skilled but also highly motivated, contributing to an atmosphere of excellence that keeps our customers coming back. Your knack for forecasting staffing needs, especially during peak times, has ensured smooth operations, enhancing our reputation for prompt service.

The employee’s critical thinking skills have been a key asset to our management team. Your decisions are always well-considered, taking into account both immediate needs and long-term objectives. This is particularly evident in your approach to cost management and menu pricing, which has had a direct positive impact on our profit margins.

You’ve built a team that not only delivers exceptional service but also works efficiently, reducing labor costs while maintaining high-quality standards. Your ability to align staffing levels with business needs has been remarkable, ensuring we operate at optimum capacity without overstaffing.

In your role as restaurant manager, your critical thinking abilities have shone through in various aspects of the business. Your decision-making, particularly when faced with unexpected challenges, has helped maintain operational continuity and protect our bottom line.

Related Reading: 51+ (Good + Bad) Job Knowledge Performance Review Samples

[Employee Name]’s ability to critically analyze complex issues and make informed decisions quickly has been instrumental in navigating the team through challenging projects. [Their/His/Her] foresight and strategic thinking have consistently delivered outstanding results.

[Employee Name]’s critical thinking skills have been a major asset, especially during crisis management situations. [Their/His/Her] knack for assessing risks and creating contingency plans has ensured our team’s success under pressure.

[Employee Name]’s keen eye for detail and analytical thinking have greatly enhanced our financial processes. [They/He/She] consistently identify areas for cost savings and efficiency, significantly contributing to our fiscal health.

Excellent management of the produce section, showing innovative approaches in display and waste reduction.

[Employee Name]’s critical thinking skills have revolutionized our inventory management, leading to significant reductions in overhead costs. [Their/His/Her] innovative solutions for streamlining logistics have set a new standard in operational efficiency.

Your best filter.

Met Expectations Examples

You demonstrated exceptional critical thinking skills in the XYZ project by identifying potential risks and proposing innovative solutions.

Your ability to analyze data from various sources and draw insightful conclusions has significantly contributed to our team’s success.

[Employee Name]’s meticulous attention to detail in financial reporting has ensured accuracy and compliance, directly contributing to our organization’s financial stability and integrity.

[Employee Name]’s timely and accurate budget forecasting has been instrumental in helping us make informed financial decisions, positively impacting our bottom line.

[Employee Name]’s proactive identification and resolution of discrepancies in our financial records have safeguarded us against potential losses, enhancing our financial health.

Consistently high-quality bakery products; however, there’s a reluctance to experiment with new, healthier recipes.

[Employee Name] has consistently met the expectations of their role as a Marketing Coordinator. They have delivered all their projects on time and adhered to the department’s guidelines. While their work is reliable, there is room for taking more initiative and bringing innovative ideas to the table.

Good performance in food preparation and hygiene but lacking initiative in customer service and product promotion.

Continue to hone critical thinking skills, particularly in crisis management, to lead the team more effectively during challenging times.

Related Reading: 45+ (Excellent – Poor) Performance Reviews for Interns

Expertise in butchery is evident, but customer queries regarding meat origins and sustainability practices often go unanswered. Use critical thinking to understand and communicate the importance of organic and sustainable meat sources to customers.

Employ critical thinking to educate customers about the benefits of sustainable seafood choices.

[Employee Name] has met the expected sales targets this quarter and has maintained good relationships with existing clients. However, there is potential for increasing new client acquisition and demonstrating more proactive sales strategies.

[Employee Name] has effectively managed their administrative responsibilities, ensuring smooth day-to-day operations. However, there’s an opportunity for them to enhance their role by improving their time management skills and taking on more complex tasks.

Did Not Meet Expectations Samples

While your analytical skills are strong, further developing your ability to consider diverse perspectives could lead to more comprehensive solutions.

I encourage you to take more initiative in questioning assumptions during our brainstorming sessions, as your insights are valuable.

Adaptability is crucial in the culinary world, but [Chef’s Name] has shown difficulty in evolving [their/his/her] cooking style and menu offerings to keep pace with industry trends. This resistance to change has hindered the restaurant’s potential to stay relevant and competitive.

Successful campaigns, but a lack of data-driven strategy to reach a broader, health-conscious audience.

[Chef’s Name] has struggled to innovate and create menu items that align with current consumer tastes and preferences. There’s a noticeable gap in [their/his/her] ability to develop forward-thinking recipes that could potentially attract a broader customer base.

[Employee Name] has shown a lack of critical thinking in their approach to marketing strategies. There’s a noticeable deficit in analyzing market trends and consumer behavior, leading to less effective campaigns.

[Employee Name]’s financial analyses often lack depth and foresight, showing a deficiency in critical thinking. Their reports rarely offer strategic insights or forward-thinking financial solutions.

Businesses that prioritize critical thinking are better equipped to adapt, innovate, and thrive in a rapidly changing environment.

Prioritizing critical thinking in a rapidly changing environment.

Excellent Critical Thinking Sample Phrases

[Student Name]’s ability to analyze complex topics and present well-reasoned arguments is exceptional. [They/He/She] consistently demonstrate deep understanding and apply critical thinking skills effectively in [their/his/her] assignments.
[Student Name] excels in critical thinking, often providing unique insights during class discussions. [Their/His/Her] approach to problem-solving is sophisticated, showing a high level of analytical ability.
[Student Name] displays a good grasp of critical thinking, particularly in [their/his/her] ability to analyze different perspectives. Continue to develop these skills by questioning assumptions and exploring alternative solutions.
[Student Name]’s critical thinking skills are evident in [their/his/her] work, but there’s room for growth. [They/He/She] show potential in analytical thinking; further cultivating these skills will enhance [their/his/her] academic performance.

Critical Thinking Meets Expectations Examples

[Student Name] shows some understanding of critical thinking concepts, but there’s a need for more consistent application. Try to delve deeper into topics and question underlying assumptions more frequently.
[Student Name]’s critical thinking is developing, but at times, [their/his/her] arguments lack depth. Focus on building stronger connections between ideas and backing up [your/his/her] points with evidence.

Poor Critical Thinking Skills

There’s a significant need for improvement in [Student Name]’s critical thinking skills. [Their/His/Her] work often shows a lack of analysis and reliance on unsupported assertions. Engaging more critically with material will be essential for academic progress.
Critical thinking appears to be a challenge for [Student Name], as seen in [their/his/her] reluctance to question or analyze information presented. It’s important to develop these skills to enhance [your/his/her] understanding and academic performance.

Conceptual thinking involves the ability to understand complex ideas, see patterns and connections, and apply abstract concepts to solve problems in innovative ways. Employee with strong conceptual thinking skills can grasp the bigger picture and devise strategic solutions that drive progress.

Excellent Conceptual Thinking Feedback

[Employee Name]’s ability to grasp complex concepts and apply them innovatively is impressive. [Their/His/Her] strategic thinking significantly contributes to our team’s success.
[Employee Name] excels at connecting disparate ideas to form cohesive strategies. [Their/His/Her] conceptual thinking skills are a valuable asset to our organization.
[Employee Name] demonstrates a solid understanding of abstract concepts and often applies them effectively. Further development in this area could lead to even more innovative solutions.
[Employee Name]’s grasp of broader concepts is good, but there’s potential for deeper exploration. Continue to hone [their/his/her] ability to think abstractly and apply it practically.

The cornerstone of informed decision-making.

Meets Expectations Conceptual Thinking Feedback

[Employee Name] shows some capability in conceptual thinking, but there’s room for more consistent application. Try to think beyond the immediate task and consider the bigger picture.
[Employee Name]’s ability to understand abstract ideas is developing. Focus on making more connections between theory and practice to enhance [their/his/her] conceptual thinking.

Needs Improvement Feedback

[Employee Name]’s work reflects a need for significant improvement in conceptual thinking. Engaging more with abstract ideas and understanding their practical applications is crucial.
There’s a noticeable difficulty for [Employee Name] in grasping broader concepts and applying them. Focusing on developing [their/his/her] conceptual thinking skills is essential for [their/his/her] role.

Here are some ways to build critical thinking int your goals during the annual review process. Keep in mind that every role may have slightly different critical thinking objectives.

For All Employees:

Problem-Solving Skills : Demonstrates ability to analyze problems and develop effective solutions.
Analytical Thinking : Breaks down complex information into understandable parts.
Decision-Making : Makes informed decisions based on analysis and understanding of consequences.
Creativity and Innovation : Generates new ideas and approaches to challenges.
Questioning and Investigating : Regularly questions assumptions and investigates alternatives.
Adaptability : Adjusts thinking and approach in response to changing situations.
Communication of Thought Process : Clearly articulates the reasoning behind decisions and ideas.
Open-Mindedness : Shows willingness to consider different perspectives and ideas.
Evidence-Based Reasoning : Bases conclusions on appropriate evidence and data.

Specific to Restaurant Industry Roles:

Menu Development and Adaptation : Applies critical thinking to menu design and adaptation based on customer preferences and seasonal availability.
Cost Control and Waste Reduction : Strategically analyzes and implements methods to minimize costs and waste.
Customer Feedback Analysis : Effectively analyzes and responds to customer feedback to improve service and offerings.
Staffing and Scheduling : Thoughtfully considers staffing needs and creates schedules that optimize labor and service quality.
Health and Safety Compliance : Diligently ensures compliance with health and safety standards through careful analysis and implementation.

The bridge that connects information to action.

Not sure if critical thinking can really help your business? One real-world example of a food service business that improved due to critical thinking is Starbucks’ with the introduction of mobile ordering and payment.

Back in the mid-2010s, the global coffee brand faced challenges with long queues and wait times, affecting customer satisfaction and sales. Starbucks employed critical thinking to address this issue. They recognized the growing trend of mobile usage and the potential to leverage technology for customer convenience.

In 2015, Starbucks launched the Mobile Order & Pay feature in their app, allowing customers to order and pay for their drinks and food items in advance and pick them up at a selected store.

Results: The introduction of this feature had a significant positive impact on the companies bottom line according to earnings releases :

Increased Sales : The mobile ordering system contributed to a considerable increase in sales. For instance, in the third quarter of fiscal 2016, Starbucks reported that mobile ordering accounted for 5% of U.S. transactions, a figure that has been growing steadily.
Improved Efficiency : The mobile order and pay system streamlined operations and reduced waiting times, enhancing overall customer experience.
Customer Loyalty : This innovation boosted the Starbucks Rewards loyalty program with more customers signing up to use the mobile app. You can order anything on the menu through this app and earn loyalty points or stars with each purchase. You also get some valuable perks like a free birthday reward.

Now that you’ve seen an example of critical thinking in action, what ways could this skill be utilized to improve your business? By prioritizing innovation and encouraging creativity in the workplace you could come up with ideas that are truly transformative to your business.

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Watson Glaser Critical Thinking Practice Tests and Advice

Critical thinking tests are high-level aptitude tests, with the Watson-Glaser being the most common.

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Page contents:

What is a critical thinking test, critical thinking test format.

Watson Glaser critical thinking explained

Critical thinking arguments tutorial

Free watson glaser practice tests, critical thinking assumptions tutorial.

What does a critical test measure?

Critical thinking deductions tutorial

Most popular critical thinking tests

Critical thinking inferences tutorial

How to pass Watson Glaser test

Watson Glaser FAQs

Updated: 24 August 2023

A critical thinking test is used to assess your ability to logically analyse assumptions, arguments, deductions, inferences and interpreting information. Critical thinking can be defined as ‘the ability to consider a range of information derived from many different sources, to process this information in a creative and logical manner, challenging it, analysing it and arriving at considered conclusions which can be defended and justified’ (Moon, 2008).

Critical reasoning tests, also known as critical thinking tests, are psychometric tests commonly used in graduate, professional and managerial recruitment. These high-level analytical test are most commonly encountered in the legal sector, but other organisations such as the Bank of England also use them as part of their selection process.

If we lack critical thinking skills, it is possible to be misguided into believing that an argument is strong, when in actual fact there is little evidence to support it. Critical thinking skills therefore include the ability to structure a sound, solid argument, to analyse and synthesise available information, and to make assumptions and inferences. Critical thinking skills are also about being able to evaluate the information and draw conclusions that can be supported.

Your critical thinking test may be pencil and paper or, more likely, it may be administered online. Which one you take will often depend on the format and the structure of the recruitment process. The questions will be multiple choice format and will usually be administered under time constraints.

Common test formats are as follows:

40 questions - 30 minutes
80 question - 60 minutes

Once you understand the format of your test, you are much more likely to perform better. Practice is the best way to maximise your chances of test success.

Watson Glaser critical thinking appraisal explained

By far the most common type of critical thinking test is the Watson-Glaser Critical Thinking Appraisal (W-GCTA) which is published by TalentLens. You can visit their official site here: Watson Glaser . With over 85 years' worth of development, the Watson-Glaser Critical Thinking Appraisal is the most popular measure of critical thinking ability. The test is most commonly used by law firms, which is understandable as the abilities measured by the W-GCTA are good predictors of future success in roles which require clarity of understanding from multiple perspectives and the ability to reason with fact versus assumption.

The Watson-Glaser Thinking Appraisal (W-GCTA) is one of the main evaluating tools for cognitive abilities in professionals, since it measures critical thinking. It is seen as a successful tool to predict job success, as well as being used to select good managers and finding possible future leaders. It is also used in order to select the right person for a specific job role, especially for careers in the law.

Did You Know

The W-GCTA was originally developed by Goodwin Watson and Edward Glaser. The W-GCTA measures the critical skills that are necessary for presenting in a clear, structured, well-reasoned way, a certain point of view and convincing others of your argument. The test questions are looking at the individual’s ability to:

Make correct inferences
To recognise assumptions
To make deductions
To come to conclusions
To interpret and evaluate arguments

The following video features Ben explain how to answer an arguments-style question from a critical thinking test:

Free Critical Thinking Test

We have broken down a critical thinking test into the different sections. You can try each section or take the full test (86 questions, 60 minutes).

Critical Thinking Test 1

40 questions

Critical Thinking Test 2

Critical thinking test 3, critical thinking test 4.

The following video features Ben explain how to answer an assumptions-style question from a critical thinking test:

87% of users aced their employment test in 2022*

Get a completely free starter account with over 20 tests included.

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What does a critical thinking test measure?

Critical thinking tests assess your ability to logically analyse assumptions, arguments, deductions, inferences and interpreting information. You will be given a passage of information which may contain a mixture of verbal and numerical data, and will be provided with a statement which requires the candidate’s critical assessment of how true that statement is based on the above passage.

The Watson and Glaser Critical Thinking Appraisal contains five sections which are specially designed in order to find out how good an individual is at reasoning analytically and logically. There are five sections:

Assumptions: In these questions a statement will be presented and the candidate will have to decide if an assumption has been made in making the statement. For example in the statement “only people earning a high salary can afford a fast car” it is assumed that fast cars cost more than not fast cars (this is just one of many assumptions implicit in the statement). An assumption is something someone effectively takes for granted. Statements are given for the individual to read and they are then followed by several proposed assumptions. The candidate has to select whether an assumption has or has not been made.
Analysing arguments: Candidates will be provided with a given scenario i.e. “Should the government pay student’s tuition fees?” They are subsequently provided with a list of arguments for or against the scenario presented. The candidate will need to assess if each argument is strong or weak, based on how relevant it is and how well it addresses the question. The argument is considered to be strong if it directly relates to the question or statement, and weak if it is not directly related to the question or statement.
Deductions: Candidates will be provided with a passage of information and candidates will need to evaluate a list of deductions made based on that passage. If one cannot deduce a particular statement from the passage, then that deduction does not follow, and the candidate must select which deductions follow and which do not follow. The answer must be entirely based on the statements made and not on conclusions made from one’s own knowledge.
Inferences: In this section candidates will be provided with a passage of information on a scenario. A subsequent list of possible inferences will follow, and candidates will be asked to rate if they are true, false, possibly true, possibly false or whether it is not possible to say based on the information in the passage.
Interpreting Information: A paragraph of information will be provided to the candidate, with a list of possible conclusions. Candidates will need to interpret the information in the paragraph and decide if each conclusion follows based on the presented information. Once again the decisions must solely be based on the information given.

With so many sections, each having their own instructions and guidelines, it can be tough to become confident on all areas.

Survey results

We asked critical thinking test takers what they found was the most difficult section of a critical thinking test. 35% of them believed 'assumptions' to be the most difficult. You can see the full results below:

The following video features Ben explain how to answer a deductions-style question from a critical thinking test:

Most popular critical thinking test publishers

There may be variations in your test depending on the test publisher you have for your critical thinking test.

Throughout 2020, we analysed a sample of critical thinking tests to discover the most popular test publishers. It was found that 77% of critical thinking tests were published by Watson Glaser.

Here is a list of critical reasoning tests on the market at present, which candidates may be likely to encounter for recruitment, selection or development:

Watson Glaser Critical Thinking Appraisal: The W-GCTA is the most widely-used critical reasoning test on the market, and the one candidates are most likely to encounter.
SHL Critical Reasoning Test Battery: The SHL Critical Reasoning Test Battery is a collection of 60 critical reasoning questions with varying difficulty depending of the level of candidate. This test has a time limit of 30 minutes.
Cornell Critical Thinking Assessment: The Cornell Critical Thinking Assessment is a test primarily used in educational settings. There are two versions of this test, one for children and one for adults. This test may be used for entry onto particular degree courses or for recruitment/development purposes.
Cappfinity Critical Reasoning Test: This assesses your problem solving and decision making skills. Its topics have similarities with the Watson Glaser.
Test Partnership Concepts Critical Thinking Test: This also shares some similarities with the Watson Glaser. Test Partnership assesses the classic aspects of critical thinking with a modern candidate experience.

The following video features Ben explain how to answer an inference-style question from a critical thinking test:

How to pass Watson Glaser test - critical thinking tips

Here is some general advice to help you learn how to improve your Watson Glaser score:

Only use the information contained in the test: When reading the passages of information within the test, your first instinct may be to use general knowledge or your own personal experience. Critical reasoning tests are not tests of what you think; they are tests of how you think. You will not be required to utilise any prior knowledge when answering a question, and at times the correct answer will completely contradict what you know to be true based on your own knowledge, but is true in the context of the passage.
Read the instructions thoroughly: Critical reasoning tests will require numerous separate types of logical reasoning, and reading the instructions will inform you of how to answer questions correctly. For example if a question requires you to evaluate the strength of an argument, the instruction page will inform you what constitutes a strong or weak argument. Take ample time to ensure you know how to answer questions regardless of any time limits.
Pay attention to time limits: Due to the complex nature of critical reasoning tests, there will often be no time limits or there will be generous time limits. Candidates are advised to use this to their advantage and take plenty of time when reading, evaluating and answering. An easy mistake to make is treating this type of test like a verbal or numerical reasoning test and answering questions as quickly as possible. Rushing through a critical thinking test may lead to candidates missing key points, and answering incorrectly as a result.
Understand logical fallacies: Understanding logical fallacies is an important part of the test, and researching the difference between sound and fallacious logic can help maximise performance on a critical reasoning test. A fallacy is an error in reasoning due to a misconception or a presumption, and an argument which employs a formal fallacy, logical fallacy or a deductive fallacy in its reasoning becomes an invalid argument. Researching the different types of fallacy (i.e. red herring argument, straw man argument, confusing correlation and causation etc.) can help you identify them in the test and therefore answer the question correctly.

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You will not be hired solely on your Watson Glaser score, but a score of 75% is a good score that will give you a good chance of progressing through selection rounds. When taking practice Watson Glaser tests try to achieve +75% in your raw score, this should be enough.

The Watson Glaser test has a time limit of 30 minutes. There is a total of 40 questions to complete within this time limit.

Yes, the Watson Glaser test is multiple-choice format and is split into the five section: assumptions, analysing arguments, deductions, inferences, interpreting information.

Most law firms will use a Watson Glaser test to assess the candidate's critical thinking ability. Some well known law firms include: Hogan Lovells, Clifford Chance, DLA Piper, Linklaters, Freshfields BD and others.

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Published: 31 January 2022

The fundamentals of critically appraising an article

Sneha Chotaliya 1

BDJ Student volume 29 , pages 12–13 ( 2022 ) Cite this article

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Sneha Chotaliya

We are often surrounded by an abundance of research and articles, but the quality and validity can vary massively. Not everything will be of a good quality - or even valid. An important part of reading a paper is first assessing the paper. This is a key skill for all healthcare professionals as anything we read can impact or influence our practice. It is also important to stay up to date with the latest research and findings.

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Chambers R, 'Clinical Effectiveness Made Easy', Oxford: Radcliffe Medical Press , 1998

Loney P L, Chambers L W, Bennett K J, Roberts J G and Stratford P W. Critical appraisal of the health research literature: prevalence or incidence of a health problem. Chronic Dis Can 1998; 19 : 170-176.

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Chotaliya, S. The fundamentals of critically appraising an article. BDJ Student 29 , 12–13 (2022). https://doi.org/10.1038/s41406-021-0275-6

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Published : 31 January 2022

Issue Date : 31 January 2022

DOI : https://doi.org/10.1038/s41406-021-0275-6

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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

problem-solving-performance-review-phrases-person-at-work-talking-to-boss

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.

problem-solving-performance-review-phrases-person-talking-at-work

Performance review tips to improve problem solving

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

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Madeline Miles

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

How a performance review template improves the feedback process

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

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Incorporating 160 Effective Performance Phrases in Your Performance Appraisal Review Templates
Anna Verasai
May 09, 2023

The process of conducting a performance appraisal can be a daunting task for many managers and HR professionals. It involves assessing an employee’s strengths and weaknesses, setting goals, and providing feedback on their performance. While it’s easy to fall into the trap of using generic phrases and templates, truly effective performance reviews require a personalized touch.

To make the most of performance appraisals, it’s important to use performance appraisal examples that reflect your organization’s culture and values. With the right performance review templates and sample performance appraisals, you can create a language that resonates with your employees, helping them understand their strengths and areas for improvement.

But what makes an effective performance review? The answer lies in using the right performance appraisal phrases and performance evaluation language. Using obscure words and unique expressions can help keep your employees engaged and motivated to improve their performance. Providing effective performance feedback examples and performance appraisal comments can help managers provide constructive feedback that empowers employees to achieve their goals.

Performance Appraisal Phrases For Employee Performance Reviews

In this article, we’ll delve into the intricacies of conducting performance appraisals, exploring the best practices for creating effective performance review templates, and providing sample performance appraisals that reflect your organization’s unique culture. We’ll also explore the art of crafting effective performance appraisal phrases, providing insights into how to provide employee review feedback that truly drives performance. By the end of this article, you’ll be equipped with the knowledge and skills you need to conduct performance appraisals that inspire your employees to reach their full potential.

When conducting a performance appraisal, it’s essential to have a clear set of categories to assess an employee’s performance. By using well-defined categories, managers can provide specific feedback that helps employees improve their work performance. Additionally, having a variety of phrases to choose from helps ensure the review is comprehensive and objective. Below are some categories and phrases to consider when conducting a performance appraisal.

COMMUNICATION SKILLS

Let’s face it, miscommunication can be a huge obstacle in the workplace. Poor communication can lead to misunderstandings, mistakes, and even conflicts. By evaluating an employee’s communication skills , employers can identify areas for improvement and provide targeted training to help them become more effective communicators.

By emphasizing communication skills in the performance evaluation process, employers can also encourage their employees to develop their own unique communication styles. Some employees may be more comfortable with written communication, while others may excel in public speaking or interpersonal communication. By recognizing and rewarding these strengths, employers can create a diverse and dynamic team. Here are 20 performance appraisal phrases to provide feedback on an employee’s communication skills:

Articulates ideas and thoughts clearly and concisely.
Uses active listening skills to understand others’ perspectives.
Effectively communicates with both internal and external stakeholders.
Responds to feedback constructively and with an open mind.
Speaks with confidence and clarity during presentations.
Writes clearly and effectively in both formal and informal settings.
Keeps others informed and up-to-date on relevant information.
Demonstrates strong negotiation and conflict resolution skills.
Adapts communication style to fit the needs of different audiences.
Asks thoughtful questions to gather information and clarify understanding.
Maintains a positive and professional tone in all communication.
Demonstrates empathy and understanding when communicating with others.
Provides clear and constructive feedback to colleagues and team members.
Uses appropriate body language and nonverbal cues in communication.
Proactively communicates challenges or roadblocks to prevent issues from arising.
Collaborates effectively with team members and encourages open communication.
Strives to continuously improve communication skills through training and feedback.
Uses technology effectively to enhance communication and collaboration.
Takes ownership of communication mistakes and works to correct them.
Acts as a positive role model for effective communication within the organization.

By incorporating these communication skills categories and phrases into performance appraisals, employers can effectively assess and improve their employees’ communication skills. Performance appraisal templates, examples, and comments are valuable resources for managers to conduct effective performance appraisals that provide employees with constructive feedback and support their growth and development.

Leadership skills aren’t just about being a boss or a manager. They can be demonstrated at any level of an organization, from entry-level employees to executives. And when leadership skills are valued and encouraged in the performance evaluation process, employees are more likely to take ownership of their work, seek out new challenges, and contribute to the overall success of the organization.

So, if you’re an employer or a manager, consider making leadership skills a priority in your performance evaluation process. Look for employees who demonstrate a strong sense of initiative, communication, and teamwork. Provide opportunities for training and development, and recognize and reward those who excel in leadership. And if you’re an employee, don’t underestimate the value of leadership skills in your career. Even if you’re not in a formal leadership position, you can still demonstrate leadership qualities in your work and make a meaningful impact on your team and your organization .

Here are 20 performance appraisal phrases that can be used to evaluate leadership skills include:

Demonstrates a clear vision and inspires others to follow.
Displays strong decision-making skills in high-pressure situations.
Leads by example, setting a high standard for others to follow.
Effectively communicates expectations and goals to team members.
Encourages and facilitates collaboration among team members.
Proactively identifies and addresses potential issues before they become problems.
Recognizes and rewards team members for their contributions.
Provides constructive feedback in a supportive manner.
Acts as a mentor and coach to team members, helping them develop their skills.
Takes ownership of projects and holds team members accountable for their roles.
Maintains a positive attitude and fosters a culture of positivity.
Adapts to change quickly and effectively.
Develops and implements strategies for continuous improvement.
Takes calculated risks and encourages others to do the same.
Demonstrates a strong sense of empathy and emotional intelligence.
Prioritizes and manages time effectively to ensure successful completion of tasks.
Creates a sense of purpose and meaning for team members in their work.
Is receptive to new ideas and feedback from team members.
Proactively seeks out opportunities for professional development.
Maintains a professional demeanor in all interactions, setting an example for others.

By using these categories and phrases, organizations can effectively evaluate and recognize employees who demonstrate strong leadership skills, and provide them with the feedback and support they need to continue to grow and excel in their roles.

ATTENDANCE AND PUNCTUALITY

Attendance and punctuality may seem like basic workplace expectations, but they are actually critical indicators of an employee’s commitment and reliability. Consistently showing up on time and being present when scheduled sends a strong message to colleagues and supervisors that an employee is serious about their job and values their role in the organization.

So why is attendance and punctuality such an important factor in the performance evaluation process? Well, for starters, it directly impacts productivity and efficiency. When an employee is absent or arrives late, it can disrupt workflows, delay projects, and cause unnecessary stress for their colleagues.

But it’s not just about the immediate impact on day-to-day operations. Attendance and punctuality also speak to an employee’s overall work ethic and dedication to their job. When someone consistently misses work or shows up late, it can raise questions about their reliability and commitment to the organization.

Here are 20 performance review phrases to evaluate attendance and punctuality:

Regularly arrives at work on time and ready to start the day.
Demonstrates a strong commitment to attendance and punctuality.
Consistently meets attendance and punctuality expectations.
Arrives early to ensure ample time to prepare for the day ahead.
Has a consistent attendance record and rarely misses work.
Shows up to work on time every day, ready to contribute.
Sets a positive example for the team with their punctuality and attendance.
Consistently meets deadlines and arrives at meetings on time.
Is a reliable team member who can be counted on to show up on time.
Prioritizes attendance and punctuality as a key part of their job.
Rarely takes unscheduled time off and always informs the team in advance.
Displays a strong work ethic by always showing up to work on time.
Is a model employee when it comes to attendance and punctuality.
Makes a point to arrive early to ensure a smooth start to the day.
Meets attendance and punctuality requirements consistently and without fail.
Demonstrates a high level of professionalism by being punctual and dependable.
Has a history of strong attendance and punctuality performance.
Maintains a consistent attendance record and has a positive impact on team morale.
Is a dependable employee who consistently shows up on time.
Goes above and beyond to ensure attendance and punctuality expectations are met.

By using these performance appraisal categories and phrases, you can accurately assess an employee’s attendance and punctuality. It’s essential to recognize the importance of these skills and ensure that your employees are meeting the necessary requirements. Remember to provide constructive feedback and coaching to help employees improve in areas where they may be struggling.

PROBLEM-SOLVING SKILLS

Think about it: superheroes don’t just rely on their natural talents. They train hard and practice relentlessly to hone their skills and stay sharp. Similarly, employees with strong problem-solving skills don’t just rely on their instincts. They use critical thinking, data analysis, and creativity to come up with the best solutions.

But it’s not just about being a superhero. By emphasizing problem-solving skills in the performance evaluation process, employers can create a culture of innovation and growth. Employees will feel empowered to take ownership of their work, seek out new challenges, and collaborate with others to achieve common goals.

And just like superheroes have their weaknesses, employees may have areas where they struggle with problem-solving. But by identifying those areas through the evaluation process, employers can provide targeted training and support to help employees improve and grow.

Problem-solving is a crucial skill for employees to have, regardless of their role in an organization. It’s important to assess their ability to identify, analyze, and solve problems to ensure that they can contribute to the growth and success of the company. Here are some additional performance review phrases to assess problem-solving skills:

Effectively resolves complex problems with creativity and critical thinking.
Demonstrates exceptional analytical skills when faced with challenging situations.
Consistently comes up with innovative solutions to problems.
Quickly identifies the root cause of problems and develops effective solutions.
Takes ownership of problems and proactively seeks out solutions.
Successfully navigates obstacles to achieve desired outcomes.
Remains calm and focused when dealing with challenging situations.
Successfully resolves conflicts and disputes to maintain team cohesion.
Uses logic and reasoning to effectively evaluate different solutions.
Consistently meets or exceeds performance expectations when solving problems.
Effectively communicates problem-solving strategies to others.
Uses data and research to inform problem-solving decisions.
Takes calculated risks to solve problems in a timely and effective manner.
Collaborates with others to develop effective solutions to complex problems.
Anticipates potential problems and takes proactive measures to prevent them.
Balances short-term and long-term solutions when solving problems.
Effectively prioritizes competing demands to ensure timely problem-solving.
Uses feedback to continually improve problem-solving skills.
Encourages and empowers others to contribute to problem-solving efforts.
Demonstrates a willingness to learn and adapt when faced with new challenges.

In addition to these phrases, it’s important to use appropriate performance appraisal categories and templates to ensure that the review is comprehensive and accurate. By using categories such as communication skills, leadership, teamwork, attendance and punctuality, adaptability and flexibility, and problem-solving, organizations can assess employee performance more effectively. Performance appraisal examples and templates can also be helpful in providing guidance and structure for the review process.

An effective performance appraisal requires a collaborative approach that involves clear communication and feedback. By using performance appraisal phrases that are specific, measurable, and relevant, organizations can provide valuable feedback to their employees and help them improve their skills and performance.

TIME MANAGEMENT

Time management is an often-overlooked aspect of workplace productivity, but its importance cannot be overstated. As the acclaimed entrepreneur and author, Jim Rohn, once said, “Time is more valuable than money. You can get more money, but you cannot get more time.”

It is therefore imperative that companies recognize the significance of time management in their employees’ performance evaluations. A recent study by the American Psychological Association revealed that poor time management leads to decreased productivity, increased stress, and a higher likelihood of burnout.

Including time management as a performance indicator in employee evaluations not only promotes efficient use of time but also fosters a culture of accountability and responsibility. It encourages employees to prioritize tasks, meet deadlines, and avoid procrastination. This, in turn, leads to increased job satisfaction, higher job performance, and greater overall success.

Incorporating time management into performance evaluations is not just a matter of adding a checkbox on a form. It requires HR professionals to educate employees on the importance of time management and provide resources such as training and tools to help them manage their time more effectively.

Here are 20 examples of performance review phrases that can be used to assess an employee’s time management skills:

Consistently meets deadlines and completes tasks on time.
Prioritizes tasks effectively, ensuring that urgent tasks are completed first.
Uses time efficiently to maximize productivity and minimize wasted time.
Demonstrates a strong sense of urgency and consistently meets tight deadlines.
Takes proactive steps to manage time effectively, including setting reminders and scheduling tasks.
Is highly organized and efficient in their approach to work.
Plans and schedules work in advance to ensure deadlines are met.
Anticipates potential time constraints and takes proactive steps to manage them effectively.
Shows excellent time management skills, completing tasks on schedule and to a high standard.
Consistently demonstrates a strong work ethic, working efficiently and effectively to complete tasks on time.
Is reliable and consistently meets deadlines, demonstrating excellent time management skills.
Consistently demonstrates an ability to manage multiple tasks and prioritize effectively.
Manages their workload effectively, consistently completing tasks on schedule.
Demonstrates excellent organizational skills, which enable them to manage their time effectively.
Consistently completes tasks within budget and on time.
Is highly responsive to time-sensitive tasks, demonstrating excellent time management skills.
Anticipates time constraints and adjusts their work accordingly, consistently meeting deadlines.
Demonstrates a strong sense of urgency, consistently working to tight deadlines.
Manages their time effectively, ensuring that all tasks are completed on schedule and to a high standard.
Is highly efficient in their work, completing tasks on time and to a high standard.

As the great management consultant Peter Drucker famously said, “Time is the scarcest resource and unless it is managed nothing else can be managed.” Therefore, including time management as a performance indicator in employee evaluations is not just beneficial but essential to the success of any organization.

INNOVATION AND CREATIVITY

Innovation is the lifeblood of any successful organization, and as Steve Jobs, once said, “Innovation distinguishes between a leader and a follower.” Therefore, it is crucial that companies recognize and reward innovation as a key performance indicator in employee evaluations.

Innovation can take many forms, from process improvements to breakthrough product developments, and it is vital that employees feel empowered and motivated to contribute their innovative ideas. By including innovation as a performance indicator, companies can encourage a culture of creativity and forward-thinking, and ultimately drive growth and success.

An example that highlights the importance of innovation can be found in the story of the Xerox PARC lab. In the 1970s, Xerox created a research facility, PARC, where they developed the first personal computer, graphical user interface, and mouse. However, Xerox failed to capitalize on these groundbreaking inventions, and it was Apple who ultimately brought them to market and revolutionized the computer industry.

With effective performance review techniques, you’ll see improvements in employee morale and productivity, as well as a boost in your company’s bottom line. Start incorporating these 20 performance appraisal comments and employee review feedback that focuses on innovation today:

Consistently demonstrates a creative approach to problem-solving.
Displays a high level of creativity in brainstorming sessions.
Has a track record of generating new and innovative ideas.
Shows a willingness to take risks and try new approaches.
Regularly identifies new opportunities for process improvement.
Has a talent for thinking outside of the box.
Demonstrates a natural curiosity and a desire to learn new things.
Displays a passion for exploring new technologies and methodologies.
Has a keen eye for identifying opportunities for growth and expansion.
Demonstrates a unique perspective on business challenges.
Regularly offers creative and innovative solutions to complex problems.
Has a proven ability to generate new revenue streams through creative thinking
Demonstrates a talent for turning creative ideas into actionable plans.
Shows a talent for identifying and solving customer pain points through innovative solutions.
Displays a willingness to experiment and try new things to drive business success.
Has a talent for identifying new market trends and developing products to meet customer needs.
Regularly participates in innovation-focused training and development opportunities.
Demonstrates a natural talent for generating ideas that challenge the status quo.
Displays a track record of successfully implementing innovative solutions to business challenges.
Has a passion for driving change and pushing boundaries in the workplace.

So why settle for the same old performance review templates and ineffective performance phrases? Give your employees the feedback they deserve with sample performance appraisals that encourage and inspire greatness.

COLLABORATION AND TEAMWORK

Imagine a workplace where every employee works in isolation and never collaborates with others. Sounds boring and unproductive, right? That’s because collaboration and teamwork are crucial components of any successful workplace.

In today’s fast-paced business world, it’s impossible for individuals to achieve success on their own. Collaboration and teamwork allow employees to leverage the strengths of others, leading to greater productivity and innovation. And let’s not forget about the warm and fuzzy feeling of belonging to a team. Working collaboratively fosters a sense of community and shared ownership of projects, leading to increased job satisfaction and employee retention.

Now, let’s talk about the dreaded performance appraisal process. Collaboration and teamwork are essential indicators of good performance. Managers look for employees who can work well with others, contribute to a positive work environment, and help achieve organizational goals. That’s why it’s important to use effective performance review templates and performance evaluation language. It’s also helpful to have performance appraisal comments and performance feedback examples to provide employee review feedback. With that in mind, we have 20 examples of performance evaluation phrases to provide feedback on an employee’s collaboration and teamwork skills.

Shows an exceptional ability to work well with others towards a common goal.
Regularly offers assistance and support to colleagues without being asked.
Communicates effectively with team members, leading to successful project completion.
Builds trust and respect among team members through strong collaboration skills.
Demonstrates a strong commitment to teamwork and collaboration.
Consistently works to improve team dynamics and foster a positive work environment.
Maintains a positive attitude, even in challenging situations, encouraging others to do the same.
Brings diverse perspectives to team discussions, leading to more creative solutions.
Proactively shares knowledge and expertise with team members.
Effectively manages conflict within the team, leading to successful resolution.
Takes responsibility for their actions and holds themselves accountable for team success.
Encourages participation from all team members, ensuring everyone’s voice is heard.
Collaborates effectively with colleagues from different departments and backgrounds.
Actively seeks out opportunities to collaborate with others outside of their team.
Shares credit with the team, acknowledging the contributions of all members.
Demonstrates flexibility in adapting to changing team needs and priorities.
Openly communicates feedback to team members in a constructive and supportive manner.
Works to build a sense of camaraderie and shared purpose among team members.
Consistently delivers high-quality work, reflecting a commitment to teamwork and collaboration.
Motivates and inspires team members to achieve common goals through collaboration and teamwork.

Employees who are good collaborators and team players are often recognized for their contributions to the team’s success and are rewarded with promotions or bonuses. However, employees who struggle to collaborate and work well in teams may face negative performance reviews or may not be considered for advancement opportunities.

By prioritizing these skills in the performance appraisal process, employers can increase productivity, innovation, and employee satisfaction, leading to long-term success.

A strong work ethic is the backbone of a thriving workplace. It encompasses dedication, accountability, and consistently delivering high-quality results. Employees who exhibit a strong work ethic often exceed performance expectations, take on additional responsibilities, and go above and beyond expectations. They take pride in their work and are dedicated to meeting organizational goals. Effective performance review templates look for employees who exhibit a strong work ethic and prioritize them for promotions or bonuses.

Conversely, employees who demonstrate a poor work ethic may face negative performance reviews or lose out on advancement opportunities. Poor work ethic can lead to low-quality work, missed deadlines, and negative impacts on team morale. Performance appraisal examples highlight employees who consistently demonstrate a strong work ethic, meet or exceed performance expectations, and take pride in their work.

Here are 20 performance evaluation phrases that can be used to provide feedback on an employee’s work ethic.

Consistently meets or exceeds performance expectations
Demonstrates a strong commitment to achieving success
Takes ownership of work and responsibilities
Goes above and beyond expectations
Shows a strong dedication to their work
Is reliable and accountable
Consistently delivers high-quality work
Takes pride in their accomplishments
Maintains a positive attitude towards their work
Is willing to take on additional responsibilities
Shows initiative and drive
Is highly motivated and focused
Demonstrates a high level of professionalism
Is committed to professional development and growth
Takes constructive feedback positively and applies it to their work
Is organized and efficient in their work
Is punctual and meets deadlines
Shows a strong attention to detail
Maintains open and clear communication with colleagues and superiors
Takes personal responsibility for their work and their team’s success.

Employers should prioritize work ethic when evaluating employee performance. By fostering a culture of strong work ethic, organizations can increase productivity, innovation, and employee satisfaction. Effective performance phrases that highlight work ethic help in creating a successful workplace environment, leading to long-term success. It is essential to give employees the right performance appraisal comments and employee review feedback that emphasizes the importance of work ethic.

When conducting performance appraisals, it is important to use appropriate performance appraisal categories and phrases, such as those related to time management, to assess an employee’s performance accurately. By using these phrases, managers can provide specific feedback to employees, helping them to improve their time management skills and work more effectively. Effective performance appraisals help organizations to identify high-performing employees, provide them with appropriate feedback, and develop strategies to help employees improve their performance.

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Watson Glaser Practice Test

Few hours of practice make all the difference.

iPREP - Ace That Test!

The Watson Glaser Critical Thinking Appraisal Test (WGCTA) assesses your critical thinking skills. Your potential employer will be able to evaluate your ability to recognize assumptions, evaluate arguments, and draw conclusions based on the given information, so your best approach is to familiarize yourself with the test’s format and challenges and practice as much as you can.

Did you know?

The Watson Glaser Test is divided into five sections: (1) inferences, (2) recognition of assumptions, (3) deduction, (4) interpretation, and (5) evaluation of arguments. While every company treats scores differently, a 75% score will give you the best chance to be hired by a top law firm. Candidates who do well are those who are able to think critically and move through the different test sections quickly.

The newest version of the Watson Glaser test—Watson Glaser III—is a timed test. You will have to complete 40 questions in 30 minutes. Along with sample questions, which are introduced before each part of the test, the administration time may extend to 40 minutes. Watson Glaser is divided into 5 sections—inferences, recognition of assumptions, deductions, interpretations, and evaluation of arguments.

Watson Glaser test is a critical thinking test and to pass the test, you need to have strong problem solving and analytical skills, and you should be able to find a quick solution after examining all aspects of a problem. These aspects can be improved by simulating accurate Watson Glaser practice tests, more so if these are followed by detailed solutions and solving methods, like the practice tests offered by iPrep.

Watson Glaser Navigation Pad

Question types explained, preparation strategies, test features, results scale & interpretations, frequently asked questions, administration, test provider, watson glaser question types explained.

There are 40 questions on the Watson Glaser Critical Thinking Appraisal Test (WGCTA).

The test is divided into 5 sections, each assessing a different aspect of critical thinking. The sections are presented on the test in this order:

All questions are multiple-choice (five choices in inference and two choices in all the rest of the questions).

Between each section, you will have a short break in which the type of questions of the next questions is introduced. Do not count on resting as each of these introductions takes 2-3 minutes at most.

The five distinct types of questions on the Watson Glaser test are introduced in sections in the same order as the sections below. Read more about each of them and try a sample question. iPrep’s Watson Glaser practice tests cover these questions and these questions only, focusing you on the format that you will encounter on test day.

In these questions, you are given a short passage containing textual and sometimes statistical information. Two or three inferences are offered for each passage. Your task is to rate the probability of the truth of inferences based on the information given. You should not assume anything else besides the given information. There are five options to choose from:

True – the inference is definitely true and can be completely drawn based on the passage. This is equivalent to an answer such as: “After examining this information, what you’re saying must be true!”
Probably True – the inference is in line with the information presented, but there is not enough evidence for you to be completely sure that it is true. This is equivalent to an answer such as: “I see what you are trying to prove, and it makes sense; yet, you cannot be sure about it.”
Insufficient Data – The information in the passage provides no evidence to either support or undermine the inference. This is equivalent to the answer: “Based on what you have told me, I have no idea if it is true or false.”
Probably False – the inference deviates from the information provided and interprets it in a way that seems unlikely. Yet, there is a slim chance that it is true after all. This is equivalent to an answer such as: “What you are saying seems so far-fetched based on the evidence we have. It is really unlikely that it is correct.”
False – the inference is definitely false as the information in the passage directly contradicts it. This is equivalent to answering: “The data says one thing and you say exactly the opposite! This cannot be true!”

A Winning Inference Tip:

Though there are five possible options, you should not expect that each of the inferences will fall under one of the five options. You can definitely expect that one or two answers will appear more than once. Therefore, consider each inference anew and do not rely on previous answers you have given.

Try an Inference Sample Question

A worldwide study shows that there are behavioral shifts among consumers. 41% said that they are “increasingly looking for ways to save money.” Consumers are largely brand loyal but shop around for the best prices. Only 12% of consumers have traded down to buy cheaper brands (such as bottled water), with 11% trading up (with products such as cosmetics). There has been a big shift towards online shopping.

None of those who trade down also trade up.

Probably True
Insufficient Data
Probably False
False

The correct answer is Insufficient Data.

We cannot tell from the evidence of those who trade down (12% of consumers) and those who trade up (11% of consumers), what relationship there is between the two in terms of whether there is any overlap between the two groups. Though it might seem highly unlikely that there would be an overlap, the statements allow for this with the reference to the different products (bottled water, cosmetics). Even if the word “none” had been replaced by “few” or “many,” we would still have insufficient data to draw the inference.

Recognition of Assumptions

In these questions, a quote or a short statement is presented. In most cases, even if the assumption is not explicitly stated, the speaker or provider of the information must have a couple of things he or she takes for granted or considers as necessarily true to justify the statement. Your goal is to judge whether the suggested assumption is made by the author or not. There are only two options to choose from:

Assumption Made – the author clearly assumed the suggested assumption because, without the assumption, the statement does not make sense.
Assumption Not Made – the author does not have to assume a proposed assumption as it either undermines the statement or is irrelevant for the justification of the statement.

A Winning Recognition of Assumptions Tip:

To assess whether an assumption is necessary and important, try for a moment to assume the complete opposite. A contradictory/negative assumption may shed light on the necessity of the original assumption. A more in-depth view of this “negative assumption” solving method is included within iPrep’s guide.

Try a Recognition of Assumptions Sample Question

Statement: “Getting a highly paid position in a top law firm is difficult, so young lawyers need to get lots of experience in the law.”

Proposed Assumption: Getting a highly paid position in a top law firm is possible.

Assumption made
Assumption not made

This assumption is made.

Though the statement indicates that it “is difficult” to get “a highly paid position in a top law firm,” it must be possible to do this, otherwise, the “so” part of the statement could not be given.

Check this answer, using the negative test.

Getting a highly paid position in a top law firm is not possible.

Since this does not fit with the statement (even going as far as challenging the claim that getting this type of position is “difficult”), the assumption must be made.

In these questions, you must apply pure logic to conclude whether a proposed conclusion is definitely true based on the provided evidence/premises, or not. The evidence must be considered as utter truth, even if it is debatable in the real world. There are only two options to answer the question:

Conclusion Follows – the conclusion definitely follows from the evidence/premises. If the premises are true, then the conclusion must be true.
Conclusion Does Not Follow – this answer should be chosen in any other case: if the evidence contradicts, does not support, or even leaves a shred of a doubt regarding the correctness of the conclusion, choose this answer.

A Winning Deduction Tip:

Remember that the premises must be considered complete truth. In addition, remember that you cannot generalize the premises or extend their claim to areas that encompass more cases than those the premises refer to. For example, if a premise refers to accountancy firms, banks, and investment companies, you cannot generalize it to “financial institutions.”

Try a Deduction Sample Question

Some producers of renewable energy rely heavily on government subsidies. All companies that rely heavily on government subsidies will one day have to manage without them. Therefore…

Some producers of renewable energy will one day need to operate without government subsidies.

Conclusion follows
Conclusion does not follow

This conclusion follows the premises.

If we look at the structure of the premises in a simplified form, we get “Some A are B. All B are C.”

This diagram represents a plausible organization of groups A, B, and C:

So, it must follow that some A are C.

Interpretation

In these questions, like the deduction questions, you also need to decide whether a proposed conclusion follows or not. This time, though, the standard is not “definite truth” as it is in the deduction section, but “beyond reasonable doubt.” This criterion is a strong one but it is weaker than the one used in deduction. To arrive at your conclusion, you must only consider the information provided in the passage, which for the purpose of the test is considered as true. To summarize, you must choose between two options:

Conclusion Follows – the conclusion follows from the evidence/premises beyond a reasonable doubt, which means that it is very unlikely that it will not be true, eventually. You may be able to describe a situation in which the conclusion does not follow, but this scenario is rather unusual.
Conclusion Does Not Follow – this answer should be chosen if the information clearly contradicts the conclusion; if there is no sufficient information to prove or undermine the conclusion; and even if there is a much greater chance that the conclusion follows but there is still a reasonable scenario in which the conclusion doesn’t follow.

A Winning Interpretation Tip:

Each passage is followed by two or three proposed conclusions. These conclusions may seem related to one another. However, when you make a decision as to whether a conclusion follows or not, you should only take into account the information presented in the passage and not any conclusions that were presented before the conclusion you currently examine. Do not let your decisions regarding previous conclusions mislead you.

Try an Interpretation Sample Question

It is predicted that, by 2055, half of today’s work activities could be automated. The activities most susceptible to automation are physical ones in highly structured and predictable environments and those involved in the collection and processing of data. In advanced economies, such activities make up 51% of all economic activities.

Half of today’s jobs will disappear by 2055.

This conclusion does not follow beyond a reasonable doubt from the premises.

The prediction given in the evidence is that “by 2055, half of today’s work activities could be automated.” This is not necessarily equivalent to half of today’s jobs disappearing since jobs could change to fit with the change in “work activities.”

Evaluation of Arguments

In these questions, you are presented with a business or social dilemma: “Should Measure X be taken?” Usually, two arguments follow each dilemma. Each argument may either advocate in favor or against the proposed action. Either way, your goal is not to justify the arguments but to analyze them and decide whether the argument is weak or strong:

Argument Strong – for an argument to be strong, it must be both important and directly related to the question. An important argument provides social/moral/financial justification for the action. A directly related argument deals precisely with the subject and the main issue at stake. It does not over-generalize it or deal with a secondary issue.
Argument Weak – an argument is weak if it is of minor importance or if it is related only to trivial aspects of the question. It is weak even if it is of general great importance but not directly related to the question.

A Winning Evaluation of Arguments Tip:

You must remember that your personal agreement with the argument is irrelevant in this case. As in many fields, such as state politics and social welfare, there might be strong arguments in favor or against almost any proposal. You may think of a proposal as the most ethical and reasonable solution, or condemn it wholeheartedly. On the test, however, you must disregard your emotions and perceptions and refer only to the criteria for strong and weak arguments.

Try an Evaluation of Arguments Sample Question

Should tariffs on foreign goods be used as a way of protecting domestic jobs?

No; some domestic jobs are created as a result of importing foreign goods.

Argument strong
Argument weak

This argument is strong.

This provides both a relevant and important challenge to the question. If the focus is on the protection of domestic jobs, then risking the reduction of foreign imports through tariffs (by consequent price-increases) could reduce the number of jobs in some domestic industries.

Watson Glaser Preparation Strategies

There are many general tips on how to prepare for a test. The following preparation strategies, however, are customized for the Watson Glaser test. Follow them, and ensure yourself a better chance of passing the test.

Forget What You Know About Logic – Learn Watson-Glaser’s Logic

Many people who are getting ready to take the Watson-Glaser test have learned about logic and critical thinking at some time in their life. Paradoxically, this might be a threat. The Watson Glaser test is criticized by many critical thinking professors for not being in line with common logic practices. This should not interest you one bit.

In order to do well on the Watson Glaser test, you should only stick to its logic. To do that, study the specific test format and test concepts very well. Also, use a guide that is dedicated to the Watson Glaser test. General critical thinking guides or guides that claim that they cover all the critical thinking tests, including the Watson Glaser test, will not help you do well. Such guides are likely to teach you concepts that you do not need or even concepts that contradict Watson-Glaser’s logic.

Finally, take Watson Glaser practice tests and learn from their solutions. Do not settle for general critical thinking practice tests.

Get Used to Relying Only On The Provided Information

It is very difficult not to rely on your previous knowledge. The new versions of the Watson Glaser test also deal with contemporary issues about which you are already familiar and about which you may have strong opinions. You must put all that aside.

As part of its attitude towards assessing critical thinking, the WGCTA states that all the information that is provided as preliminary information for the questions (arguments, statements, premises, statistics) must be considered as utter truth. Even if you are certain there are inaccuracies in it. This information is the only source from which you must glean your judgments before choosing the correct answer—not what you learned on the internet, not what your parents taught you, and not even what your moral compass is telling you.

This is an intentional feature of the test, as the creators believe that it better assesses the person’s ability to be detached from biases and emotions while making a decision. As a crucial aspect of the test, many people lose points because they provide “external” justifications to their choices. Don’t fall into that trap!

Learn The Differences Between The Three Types Of Conclusions On The Watson Glaser Test

In three types of questions—inference, deduction, and interpretation—you may want to mark a conclusion/inference as “follows/true.” The conditions for the conclusion to follow (or not to follow) in each of these three are somewhat different. To be well-prepared for the test, you must fully understand the differences between the categories and establish three sets of reasoning that you can apply on demand. The question-type descriptions on this page provide some insight into this, and the guides and practice questions of the course explain it well.

Practice Timed Simulations

The Watson Glaser is now a timed test, unlike most of the other critical thinking tests and the practice tests which are available online. This is a very significant step taken by the test publisher as time pressure adds to the test’s difficulty, and it poses a challenge to those who are less confident taking tests under time constraints. Overall, the time constraint (40 questions in 30 minutes) is not considered severe but it adds to the general stress level and may result in careless mistakes.

This is why it is important to practice using Watson Glaser tests that are timed. Familiarizing yourself with the time pressure will reduce its adverse impact while you take the actual test. You may even gain a few time-saving tips along the way.

Develop Your Specialized Toolbox of Solving Techniques

The Watson Glaser test doesn’t only assess your general ability to disseminate information. It may also include bits of information that are meant to confuse you and make you choose incorrect answers.

However, to avoid such mistakes, there are plenty of solving techniques that can be used to solve each of the types of Watson Glaser questions. If you choose courses that are aware of these solving techniques, and share them with you, you will find that they are invaluable in helping you earn points and save time.

The iPrep preparation course introduces such techniques to help you wisely solve each type of question. For example, it teaches you how to evaluate an assumption from contradictory perspectives to understand if it is necessary or not. It also teaches you logic that will help you manipulate the premises in the deduction questions in a way that will make it easier to evaluate the conclusions.

Even if you do not have access to a preparation guide for the Watson Glaser test, try to create your own toolbox of solving methods and repeatedly apply them to make them more intuitive for you.

Download Your Copy of the Watson Glaser Test PDF

Click here to download

Test Features

Fast facts (tl;dr).

Total of 40 questions.
The test has a 30-minute time limit.
Question types: inferences, recognition of assumptions, deductions, interpretations, and evaluation of arguments.
Three types of questions are evaluated on a single “drawing conclusions” scale—inference, deduction, and interpretation.

Watson Glaser III was introduced in the US in 2018, and a short time later, it started to be administered in the UK. The newest version of the Watson Glaser Critical Thinking Test introduces some old and some new features.

Three Scoring Scales – The RED Model

Since the introduction of Watson Glaser II, the results of the test have been reported according to a three-scale model—the RED Model of critical thinking:

Recognition of Assumptions – this scale is based solely on the second section of the test, which has the same name. It reports how sensitive you are to assumptions and presuppositions in the information. If you do it well, it means that you are likely to reveal information gaps or unfounded logic.
Evaluating Arguments – this scale is based solely on the fifth section of the test, which also has the same name. If you do it well, you are skilled in analyzing information objectively and accurately. This means that you won’t let emotions and biases obscure your judgment.
Drawing Conclusions – this scale is based on three types of questions, which all deal with the art of drawing conclusions from information—inference, deduction, and interpretation. It is a prominent scale, which is based on 16 questions rather than 12 questions in the first two scales. If you do it well, it means that you have a good sense of judgment and that you will know how to weigh data and information and arrive at solid conclusions that do not overgeneralize or misread the information.

Watson Glaser – Now a Timed Test

Watson Glaser II is proctored and untimed. It is recommended to complete it within 30-40 minutes, though, because your time is registered by the proctors.

Watson Glaser III introduces a new approach—all tests are timed. You have 30 minutes total (excluding instructions that are given in between) to answer 40 questions. The justification for this is that making informed decisions under time constraints is more demanding.

Item Bank Instead of Fixed Forms

Watson Glaser II is based on two carefully established fixed forms—form D and form E. These became so prevalent that people started sharing information about these forms online.

The new, and now the most prevalent form—Watson Glaser III—no longer suffers from this problem and poses a greater challenge to the test takers. It is based on a bank of carefully selected items that are randomly pulled during the test. The item bank is large enough to ensure that no candidate encounters the same test, yet it maintains a normalized level of difficulty.

The iPrep Watson Glaser practice tests are also different from one another and make sure that you face a broad variety of items and are not surprised by the various items that may appear on the real test.

Used Primarily by Business and Financial Oriented Organizations

Many legal firms, banks, and other financial institutions use this logical thinking test as a part of their selection process for ensuring they have only the most talented people on board. This trend was acknowledged by the Watson Glaser developers, which gradually changed the topics of the informational passages on the test from general topics to business-oriented topics.

Watson Glaser II Vs. Watson Glaser III

The Watson Glaser test saw some significant changes over the years, adapting it to modern conditions and its business-oriented market.

Two versions of the Watson Glaser Test Two are currently available:

Watson Glaser II forms D & E (computerized or pen & paper)
Watson Glaser III (only computerized)

The main differences between the two versions is that Watson Glaser III is based on an item bank of questions, does not need a test proctor, and has a time limit of 30 minutes. The following table depicts the differences in detail:

Watson Glaser – an international test

The Watson Glaser Critical Thinking Appraisal Test is published by Pearson Assessments, an international company with offices in 14 countries. The test features critical reasoning questions and is available in dozens of languages and countries around the world including the United States, United Kingdom, and Canada. The test is identical no matter where it is administered.

iPREP: Concise. Focused. What you need.

Immediate access

Online self-paced

Ace that Test!

Results Scale and Interpretations

Watson Glaser test results are broken down into two different reports, a profile report and a development report, which are provided to the prospective employer. Some organizations may share results with test takers, especially if the test was given for developmental purposes.

There is no penalty for guessing the wrong answer on the Watson Glaser test. Since most questions have only two answers to choose from, the raw score is generally rather high and above 50%; therefore, it is usually considered a good score if you get at least 75% of the questions right, which means answering 30 questions out of 40 questions correctly.

Profile Report

The profile report rates you with an overall percentile score, which is further broken down into the candidate percentile in three subscales:

Recognize Assumptions: This test is all about understanding what the question states and analyzing whether the info mentioned is correct, or whether there’s any evidence that backs the stated information.
Evaluate Arguments: Evaluating arguments means logically working with a problem and critically evaluating it. It is about symmetrically analyzing the argument and the evidence provided.
Draw Conclusions: Candidates need to come to a logical conclusion based on the evidence provided. A candidate with strong critical thinking skills will be able to draw conclusions that would then lead to another conclusion.

While the Profile Report does include the raw number of correct answers, the percentile rank is more important. The percentile scoring system of WG-III accounts for question difficulty. It not only factors in the number of correct answers, but the difficulty of those questions as well. It also takes into account the norm group of the candidate, which provides different score distribution by occupation, position, and level of education.

For instance, here is a sample score report for a candidate for a managerial position. It reports the overall critical thinking percentile and three subscale scores according to the RED model. It portrays an overall average candidate with a high skill of evaluating arguments, average skill of drawing conclusions, and low skill of recognizing assumptions.

Contrary to Watson Glaser III, the WGCTA-II Profile Report also shows employers your raw scores in the three different categories, as seen below. However, this version of the test becomes less and less common, so you are not likely to encounter such a breakdown.

Watson Glaser Passing Score – by Norm Groups

Your raw score is important but it is not the deciding factor for determining whether you pass the test or not. The Watson Glaser score can be interpreted with several established norm groups – either by occupation (accountant, consultant, engineer, etc.), by position type/level (executive, manager, entry-level, etc.), or by educational background (high school, college, graduate, etc.). It is up to the recruiting company to decide which norm group to use when assessing your score. Customized norms may also be created for large organizations.

Development Report

The development report demonstrates the strengths of their employees. When given to the candidates/employees, it also guides them as to how to further explore specific skill areas and improve their skills.

Recognize Assumptions

Candidates with skilled behavior in the area will identify what is being taken for granted, and explore diverse viewpoints on the subject. Identifying the assumptions will help you reveal information gaps and enhance your understanding of the subject.

If you scored “Strength To Leverage” in this skill area, it means you possess strong skills in recognizing assumptions.

watson glaser sample report recognize assumptions

Evaluate Arguments

Candidates who can objectively and accurately evaluate arguments are likely to be hired by many organizations. Such candidates can overcome confirmation bias and also possess the capability to analyze an argument’s reasoning and supporting evidence, and explore counter-arguments even when doing so is controversial. When evaluating controversial arguments, emotions can play a negative role, as they can cloud your evaluation capabilities.

If you scored “Further Exploration” in this parameter it means that your skills are average when compared to other candidates.

watson glaser sample report evaluate arguments

Draw Conclusions

Drawing conclusions means reaching the conclusion which logically follows the evidence available for a particular problem. Furthermore, reaching a conclusion means evaluating information from diverse sources, and even changing your position on a subject when warranted by the available evidence.

If you scored “Opportunity For Development” in this parameter, it means that you are expected to improve your scores and that your skills are average when compared to other candidates.

watson glaser sample report draw conclusions

Watson Glaser FAQs

There are two current versions of the test. The Watson Glaser II Critical Thinking Appraisal (WGCTA II) forms D & E and Watson Glaser III (WG III). While both versions of the test measure the same type of skills, there are some differences. WG III, which is the newest version, draws its questions from a large bank of items. Since every instance of the test is different, candidates can take the test without supervision. WG III is almost always timed (with an exception in the US to allow reasonable test accommodations). WG II, on the other hand, requires a proctor, and is not timed. Watson Glaser I forms A, B, C, and S (Short) are obsolete and are no longer used in most cases.

A good score on the Watson Glaser Test is usually 75%-85%. Each company that administers the test has different standards, and may compare your score against established norm groups. For example, a score of 75% or higher will give you the best chance to be selected by a top law firm, but to become a director in a financial corporation, you are expected to score about 85%. Note that the scoring system takes into account the level of difficulty of each question—incorrectly answering easy questions or correctly answering difficult ones has higher significance on the final score.

The Watson-Glaser test is difficult, especially for individuals who aren’t familiar with the question types in the test. Familiarizing oneself with the test through practice tests will make it easier to move through the test quickly, and the tips and tricks available through most practice test companies will help you quickly answer questions.

The most important thing you can do to pass a critical thinking test is to take a practice test beforehand. The practice test will familiarize you with the type of questions you can expect to see on the test, and help you understand what the test is measuring.

The test will measure your ability to do the following: 1. Draw Inferences 2. Recognize assumptions 3. Think critically and logically interpret information 4. Draw conclusions based on given facts 5. Evaluate arguments as weak or strong

The test is divided into 5 sections: 1. Inferences: In this section, you will be provided with a list of possible inferences which you will be asked to rate as true or false. 2. Recognition of assumptions: In this section, you will encounter assumptions-based questions. 3. Deductions: You will be asked to make deductions using the information from the passage. Given a few proposed conclusions, you will be asked to decide for each if it “follows,” or “does not follow” the passage’s logic. 4. Interpreting information: In this section, you will need to interpret information from the questions to decide if each conclusion is based on the given information or not. Your answer should be based solely on the provided information and not on prior knowledge which may mislead you. 5. Analyzing arguments: To examine arguments, you will have to assess whether the provided statement is strong or weak.

There will be 40 multiple choice questions that you need to complete in only 30 minutes in the timed version.

Watson Glaser is a critical thinking test. Critical thinking is considered a crucial factor because candidates who possess this trait are often good decision-makers and arrive at informed, precise, and objective conclusions instantly. Solid decision making, problem-solving skills, and strategic thinking set the foundation for a successful candidate, organizations use these to screen and hire talented people. Companies utilize the Watson Glaser test to hire strong, dedicated employees who will go on to become future leaders. Taking Watson Glaser practice tests will help to effectively use information and make the right decision. This, in turn, will ensure passing the test.

No, yet the Watson Glaser critical thinking test is a very common recruitment phase in many leading law firms, especially in the United Kingdom, even more so for recent university graduates. If you would like to practice law at Hogan Lovells, Clifford Chance, Linklaters, CMS, or Freshfields, you will need to do well on the Watson Glaser and score at least 80%. The test is also the basis for the UK’s BCAT exam.

Yes. Watson Glaser believes that it is essential for employee assessment to analyze and make decisions under pressure, which is why the test is timed. In the timed version, you will only have 30 minutes to complete the test.

The best way to prepare for the Watson Glaser test is with the types of questions you will find on the real test. You should use a prep course, such as iPrep, that will prepare you for the critical thinking questions that appear on the Watson Glaser test, and not on general critical thinking tests, as they differ.

The best way to beat the Watson Glaser test is to prepare yourself in advance, using a similar environment to best simulate the experience. If you are taking the timed version, make sure to time yourself so you can figure out which questions you need more time to answer and which questions you can breeze through.

Many different companies and law firms use the Watson Glaser to evaluate potential employees. They include, but are not exclusive to, the following: Bank of England, BCAT, Deloitt, Dentons, Linklaters, Simmons & Simmons.

Watson Glaser Test Tips

1. answer strictly based on the provided info.

Answer each question solely based on the conditions and facts provided in the question, and not by using your own industry knowledge.

2. Read each question carefully and don’t skip paragraphs or sentences

You might encounter long questions which you may be tempted to skim through. Don’t! By quickly scanning the question, you may miss valuable information you will need to get the right answer. Read thoroughly and then make your decision.

3. Try finding logic in the statements

Answering each question in the Watson Glaser test requires finding a logical connection between the statements. Analyze the statements and try to find logic between them.

4. Learn to manage the time

Since there will be both long and short questions, the time spent on each question is difficult to assess in advance. However, through practice, you should know how to manage time without skipping any question. Learn to pace and compete with time.

5. Plan and practice

Lastly, to ace any test, precise planning and continuous practice are a must! Therefore, practice as many questions as you can beforehand.

Test Location: The Watson-Glaser test is either administered online at home by accessing a link sent to the candidate or by the hiring company, typically in their office.
Test Schedule: The test generally takes place following at least an initial interview.
Test Format: Multiple choice questions delivered either online (Watson Glaser II) or in pen-paper format (Watson Glaser II forms D & E only)
Test Materials: Computer or pen & paper.
Cost: Usually covered by the recruiting organization.
Retake Policy: Determined by each employer.

Test Provider

The Watson-Glaser test is owned and published by Pearson, one of the largest educational organizations in the world. It is part of the Pearson Talent-Lens portfolio, which focuses on pre-employment talent assessment and employee growth. The test was initially developed by Goodwin Watson and Edward Glaser.

With more than 80 years of experience in the assessment field, Pearson’s Clinical Assessment group offers innovative and comprehensive products and services. Some of the company’s brands include the Wechsler and Kaufman families of products, MMPI, BASC, OLSAT, CELF, and PLS. Pearson serves 300,000 customers in the U.S. with assessments for psychologists, speech-language, pathologists, occupational therapists, and related professionals.

Information Sources

Pearson Clinical Assessment
Pearson TalentLens

Disclaimer – All the information and prep materials on iPrep are genuine and were created for tutoring purposes. iPrep is not affiliated with Pearson’s Clinical Assessment Group, which is the owner of the Watson-Glaser test.

Free Watson Glaser practice test: Get to know what the Watson Glaser Critical Thinking Appraisal Test (WGCTA) will be like by taking this free Watson Glaser Practice test:

Question 1 of 5

First Type – Inference

There are three general groups of countries that show the relationship between personal income and happiness levels. In some countries (such as Germany), both personal incomes and happiness levels have increased at the same rate over the past 10 years. In others (such as China), personal incomes have doubled over the past decade, but average happiness has increased by only 0.43 points. In 43 countries (including India and the US), incomes have risen, but happiness levels have declined.

Inference – The happiness level in some countries can be higher or lower than in others with the same personal income levels.

The correct answer is Probably True.

Given that the relationship between personal incomes and happiness levels is shown to have three different correlations, it is probably true that countries with the same personal income levels can be correlated with both those with higher and lower happiness levels. Though one cannot infer this with complete certainty, given that the evidence does not enable such as definite inference, there is sufficient evidence here of the three different correlations between income levels and happiness to make it probably true that these correlations include the possibility given here.

Question 2 of 5

Second Type – Recognition of Assumptions

Statement: “Those companies that are especially vulnerable to high levels of cyberattacks should invest more in data security, either internally or by bringing in external experts.”

Proposed Assumption – Companies that are especially vulnerable to high levels of cyberattacks do not invest in data security.

This assumption is not made.

The recommendation of the need to “invest more in data security” does not require the belief that companies do not already invest. It is just that they need to invest more.

The negative test shows that, since the negative version isn’t a problem for the statement, this is not assumed.

Companies that are especially vulnerable to high levels of cyberattack do invest in data security.

Question 3 of 5

Third Type – Deduction

Premises: If resources are used to limit future global warming, then spending on current welfare is reduced. If we reduce spending on current welfare, then people’s well-being will be lower. So, if we use current resources to limit future global warming, …

Conclusion – The risk of global warming will be reduced.

Conclusion follows
Conclusion does not follow

This conclusion does not follow the premises.

The structure of the premises is “If A, then B. If B, then C. So, if A…” This must lead to “…then C.”

“The risk of global warming will be reduced” is not equivalent to C, being a further claim, such that it becomes D.

Question 4 of 5

Fourth Type – Interpretation

Economic forecasters tend to perform well with three-four-month predictions, but become much less successful beyond this timescale, especially with 22 months or more. The biggest errors occur ahead of economic contractions. This is because, though economies normally have steady but slow growth, when they contract, they do so sharply.

Conclusions – Not considering economic contractions risks overstating the possible growth of economies.

This conclusion follows beyond a reasonable doubt from the premises.

Given the explanations for why errors in economic forecasting are made, the evidence is sufficient for this conclusion to be drawn, since economic predictions based on the normal “steady and slow growth” of economies will be inaccurate unless contractions are taken into account. In this way, the evidence is sufficient for this conclusion to be drawn beyond a reasonable doubt.

Question 5 of 5

Fifth Type – Evaluation of Arguments

Question: Should all those aged 22-45 be required to save at least 5% of their income in a public savings plan?

No; people aged over 45 would also benefit from saving.

Argument strong
Argument weak

This argument is weak.

This does not give a relevant reason against the proposal as such but is more of a reason to extend it. As such, it is not an important issue for the argument itself.

Watson Glaser Test score distribution statistical analysis. Source: iPREP

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About the course

Welcome to iPrep’s Watson Glaser Critical Thinking Appraisal (WGCTA) Course.

This course will help you boost your skills and, with it, your confidence towards your upcoming Watson Glaser test. The course will provide you with the following tools and benefits:

You will become familiar with Watson Glaser’s five types of questions— Inference, Recognition of Assumptions, Deductions, Interpretations, and Evaluation of Arguments, get guidance per each section, and have the chance to practice test-level questions before attempting the simulations.
You will be given four full-length 40-question Watson-Glaser-style simulation tests . These simulations include similar questions to those you will encounter on the real test with the same level of difficulty. They also have the same estimated time limit as on the real test. Experiencing the test’s time pressure will ensure it will not come as a surprise on test day.
You will be provided with a great variety of helpful tips and solving methods for the different types of questions. Some of the tips are in the guidance sections and additional ones in the detailed explanations that follow each question.

Learning hours

Practice tests

By the end of this course, you will be more knowledgeable and comfortable with the Watson Glaser Test. Knowledge and familiarity with the test are the two most significant factors that can help you maximize your score and improve your chances of success.

The course comprises two parts—guidance and test simulations. In the guidance section, we will review each type of question, its purpose, and its underlying logical mechanism. You will also have a chance to practice several test-level questions before approaching the test simulation to get a feel for the challenge ahead.

Afterwards, you will proceed to the simulation of full-length tests that accurately follow the structure and concepts of the Watson Glaser. Once done, you will be able to see full question explanations and even see how well you performed in comparison with other people who have taken the test.

Wishing you an enjoyable learning experience!

Skills you will learn

Drawing Conclusions

Course Introduction
Test-Taking Tips
Full-Length Watson-Glaser-Style Simulations
Course Conclusion

About the author

Dr. Roy van den Brink-Budgen

Co-founder and Director of Studies of the Centre for Critical Thinking

Dr. Roy van den Brink-Budgen has been working in the field of critical thinking for over thirty years. His experience has included the development of various assessments in critical thinking, and teaching the subject to a wide range of groups (students from primary to postgraduate, teachers from primary to college, juvenile offenders, and business managers). He has also written seven books on the subject, many journal articles, and online courses for secondary students and MBA students (as well as having produced a critical thinking card game). He has given presentations to various international conferences on critical thinking and creative thinking.

His work in critical thinking has taken him to many countries (including France, India, Malaysia, New Zealand, Spain, the UK, and Singapore – where he is the Director of Studies at the Centre for Critical Thinking). He serves as a consultant on critical thinking to PocketConfidant, an international company that is developing AI for personal coaching. In addition, he runs a company that provides various services in critical thinking – if…then ltd – based in the UK.

Customer Testimonial

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December 2, 2023 at 1:22 PM

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December 2, 2023 at 9:35 AM

I acquired this course three days prior to my examination, feeling quite anxious. The course turned out to be precisely what I required. It exceeded the expectations for my exam preparation, providing me with the essential tools and knowledge. I am confident that without this course's practice and guidance, passing the exam would have been a challenge.

I purchased this course 3 days before my test. I was quite quite nervous. This course is just what I needed.they went above and beyond what was expected of me on my exam. This course gives you exactly what you need! I for sure would not have passed if I hadn’t practiced with this first.

November 27, 2023 at 9:31 AM

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October 18, 2023 at 11:06 PM

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September 23, 2023 at 5:45 PM

This test prep has helped me get familiar with the Watson Glaser test, and to identify my areas of strength and weakness. The feedback/ explanations are generally good, but will do with some improvement and fewer typos.

The Watson Glaser Critical Thinking Appraisal

What Is the Watson Glaser Test?

Who uses the watson glaser test and why, why is it so important to be a critical thinker, what is the watson glaser red model, how to pass a watson glaser test in 2024, how to prepare for a watson glaser critical appraisal in 2024, frequently asked questions, the watson glaser critical thinking appraisal.

Updated November 20, 2023

Modern employers have changed the way that they recruit new candidates. They are no longer looking for people who have the technical skills on paper that match the job description.

Instead, they are looking for candidates who can demonstrably prove that they have a wider range of transferrable skills.

One of those key skills is the ability to think critically .

Firms (particularly those in sectors such as law, finance, HR and marketing ) need to know that their employees can look beyond the surface of the information presented to them.

They want confidence that their staff members can understand, analyze and evaluate situations or work-related tasks. There is more on the importance of critical thinking later in this article.

This is where the Watson Glaser Critical Thinking test comes into play.

The Watson Glaser critical thinking test is a unique assessment that provides a detailed analysis of a participant’s ability to think critically.

The test lasts 30 minutes and applicants can expect to be tested on around 40 questions in five distinct areas :

Assumptions

Interpretation.

The questions are multiple-choice and may be phrased as true/false statements in a bid to see how well the participant has understood and interpreted the information provided.

Employers around the world use it during recruitment campaigns to help hiring managers effectively filter their prospective candidates .

The Watson Glaser test has been used for more than 85 years; employers trust the insights that the test can provide.

In today’s competitive jobs market where every candidate has brought the best of themselves, it can be increasingly difficult for employers to decide between applicants. On paper, two candidates may appear identical, with a similar level of education, work experience, and even interests and skills.

But that does not necessarily mean both or either of them is right for the job.

There is much information available on creating an effective cover letter and resume, not to mention advice on making a good impression during an interview.

As a result, employers are increasingly turning to psychometric testing to look beyond the information that they have.

They want to find the right fit: someone who has the skills that they need now and in the future. And with recruitment costs rising each year, making the wrong hiring decision can be catastrophic.

This is where the Watson Glaser test can help.

It can provide hiring managers with the additional support and guidance they need to help them make an informed decision.

The Watson Glaser test is popular among firms working in professional services (such as law, banking and insurance) . It is used for recruitment for junior and senior positions and some of the world’s most recognized establishments are known for their use of the test.

The Bank of England, Deloitte, Hiscox, Linklaters and Hogan Lovells are just a few employers who enhance their recruitment processes through Watson Glaser testing.

Critical thinking is all about logic and rational thought. Finding out someone’s critical thinking skill level is about knowing whether they can assess whether they are being told the truth and how they can use inferences and assumptions to aid their decision-making.

If you are working in a high-pressure environment, having an instinctive ability to look beyond the information provided to the underlying patterns of cause-and-effect can be crucial to do your job well.

Although it is often thought of concerning law firms and finance teams, it is easy to see how critical thinking skills could be applied to a wide range of professions.

For example, HR professionals dealing with internal disputes may need to think critically. Or social workers and other health professionals may need to use critical thinking to assess whether someone is vulnerable and in need of help and support when that person does not or cannot say openly.

Practice Watson Glaser Test with JobTestPrep

Critical thinking is about questioning what you already know . It is about understanding how to find the facts and the truth about a situation or argument without being influenced by other people’s opinions .

It is also about looking at the bigger picture and seeing how decisions made now may have short-term benefits but long-term consequences.

For those working in senior managerial roles, this ability to think objectively can make a big difference to business success.

As part of the critical thinking assessment, the Watson Glaser Test focuses on the acronym, 'RED':

R ecognize assumptions
E valuate arguments
D raw conclusions

Put simply, the RED model ensures you can understand how to move beyond subconscious bias in your thinking. It ensures that you can identify the truth and understand the differences between fact and opinion.

To recognize assumptions , you must understand yourself and others: what your thought patterns and past experiences have led you to conclude about the world.

Evaluating arguments requires you to genuinely consider the merits of all options in a situation, and not just choose the one you feel that you ‘ought’ to.

Finally, to draw an accurate and beneficial conclusion you must trust your decision-making and understanding of the situation.

Watson Glaser Practice Test Questions & Answers

As mentioned earlier, the Watson Glaser Test assesses five core elements. Here, they will be examined in more depth:

This part of the test is about your ability to draw conclusions based on facts . These facts may be directly provided or may be assumptions that you have previously made.

Within the assessment, you can expect to be provided with a selection of text. Along with the text will be a statement.

You may need to decide whether that statement is true, probably true, insufficient data (neither true nor false), probably false or false.

The test looks to see if your answer was based on a conclusion that could be inferred from the text provided or if it is based on an assumption you previously made.

Watson Glaser Practice Test

Example Statement:

500 students recently attended a voluntary conference in New York. During the conference, two of the main topics discussed were issues relating to diversity and climate change. This is because these are the two issues that the students selected that are important to them.

Many people make decisions based on assumptions. But you need to be able to identify when assumptions are being made.

Within the Watson Glaser test , you will be provided with a written statement as well as an assumption.

You will be asked to declare whether that assumption was made in the text provided or not .

This is an important part of the test; it allows employers to understand if you have any expectations about whether things are true or not . For roles in law or finance, this is a vital skill.

We need to save money, so we’ll visit the local shops in the nearest town rather than the local supermarket

As a core part of critical thinking, 'deduction' is the ability to use logic and reasoning to come to an informed decision .

You will be presented with several facts, along with a variety of conclusions. You will be tasked with confirming whether those conclusions can be made from the information provided in that statement.

The answers are commonly in a ‘Yes, it follows/No, it does not follow’ form.

It is sometimes sunny on Wednesdays. All sunny days are fun. Therefore…

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Critical thinking is also about interpreting the information correctly. It is about using the information provided to come to a valuable, informed decision .

Like the deduction questions, you will be provided with a written statement, which you must assume to be true.

You will also be provided with a suggested interpretation of that written statement. You must decide if that interpretation is correct based on the information provided, using a yes/no format.

A study of toddlers shows that their speech can change significantly between the ages of 10 months and three years old. At 1 year old, a child may learn their first word whereas at three years old they may know 200 words

Evaluation of Arguments

This final part requires you to identify whether an argument is strong or weak . You will be presented with a written statement and several arguments that can be used for or against it. You need to identify which is the strongest argument and which is the weakest based on the information provided.

Should all 18-year-olds go to college to study for a degree after they have graduated from high school?

There are no confirmed pass/fail scores for Watson Glaser tests; different sectors have different interpretations of what is a good score .

Law firms, for example, will require a pass mark of at least 75-80% because the ability to think critically is an essential aspect of working as a lawyer.

As a comparative test, you need to consider what the comparative ‘norm’ is for your chosen profession. Your score will be compared to other candidates taking the test and you need to score better than them.

It is important to try and score as highly as you possibly can. Your Watson Glaser test score can set you apart from other candidates; you need to impress the recruiters as much as possible.

Your best chance of achieving a high score is to practice as much as possible in advance.

Everyone will have their own preferred study methods, and what works for one person may not necessarily work for another.

However, there are some basic techniques everyone can use, which will enhance your study preparation ahead of the test:

Step 1 . Pay Attention to Online Practice Tests

There are numerous free online training aids available; these can be beneficial as a starting point to your preparation.

However, it should be noted that they are often not as detailed as the actual exam questions.

When researching for online test questions, make sure that any questions are specific to the Watson Glaser Test , not just critical thinking.

General critical thinking questions can help you improve your skills but will not familiarize you with this test. Therefore, make sure you practice any questions which follow the ‘rules’ and structure of a Watson Glaser Test .

Step 2 . Paid-for Preparation Packs Can Be Effective

If you are looking for something that mimics the complexity of a Watson Glaser test , you may wish to look at investing in a preparation pack.

There are plenty of options available from sites such as JobTestPrep . These are often far more comprehensive than free practice tests.

They may also include specific drills (which take you through each of the five stages of the test) as well as study guides, practice tests and suggestions of how to improve your score.

Psychologically, if you have purchased a preparation pack, you may be more inclined to increase your pre-test practice/study when compared to using free tools, due to having invested money.

Step 3 . Apply Critical Thinking to All Aspects of Your Daily Routine

The best way to improve your critical thinking score is to practice it every day.

It is not just about using your skills to pass an exam question; it is about being able to think critically in everyday scenarios. Therefore, when you are reading the news or online articles, try to think whether you are being given facts or you are making deductions and assumptions from the information provided.

The more you practice your critical thinking in these scenarios, the more it will become second nature to you.

You could revert to the RED model: recognize the assumptions being made, by you and the author; evaluate the arguments and decide which, if any, are strong; and draw conclusions from the information provided and perhaps see if they differ from conclusions drawn using your external knowledge.

Prepare for Watson Glaser Test

Nine Top Tips for Ensuring Success in Your Watson Glaser Test

If you are getting ready to participate in a Watson Glaser test, you must be clear about what you are being asked to do.

Here are a few tips that can help you to improve your Watson Glaser test score.

1. Practice, Practice, Practice

Critical thinking is a skill that should become second nature to you. You should practice as much as possible, not just so that you can pass the test, but also to feel confident in using your skills in reality.

2. The Best Success Is Based on the Long-Term Study

To succeed in your Watson Glaser test , you need to spend time preparing. Those who begin studying in the weeks and months beforehand will be far more successful than those who leave their study to the last minute.

3. Acquaint Yourself With the Test Format

The Watson Glaser test has a different type of question to other critical thinking tests. Make sure that you are aware of what to expect from the test questions. The last thing you want is to be surprised on test day.

4. Read the Instructions Carefully

This is one of the simplest but most effective tips. Your critical thinking skills start with understanding what you are being asked to do. Take your time over the question. Although you may only have 30 minutes to complete the test, it is still important that you do not rush through and submit the wrong answers. You do not get a higher score if you finish early, so use your time wisely.

5. Only Use the Information Provided in the Question

Remember, the purpose of the test is to see if you can come to a decision based on the provided written statement. This means that you must ignore anything that you think you already know and focus only on the information given in the question.

6. Widen Your Non-Fictional Reading

Reading a variety of journals, newspapers and reports, and watching examples of debates and arguments will help you to improve your skills. You will start to understand how the same basic facts can be presented in different ways and cause people to draw different conclusions. From there, you can start to enhance your critical thinking skills to go beyond the perspective provided in any given situation.

7. Be Self-Aware

We all have our own biases and prejudices whether we know them or not. It is important to think about how your own opinions and life experiences may impact how you perceive and understand situations. For example, someone who has grown up with a lot of money may have a different interpretation of what it is like to “go without”, compared to someone who has grown up in extreme poverty. It is important to have this self-awareness as it is important for understanding other people; this is useful if you are working in sectors such as law.

8. Read the Explanations During Your Preparation

To make the most of practice tests, make sure you read the analysis explaining the answers, regardless of if you got the question right or wrong. This is the crux of your study; it will explain the reasoning why a certain answer is correct, and this will help you understand how to choose the correct answers.

9. Practice Your Timings

You know that you will have five sections to complete in the test. You also know that you have 30 minutes to complete the test. Therefore, make sure that your timings are in sync within your practice, so you can work your way through the test in its entirety. Time yourself on how long each section takes you and put in extra work on your slowest.

What score do you need to pass the Watson Glaser test?

There is no standard benchmark score to pass the Watson Glaser test . Each business sector has its own perception of what constitutes a good score and every employer will set its own requirements.

It is wise to aim for a Watson Glaser test score of at least 75%. To score 75% or higher, you will need to correctly answer at least 30 of the 40 questions.

The employing organization will use your test results to compare your performance with other candidates within the selection pool. The higher you score in the Watson Glaser test , the better your chances of being hired.

Can you fail a Watson Glaser test?

It is not possible to fail a Watson Glaser test . However, your score may not be high enough to meet the benchmark set by the employing organization.

By aiming for a score of at least 75%, you stand a good chance of progressing to the next stage of the recruitment process.

Are Watson Glaser tests hard?

Many candidates find the Watson Glaser test hard. The test is designed to assess five different aspects of logical reasoning skills. Candidates must work under pressure, which adds another dimension of difficulty.

By practicing your critical thinking skills, you can improve your chances of achieving a high score on the Watson Glaser test .

How do I prepare for Watson Glaser?

To prepare for Watson Glaser , you will need to practice your critical thinking abilities. This can be achieved through a range of activities; for example, reading a variety of newspapers, journals and other literature.

Try applying the RED model to your reading – recognize the assumptions being made (both by you and the writer), evaluate the arguments and decide which of these (if any) are strong.

You should also practice drawing conclusions from the information available to you.

Online Watson Glaser practice assessments are a useful way to prepare for Watson Glaser. These practice tests will give you an idea of what to expect on the day, although the questions are not usually as detailed as those in the actual test.

You might also consider using a paid-for Watson Glaser preparation pack, such as the one available from JobTestPrep . Preparation packs provide a comprehensive test guide, including practice tests and recommendations on how to improve your test score.

How long does the Watson Glaser test take?

Candidates are allowed 30 minutes to complete the Watson Glaser test . The multiple-choice test questions are grouped into five distinct areas - assumptions, deduction, evaluation, inference and interpretation.

Which firms use the Watson Glaser test?

Companies all over the world use the Watson Glaser test as part of their recruitment campaigns.

It is a popular choice for professional service firms, including banking, law, and insurance. Firms using the Watson Glaser test include the Bank of England, Hiscox, Deloitte and Clifford Chance.

How many times can you take the Watson Glaser test?

Most employers will only allow you to take the Watson Glaser test once per application. However, you may take the Watson Glaser test more than once throughout your career.

What is the next step after passing the Watson Glaser test?

The next step after passing the Watson Glaser test will vary between employers. Some firms will ask you to attend a face-to-face interview after passing the Watson Glaser test, others will ask you to attend an assessment center. Speak to the hiring manager to find out the process for the firm you are applying for.

Start preparing in advance for the Watson Glaser test

The Watson Glaser test differs from other critical thinking tests. It has its own rules and formations, and the exam is incredibly competitive. If you are asked to participate in a Watson Glaser test it is because your prospective employer is looking for the ‘best of the best’. Your aim is not to simply pass the test; it is to achieve a higher score than anyone else taking that test .

Therefore, taking the time to prepare for the Watson Glaser test is vital for your chances of success. You need to be confident that you know what you are being asked to do, and that you can use your critical thinking skills to make informed decisions.

Your study is about more than helping you to pass a test; it is about providing you with the skills and capability to think critically about information in the ‘real world’ .

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

60+ Self-Evaluation Examples to Empower your Workforce

Performance Management , Personal Development

Self-Evaluation Examples: Empower Your Workforce for Success

October 27, 2023

Fuel success with 60+ examples of self evaluation to unleash your team’s potential!

Self-evaluation is a crucial cornerstone of a successful 360-degree performance review process. It’s not just a mere checkbox on the to-do list; it’s a critical element that can make or break the effectiveness of the entire evaluation process. It’s the moment when employees have the chance to tell their story, showcasing their achievements and areas of career growth. But here’s the catch: if they don’t fill it out correctly, it can leave HR professionals in the dark, struggling to gauge an accurate picture of an employee’s performance .

This is why aiding employees in crafting an effective self-evaluation is important.

In this blog, we aim to provide you with a practical solution. We’ll share over 60 self-evaluation examples that your employees can easily utilize to gain a better understanding of how to construct their self-appraisals.

Before diving in, make sure to set clear goals and communicate expectations to your team based on their KPIs. This ensures that employees understand what’s expected of them and allows them to assess their work performance, backed by data for a comprehensive evaluation. With Peoplebox, aligning self-appraisal with performance goals becomes a seamless process for you and your team.

What Criteria Does the Self-evaluation Form Include?

Before your employees begin writing their self-appraisals, it’s essential that they have a clear understanding of the key criteria on which they should evaluate their own performance. Here are the fundamental criteria that make up an effective self-evaluation form, share it with your employees to assist them in crafting more insightful and impactful self-appraisals.

Accomplishments

In any performance evaluation, aligning accomplishments with organizational goals is paramount. Encourage employees to detail their achievements that directly contribute to the company’s mission and objectives. For instance, if an employee played a pivotal role in increasing sales by 20% or completed a project ahead of schedule, these are noteworthy accomplishments that should be highlighted.

Areas of Improvement

The ability to recognize and acknowledge areas for improvement is a crucial trait in professional growth. Employees should candidly discuss areas where they believe they can enhance their performance. Whether it’s a need for additional training or a particular skill set, this self-evaluation criterion fosters a proactive approach to self-improvement.

On job competencies

Understanding one’s strengths is as important as recognizing weaknesses. Employees should list their core competencies and strengths, emphasizing how these attributes contribute to their team and the organization as a whole. This encourages employees to take pride in their skills and boosts their confidence.

Things you value in the company

Incorporating this element into the self-evaluation process demonstrates an employee’s commitment to the organization’s values and culture. Encourage employees to share what they value most about the company, whether it’s the collaborative work environment, the opportunities for growth, or the company’s commitment to social responsibility. This not only reinforces the alignment between the employee and the company’s values but also helps in understanding organizational culture from an employee perspective.

Goals for next quarter

The forward-looking aspect of self-evaluation is often underestimated. Employees should set goals for the upcoming quarter or evaluation period. Whether it’s setting specific performance targets, acquiring new skills, or taking on additional responsibilities, this criterion reflects an employee’s commitment to personal and professional development.

Performance management platforms like Peoplebox make goal-setting and tracking easy. With options to assign owners, choose goal cycles, and track progress every step of the way, goal setting becomes a streamlined and collaborative process.

How to set employee goals for performance review on Peoplebox

Social and Soft Skills

In today’s interconnected workplace, social and soft skills are invaluable. During self-appraisal, employees should reflect on how their communication, teamwork, leadership, and adaptability skills have contributed to their effectiveness within the organization. Encouraging employees to provide concrete examples of situations where their soft skills made a difference adds depth to their self-assessment.

With a performance management software like Peoplebox, you can seamlessly integrate self-evaluation into your feedback process. This fosters a proactive approach to personal growth by encouraging employees to candidly discuss areas for improvement and recognize their core competencies.

Now that we have covered the key criteria to consider, let us dive into 60+ self-evaluation examples to empower your workforce for success.

But before that, it’s crucial to recognize that the quality of the answers is directly linked to the quality of the questions posed. Unsure about the right questions for a performance review? We’ve got you covered! Download our FREE ebook, filled with a curated list of impactful questions designed to enhance your performance review process.

60+ Employee Self-evaluation Examples

To make the self-evaluation process more effective, we’ve compiled an extensive list of specific examples of self-evaluation. These employee self-evaluation examples are categorized into achievements and areas for growth, covering a wide range of job-related skills and personal development aspects.

Self-evaluation Examples for Work To Assess Teamwork And Collaboration Skills

Effective teamwork and collaboration are at the heart of a thriving workplace. To evaluate these essential skills, employees should be prepared to reflect on their ability to work cohesively with others during self-appraisals.

Here are some key questions to consider:

How well do you work with your team? Can you share an example where your contribution to the team helped the company reach or near its business goal?

Example 1: “I consistently fostered a positive team environment by actively participating in group discussions and encouraging open communication. This led to our team consistently meeting project deadlines.”

Example 2: “I played a key role in resolving a team conflict by mediating between two conflicting parties, which resulted in improved collaboration and better productivity.”

Areas for Improvement

Example 1: “While I work well within my immediate team, I need to actively seek cross-functional collaboration to leverage diverse perspectives and insights.” Example 2: “I sometimes struggle to express my new ideas clearly in group settings, which occasionally leads to misunderstandings. I aim to enhance my communication skills in team meetings.”

Self Assessment Examples For Assessing Job Performance

Evaluating job performance is pivotal in any organization. Employees should critically assess their contributions to the company’s goals.

Here are some guiding questions for this self-evaluation:

What are your major accomplishments in your current role? How have you contributed to the organization’s success?

Example 1: “I consistently exceeded my quarterly sales targets by implementing innovative sales strategies and maintaining strong client relationships.”

Example 2: “I played a pivotal role in optimizing our project management system, which resulted in a 20% reduction in project completion time.”

Example 1: “I occasionally struggle with time management, which leads to minor delays in project completion. I plan to improve my time management skills to meet deadlines more consistently.”

Example 2: “While my technical skills are strong, I want to enhance my soft skills to improve client interactions and public speaking, and maintain better relationships.”

Self evaluation To Assess Job Performance And Future Goals

Self-assessment for job performance isn’t just about the present; it’s also an opportunity to envision and plan for the future with clear expectations.

Consider these questions:

Have you achieved your previous job performance goals? What are your future career goals and how are you working towards them?

Self appraisal examples highlighting accomplishments

Example 1: “I achieved all the goals set in my last performance review, and I’m on track to meet my long-term career objectives, which include securing a leadership role within the next two years.”

Example 2: “I consistently seek opportunities for professional growth and have completed four online courses in the last year to enhance my skills and knowledge.”

Self appraisal examples highlighting areas for Improvement

Example 1: “I sometimes find it challenging to align my daily tasks with my long-term goals. I plan to create a more structured career development plan to bridge this gap.”

Example 2: “While I excel in my current role, I lack experience in a few critical areas required for future leadership. I intend to seek mentorship and training in those specific areas.”

Self-evaluation Focused On KPIs

Key Performance Indicators (KPIs) provide clear benchmarks for success. Self-evaluation in this context involves analyzing one’s alignment with these metrics.

Reflect on these questions during your self-assessment process:

How have you performed against your KPIs? Have you contributed to improving the KPIs within your department or team?

Example 1: “I consistently met or exceeded all my Key Performance Indicators (KPIs) for the year, leading to a 15% increase in departmental efficiency.”

Example 2: “I successfully streamlined our KPI tracking process, reducing manual work and allowing for real-time updates on progress.”

Example 1: “While I perform well on established KPIs, I need to work on setting more challenging KPIs to continue driving growth in our department.”

Example 2: “I sometimes struggle to adapt to new KPIs introduced mid-year. I plan to become more flexible in my approach to ensure better performance.”

Work Environment And Company Culture Self-evaluation

Company culture is essential to employee satisfaction and productivity. To evaluate one’s impact on the work environment and culture , consider these questions:

How have you contributed to fostering a positive work environment and company culture? Have you actively addressed workplace issues or conflicts?

Self appraisal comments highlighting accomplishments

Example 1: “I actively contributed to our company’s culture of diversity and inclusion by organizing a cultural awareness workshop, which received positive feedback from colleagues.”

Example 2: “I played a key role in maintaining a positive work environment by consistently addressing workplace issues and fostering a sense of belonging among my team members.”

Self assessment comments covering areas for Improvement

Example 1: “While I am an advocate for workplace culture, I sometimes struggle to balance my commitments in this area with my core job responsibilities.”

Example 2: “I aim to improve my conflict resolution skills to help address any arising tensions within the team effectively .”

Leadership Skills Self-evaluation Examples

Leadership skills are key for personal growth and team success. To assess these skills, think about your actions as a leader and how they influence your team.

What leadership accomplishments can you highlight? How have you mentored or inspired your team members?

Example 1: “I successfully led a cross-functional team through a challenging project, resulting in a 30% increase in project efficiency and a 15% cost reduction.”

Example 2: “I actively mentor team members, and my team’s overall performance improved by 20% this year, thanks to my leadership and guidance.”

Example 1: “While I excel in day-to-day leadership, I need to enhance my long-term strategic planning abilities to guide the team towards broader objectives.”

Example 2: “I aim to improve my delegation skills to empower team members more effectively and reduce the pressure on myself.”

Self-evaluation To Assess Communication And Interpersonal Skills

Effective communication is the cornerstone of workplace relationships. To evaluate your communication and interpersonal skills, reflect on these questions:

How well do you communicate with your colleagues, superiors, and clients? Have you actively sought and incorporated feedback from others?

Example 1: “I am proficient in delivering clear and concise presentations, and I received positive feedback from clients for my effective communication.”

Example 2: “I actively seek feedback from team members and colleagues, which has led to better collaboration and more open communication within our department.”

Example 1: “I occasionally struggle with written communication, so I am working to improve my written correspondence skills to ensure clarity and professionalism.”

Example 2: “I need to work on my active listening skills to ensure that I fully understand the perspectives of others in meetings and discussions.”

Self Assessment Examples To Evaluate Emotional Intelligence

Emotional intelligence is increasingly recognized as a vital skill. To assess your emotional intelligence, ask yourself:

How do you handle workplace conflicts and challenging emotional situations? Are you aware of your own emotions and their impact on your decision-making and interactions?

Example 1: “I consistently handle workplace conflicts with empathy and understanding, fostering a more harmonious work environment.”

Example 2: “I have developed a high degree of emotional resilience, which has allowed me to manage stressful situations effectively and ensure a positive impact on others.”

Example 1: “While I am emotionally intelligent, I sometimes struggle with recognizing and addressing emotions in others. I aim to enhance my empathy skills further.”

Example 2: “I need to work on my self-awareness to better understand how my emotions can impact my decision-making and interactions with others.”

Self-evaluation Examples for Work To Assess Problem Solving And Decision Making Skills

Problem solving and decision making are integral to professional growth. To evaluate these skills, consider the following:

How have you tackled complex problems and challenges in your role? Do you make well-informed decisions and analyze data effectively?

Example 1: “I consistently resolve complex problems by breaking them down into manageable steps and collaborating with team members, leading to a XX% reduction in project delays.”

Example 2: “I have a track record of making well-informed decisions by thoroughly analyzing data and considering potential risks, resulting in successful project outcomes.”

Example 1: “While I excel in routine problem-solving, I aim to improve my ability to think ‘outside the box’ and explore more creative solutions.”

Example 2: “I sometimes hesitate in decision-making, which can cause minor delays. I plan to enhance my confidence in making quick, effective decisions.”

Self-evaluation Examples for Work To Evaluate Time Management And Productivity

Time management and productivity are crucial in any job. For self-assessment, ponder these questions:

How well do you manage your time to meet deadlines and prioritize tasks? Have you adopted effective time management techniques to boost productivity?

Example 1: “I consistently meet deadlines and prioritize tasks effectively, resulting in a 10% increase in my daily productivity .”

Example 2: “I actively use time management techniques, like the Pomodoro method, to stay focused and achieve my daily tasks efficiently.”

Example 1: “I sometimes struggle with multitasking, which can impact my efficiency. I plan to work on improving my ability to juggle multiple tasks effectively.”

Example 2: “I aim to minimize distractions during work hours to further enhance my time management skills and boost my overall productivity.”

Self-evaluation To Assess Ethical Conduct

Maintaining ethical conduct and work ethics is essential for personal and organizational integrity. To assess your adherence to these values, ask yourself:

How consistently do you uphold your company’s ethical standards? Have you actively promoted ethical practices within your team or department?

Self appraisal comments highlighting strength

Example 1: “I adhere to our company’s code of ethics without exception and consistently model ethical behavior for my team, resulting in a culture of integrity.”

Example 2: “I have actively promoted ethical practices by reporting any unethical behavior or violations, thereby upholding our organization’s values.”

Self appraisal comments highlighting areas for Improvement

Example 1: “I need to work on my ability to handle ethical dilemmas more effectively, seeking guidance when necessary to make the right decisions.”

Example 2: “I aim to enhance my ethical decision-making by further understanding our company’s specific ethical guidelines and their implications.”

Self-evaluation To Assess Adaptability And Resilience

In a constantly changing world, adaptability and resilience are invaluable traits. Reflect on these questions for self-assessment:

How well do you adapt to changes in your work environment and projects? Are you resilient in the face of challenges and setbacks?

Example 1: “I effectively adapted to a sudden shift in project priorities, ensuring that our team remained productive and delivered results ahead of schedule.”

Example 2: “I consistently maintain a positive attitude in the face of challenges, which has been recognized by colleagues and has inspired a resilient mindset within the team.”

Example 1: “While I handle most changes well, I occasionally find it challenging to adapt to significant shifts in project scope. I am working on improving my adaptability in such cases.”

Example 2: “I aim to enhance my stress management skills to maintain resilience in high-pressure situations.”

Self-evaluation Examples Evaluating Customer Service Skills

In roles involving customer interactions, customer service skills are vital. To assess these skills, consider the following:

How well do you handle customer interactions and address their needs?
Have you built strong relationships with clients to enhance repeat business and referrals?

Example 1: “I consistently receive positive feedback from clients for my responsive communication and problem-solving abilities, resulting in a 20% increase in customer satisfaction.”

Example 2: “I have developed strong relationships with key clients, which has led to increased repeat business and referrals.”

Example 1: “While I excel in customer interactions, I sometimes need to improve my product knowledge to answer more technical questions.”

Example 2: “I occasionally struggle with handling irate customers effectively. I am working on de-escalation techniques to improve in this area.”

Critical Thinking Self-appraisal Examples

Critical thinking is the foundation of effective decision-making. To evaluate your critical thinking skills, ask yourself these questions while self-evaluating:

How do you approach problems and make decisions by considering different perspectives? Have you promoted a culture of critical thinking and innovation within your team?

Example 1: “I consistently approach problems with a critical mindset, analyzing data and considering multiple perspectives to arrive at well-informed decisions.”

Example 2: “I have successfully trained my team to think critically, fostering a culture of innovation and efficiency.”

Example 1: “I aim to enhance my problem-solving creativity to generate more out-of-the-box solutions to complex challenges.”

Example 2: “I sometimes find it challenging to maintain critical thinking under tight deadlines. I plan to improve my ability to think clearly in high-pressure situations.”

Self-appraisal Examples To Evaluate Negotiation Skills

Negotiation skills are crucial in many roles. To assess your negotiation skills, think about your approach and effectiveness in negotiations. Reflect on these questions:

How well do you negotiate to achieve favorable outcomes? Are you assertive and well-prepared in negotiations, and do you maintain a collaborative approach?

Example 1: “I negotiate advantageous terms in contracts, saving the company XX% on supplier agreements.”

Example 2: “I have successfully mediated between team members in conflict, helping them find common ground and reach mutually beneficial solutions.”

Example 1: “I sometimes struggle with assertiveness during negotiations. I am working on improving my ability to stand firm on key points while maintaining a collaborative approach.”

Example 2: “I aim to enhance my negotiation preparation skills to enter discussions with more information and leverage.”

Self-evaluation Examples For Start, Stop, Continue Feedback

The “Start, Stop, Continue” approach is a simple yet effective way to assess your work habits. To use this approach for self-evaluation, ask yourself:

What new habits or actions should you start implementing for personal and professional growth? What existing habits or actions should you stop to improve your performance? What current practices or behaviors should you continue because they contribute positively to your work and development?

Peoplebox simplifies start/stop/continue feedback with its built-in templates, making the process effortless.

Use Peoplebox performance management platform to collect self appraisals

Self-evaluation Examples for New Tasks You Must Start

Example 1: “I plan to start actively seeking cross-functional projects to broaden my skills and knowledge within the organization.”

Example 2: “I intend to start providing more constructive feedback to my peers to foster a culture of growth and improvement within the team.”

Self-evaluation Examples for Tasks You Must Stop

Example 1: “I recognize that I need to stop procrastinating on certain tasks and start addressing them promptly to improve productivity.”

Example 2: “I should stop engaging in non-essential tasks during work hours and stay focused on my core responsibilities.”

Self-evaluation Examples for Tasks You Must Continue

Example 1: “I will continue actively participating in team-building activities to maintain a positive work environment.”

Example 2: “I intend to continue my daily routine of reviewing industry news to stay updated on current trends and best practices.”

Align Performance Review with Business Goals Using Peoplebox

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It seamlessly integrates with your existing collaboration tools like Slack and Team and help you streamline your employee feedback and reviews.

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Conduct customized 360-degree reviews
Administer employee engagement and life surveys
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41+ Critical Thinking Examples (Definition + Practices)

Critical thinking is an essential skill in our information-overloaded world, where figuring out what is fact and fiction has become increasingly challenging.

But why is critical thinking essential? Put, critical thinking empowers us to make better decisions, challenge and validate our beliefs and assumptions, and understand and interact with the world more effectively and meaningfully.

Critical thinking is like using your brain's "superpowers" to make smart choices. Whether it's picking the right insurance, deciding what to do in a job, or discussing topics in school, thinking deeply helps a lot. In the next parts, we'll share real-life examples of when this superpower comes in handy and give you some fun exercises to practice it.

Critical Thinking Process Outline

Critical thinking means thinking clearly and fairly without letting personal feelings get in the way. It's like being a detective, trying to solve a mystery by using clues and thinking hard about them.

It isn't always easy to think critically, as it can take a pretty smart person to see some of the questions that aren't being answered in a certain situation. But, we can train our brains to think more like puzzle solvers, which can help develop our critical thinking skills.

Here's what it looks like step by step:

Spotting the Problem: It's like discovering a puzzle to solve. You see that there's something you need to figure out or decide.

Collecting Clues: Now, you need to gather information. Maybe you read about it, watch a video, talk to people, or do some research. It's like getting all the pieces to solve your puzzle.

Breaking It Down: This is where you look at all your clues and try to see how they fit together. You're asking questions like: Why did this happen? What could happen next?

Checking Your Clues: You want to make sure your information is good. This means seeing if what you found out is true and if you can trust where it came from.

Making a Guess: After looking at all your clues, you think about what they mean and come up with an answer. This answer is like your best guess based on what you know.

Explaining Your Thoughts: Now, you tell others how you solved the puzzle. You explain how you thought about it and how you answered.

Checking Your Work: This is like looking back and seeing if you missed anything. Did you make any mistakes? Did you let any personal feelings get in the way? This step helps make sure your thinking is clear and fair.

And remember, you might sometimes need to go back and redo some steps if you discover something new. If you realize you missed an important clue, you might have to go back and collect more information.

Critical Thinking Methods

Just like doing push-ups or running helps our bodies get stronger, there are special exercises that help our brains think better. These brain workouts push us to think harder, look at things closely, and ask many questions.

It's not always about finding the "right" answer. Instead, it's about the journey of thinking and asking "why" or "how." Doing these exercises often helps us become better thinkers and makes us curious to know more about the world.

Now, let's look at some brain workouts to help us think better:

1. "What If" Scenarios

Imagine crazy things happening, like, "What if there was no internet for a month? What would we do?" These games help us think of new and different ideas.

Pick a hot topic. Argue one side of it and then try arguing the opposite. This makes us see different viewpoints and think deeply about a topic.

3. Analyze Visual Data

Check out charts or pictures with lots of numbers and info but no explanations. What story are they telling? This helps us get better at understanding information just by looking at it.

4. Mind Mapping

Write an idea in the center and then draw lines to related ideas. It's like making a map of your thoughts. This helps us see how everything is connected.

There's lots of mind-mapping software , but it's also nice to do this by hand.

5. Weekly Diary

Every week, write about what happened, the choices you made, and what you learned. Writing helps us think about our actions and how we can do better.

6. Evaluating Information Sources

Collect stories or articles about one topic from newspapers or blogs. Which ones are trustworthy? Which ones might be a little biased? This teaches us to be smart about where we get our info.

There are many resources to help you determine if information sources are factual or not.

7. Socratic Questioning

This way of thinking is called the Socrates Method, named after an old-time thinker from Greece. It's about asking lots of questions to understand a topic. You can do this by yourself or chat with a friend.

Start with a Big Question:

"What does 'success' mean?"

Dive Deeper with More Questions:

"Why do you think of success that way?" "Do TV shows, friends, or family make you think that?" "Does everyone think about success the same way?"

"Can someone be a winner even if they aren't rich or famous?" "Can someone feel like they didn't succeed, even if everyone else thinks they did?"

Look for Real-life Examples:

"Who is someone you think is successful? Why?" "Was there a time you felt like a winner? What happened?"

Think About Other People's Views:

"How might a person from another country think about success?" "Does the idea of success change as we grow up or as our life changes?"

Think About What It Means:

"How does your idea of success shape what you want in life?" "Are there problems with only wanting to be rich or famous?"

Look Back and Think:

"After talking about this, did your idea of success change? How?" "Did you learn something new about what success means?"

8. Six Thinking Hats

Edward de Bono came up with a cool way to solve problems by thinking in six different ways, like wearing different colored hats. You can do this independently, but it might be more effective in a group so everyone can have a different hat color. Each color has its way of thinking:

White Hat (Facts): Just the facts! Ask, "What do we know? What do we need to find out?"

Red Hat (Feelings): Talk about feelings. Ask, "How do I feel about this?"

Black Hat (Careful Thinking): Be cautious. Ask, "What could go wrong?"

Yellow Hat (Positive Thinking): Look on the bright side. Ask, "What's good about this?"

Green Hat (Creative Thinking): Think of new ideas. Ask, "What's another way to look at this?"

Blue Hat (Planning): Organize the talk. Ask, "What should we do next?"

When using this method with a group:

Explain all the hats.
Decide which hat to wear first.
Make sure everyone switches hats at the same time.
Finish with the Blue Hat to plan the next steps.

9. SWOT Analysis

SWOT Analysis is like a game plan for businesses to know where they stand and where they should go. "SWOT" stands for Strengths, Weaknesses, Opportunities, and Threats.

There are a lot of SWOT templates out there for how to do this visually, but you can also think it through. It doesn't just apply to businesses but can be a good way to decide if a project you're working on is working.

Strengths: What's working well? Ask, "What are we good at?"

Weaknesses: Where can we do better? Ask, "Where can we improve?"

Opportunities: What good things might come our way? Ask, "What chances can we grab?"

Threats: What challenges might we face? Ask, "What might make things tough for us?"

Steps to do a SWOT Analysis:

Goal: Decide what you want to find out.
Research: Learn about your business and the world around it.
Brainstorm: Get a group and think together. Talk about strengths, weaknesses, opportunities, and threats.
Pick the Most Important Points: Some things might be more urgent or important than others.
Make a Plan: Decide what to do based on your SWOT list.
Check Again Later: Things change, so look at your SWOT again after a while to update it.

Now that you have a few tools for thinking critically, let’s get into some specific examples.

Everyday Examples

Life is a series of decisions. From the moment we wake up, we're faced with choices – some trivial, like choosing a breakfast cereal, and some more significant, like buying a home or confronting an ethical dilemma at work. While it might seem that these decisions are disparate, they all benefit from the application of critical thinking.

10. Deciding to buy something

Imagine you want a new phone. Don't just buy it because the ad looks cool. Think about what you need in a phone. Look up different phones and see what people say about them. Choose the one that's the best deal for what you want.

11. Deciding what is true

There's a lot of news everywhere. Don't believe everything right away. Think about why someone might be telling you this. Check if what you're reading or watching is true. Make up your mind after you've looked into it.

12. Deciding when you’re wrong

Sometimes, friends can have disagreements. Don't just get mad right away. Try to see where they're coming from. Talk about what's going on. Find a way to fix the problem that's fair for everyone.

13. Deciding what to eat

There's always a new diet or exercise that's popular. Don't just follow it because it's trendy. Find out if it's good for you. Ask someone who knows, like a doctor. Make choices that make you feel good and stay healthy.

14. Deciding what to do today

Everyone is busy with school, chores, and hobbies. Make a list of things you need to do. Decide which ones are most important. Plan your day so you can get things done and still have fun.

15. Making Tough Choices

Sometimes, it's hard to know what's right. Think about how each choice will affect you and others. Talk to people you trust about it. Choose what feels right in your heart and is fair to others.

16. Planning for the Future

Big decisions, like where to go to school, can be tricky. Think about what you want in the future. Look at the good and bad of each choice. Talk to people who know about it. Pick what feels best for your dreams and goals.

Job Examples

17. solving problems.

Workers brainstorm ways to fix a machine quickly without making things worse when a machine breaks at a factory.

18. Decision Making

A store manager decides which products to order more of based on what's selling best.

19. Setting Goals

A team leader helps their team decide what tasks are most important to finish this month and which can wait.

20. Evaluating Ideas

At a team meeting, everyone shares ideas for a new project. The group discusses each idea's pros and cons before picking one.

21. Handling Conflict

Two workers disagree on how to do a job. Instead of arguing, they talk calmly, listen to each other, and find a solution they both like.

22. Improving Processes

A cashier thinks of a faster way to ring up items so customers don't have to wait as long.

23. Asking Questions

Before starting a big task, an employee asks for clear instructions and checks if they have the necessary tools.

24. Checking Facts

Before presenting a report, someone double-checks all their information to make sure there are no mistakes.

25. Planning for the Future

A business owner thinks about what might happen in the next few years, like new competitors or changes in what customers want, and makes plans based on those thoughts.

26. Understanding Perspectives

A team is designing a new toy. They think about what kids and parents would both like instead of just what they think is fun.

School Examples

27. researching a topic.

For a history project, a student looks up different sources to understand an event from multiple viewpoints.

28. Debating an Issue

In a class discussion, students pick sides on a topic, like school uniforms, and share reasons to support their views.

29. Evaluating Sources

While writing an essay, a student checks if the information from a website is trustworthy or might be biased.

30. Problem Solving in Math

When stuck on a tricky math problem, a student tries different methods to find the answer instead of giving up.

31. Analyzing Literature

In English class, students discuss why a character in a book made certain choices and what those decisions reveal about them.

32. Testing a Hypothesis

For a science experiment, students guess what will happen and then conduct tests to see if they're right or wrong.

33. Giving Peer Feedback

After reading a classmate's essay, a student offers suggestions for improving it.

34. Questioning Assumptions

In a geography lesson, students consider why certain countries are called "developed" and what that label means.

35. Designing a Study

For a psychology project, students plan an experiment to understand how people's memories work and think of ways to ensure accurate results.

36. Interpreting Data

In a science class, students look at charts and graphs from a study, then discuss what the information tells them and if there are any patterns.

Critical Thinking Puzzles

Not all scenarios will have a single correct answer that can be figured out by thinking critically. Sometimes we have to think critically about ethical choices or moral behaviors.

Here are some mind games and scenarios you can solve using critical thinking. You can see the solution(s) at the end of the post.

37. The Farmer, Fox, Chicken, and Grain Problem

A farmer is at a riverbank with a fox, a chicken, and a grain bag. He needs to get all three items across the river. However, his boat can only carry himself and one of the three items at a time.

Here's the challenge:

If the fox is left alone with the chicken, the fox will eat the chicken.
If the chicken is left alone with the grain, the chicken will eat the grain.

How can the farmer get all three items across the river without any item being eaten?

38. The Rope, Jar, and Pebbles Problem

You are in a room with two long ropes hanging from the ceiling. Each rope is just out of arm's reach from the other, so you can't hold onto one rope and reach the other simultaneously.

Your task is to tie the two rope ends together, but you can't move the position where they hang from the ceiling.

You are given a jar full of pebbles. How do you complete the task?

39. The Two Guards Problem

Imagine there are two doors. One door leads to certain doom, and the other leads to freedom. You don't know which is which.

In front of each door stands a guard. One guard always tells the truth. The other guard always lies. You don't know which guard is which.

You can ask only one question to one of the guards. What question should you ask to find the door that leads to freedom?

40. The Hourglass Problem

You have two hourglasses. One measures 7 minutes when turned over, and the other measures 4 minutes. Using just these hourglasses, how can you time exactly 9 minutes?

41. The Lifeboat Dilemma

Imagine you're on a ship that's sinking. You get on a lifeboat, but it's already too full and might flip over.

Nearby in the water, five people are struggling: a scientist close to finding a cure for a sickness, an old couple who've been together for a long time, a mom with three kids waiting at home, and a tired teenager who helped save others but is now in danger.

You can only save one person without making the boat flip. Who would you choose?

42. The Tech Dilemma

You work at a tech company and help make a computer program to help small businesses. You're almost ready to share it with everyone, but you find out there might be a small chance it has a problem that could show users' private info.

If you decide to fix it, you must wait two more months before sharing it. But your bosses want you to share it now. What would you do?

43. The History Mystery

Dr. Amelia is a history expert. She's studying where a group of people traveled long ago. She reads old letters and documents to learn about it. But she finds some letters that tell a different story than what most people believe.

If she says this new story is true, it could change what people learn in school and what they think about history. What should she do?

The Role of Bias in Critical Thinking

Have you ever decided you don’t like someone before you even know them? Or maybe someone shared an idea with you that you immediately loved without even knowing all the details.

This experience is called bias, which occurs when you like or dislike something or someone without a good reason or knowing why. It can also take shape in certain reactions to situations, like a habit or instinct.

Bias comes from our own experiences, what friends or family tell us, or even things we are born believing. Sometimes, bias can help us stay safe, but other times it stops us from seeing the truth.

Not all bias is bad. Bias can be a mechanism for assessing our potential safety in a new situation. If we are biased to think that anything long, thin, and curled up is a snake, we might assume the rope is something to be afraid of before we know it is just a rope.

While bias might serve us in some situations (like jumping out of the way of an actual snake before we have time to process that we need to be jumping out of the way), it often harms our ability to think critically.

How Bias Gets in the Way of Good Thinking

Selective Perception: We only notice things that match our ideas and ignore the rest.

It's like only picking red candies from a mixed bowl because you think they taste the best, but they taste the same as every other candy in the bowl. It could also be when we see all the signs that our partner is cheating on us but choose to ignore them because we are happy the way we are (or at least, we think we are).

Agreeing with Yourself: This is called “ confirmation bias ” when we only listen to ideas that match our own and seek, interpret, and remember information in a way that confirms what we already think we know or believe.

An example is when someone wants to know if it is safe to vaccinate their children but already believes that vaccines are not safe, so they only look for information supporting the idea that vaccines are bad.

Thinking We Know It All: Similar to confirmation bias, this is called “overconfidence bias.” Sometimes we think our ideas are the best and don't listen to others. This can stop us from learning.

Have you ever met someone who you consider a “know it”? Probably, they have a lot of overconfidence bias because while they may know many things accurately, they can’t know everything. Still, if they act like they do, they show overconfidence bias.

There's a weird kind of bias similar to this called the Dunning Kruger Effect, and that is when someone is bad at what they do, but they believe and act like they are the best .

Following the Crowd: This is formally called “groupthink”. It's hard to speak up with a different idea if everyone agrees. But this can lead to mistakes.

An example of this we’ve all likely seen is the cool clique in primary school. There is usually one person that is the head of the group, the “coolest kid in school”, and everyone listens to them and does what they want, even if they don’t think it’s a good idea.

How to Overcome Biases

Here are a few ways to learn to think better, free from our biases (or at least aware of them!).

Know Your Biases: Realize that everyone has biases. If we know about them, we can think better.

Listen to Different People: Talking to different kinds of people can give us new ideas.

Ask Why: Always ask yourself why you believe something. Is it true, or is it just a bias?

Understand Others: Try to think about how others feel. It helps you see things in new ways.

Keep Learning: Always be curious and open to new information.

In today's world, everything changes fast, and there's so much information everywhere. This makes critical thinking super important. It helps us distinguish between what's real and what's made up. It also helps us make good choices. But thinking this way can be tough sometimes because of biases. These are like sneaky thoughts that can trick us. The good news is we can learn to see them and think better.

There are cool tools and ways we've talked about, like the "Socratic Questioning" method and the "Six Thinking Hats." These tools help us get better at thinking. These thinking skills can also help us in school, work, and everyday life.

We’ve also looked at specific scenarios where critical thinking would be helpful, such as deciding what diet to follow and checking facts.

Thinking isn't just a skill—it's a special talent we improve over time. Working on it lets us see things more clearly and understand the world better. So, keep practicing and asking questions! It'll make you a smarter thinker and help you see the world differently.

Critical Thinking Puzzles (Solutions)

The farmer, fox, chicken, and grain problem.

The farmer first takes the chicken across the river and leaves it on the other side.
He returns to the original side and takes the fox across the river.
After leaving the fox on the other side, he returns the chicken to the starting side.
He leaves the chicken on the starting side and takes the grain bag across the river.
He leaves the grain with the fox on the other side and returns to get the chicken.
The farmer takes the chicken across, and now all three items -- the fox, the chicken, and the grain -- are safely on the other side of the river.

The Rope, Jar, and Pebbles Problem

Take one rope and tie the jar of pebbles to its end.
Swing the rope with the jar in a pendulum motion.
While the rope is swinging, grab the other rope and wait.
As the swinging rope comes back within reach due to its pendulum motion, grab it.
With both ropes within reach, untie the jar and tie the rope ends together.

The Two Guards Problem

The question is, "What would the other guard say is the door to doom?" Then choose the opposite door.

The Hourglass Problem

Start both hourglasses.
When the 4-minute hourglass runs out, turn it over.
When the 7-minute hourglass runs out, the 4-minute hourglass will have been running for 3 minutes. Turn the 7-minute hourglass over.
When the 4-minute hourglass runs out for the second time (a total of 8 minutes have passed), the 7-minute hourglass will run for 1 minute. Turn the 7-minute hourglass again for 1 minute to empty the hourglass (a total of 9 minutes passed).

The Boat and Weights Problem

Take the cat over first and leave it on the other side. Then, return and take the fish across next. When you get there, take the cat back with you. Leave the cat on the starting side and take the cat food across. Lastly, return to get the cat and bring it to the other side.

The Lifeboat Dilemma

There isn’t one correct answer to this problem. Here are some elements to consider:

Moral Principles: What values guide your decision? Is it the potential greater good for humanity (the scientist)? What is the value of long-standing love and commitment (the elderly couple)? What is the future of young children who depend on their mothers? Or the selfless bravery of the teenager?
Future Implications: Consider the future consequences of each choice. Saving the scientist might benefit millions in the future, but what moral message does it send about the value of individual lives?
Emotional vs. Logical Thinking: While it's essential to engage empathy, it's also crucial not to let emotions cloud judgment entirely. For instance, while the teenager's bravery is commendable, does it make him more deserving of a spot on the boat than the others?
Acknowledging Uncertainty: The scientist claims to be close to a significant breakthrough, but there's no certainty. How does this uncertainty factor into your decision?
Personal Bias: Recognize and challenge any personal biases, such as biases towards age, profession, or familial status.

The Tech Dilemma

Again, there isn’t one correct answer to this problem. Here are some elements to consider:

Evaluate the Risk: How severe is the potential vulnerability? Can it be easily exploited, or would it require significant expertise? Even if the circumstances are rare, what would be the consequences if the vulnerability were exploited?
Stakeholder Considerations: Different stakeholders will have different priorities. Upper management might prioritize financial projections, the marketing team might be concerned about the product's reputation, and customers might prioritize the security of their data. How do you balance these competing interests?
Short-Term vs. Long-Term Implications: While launching on time could meet immediate financial goals, consider the potential long-term damage to the company's reputation if the vulnerability is exploited. Would the short-term gains be worth the potential long-term costs?
Ethical Implications : Beyond the financial and reputational aspects, there's an ethical dimension to consider. Is it right to release a product with a known vulnerability, even if the chances of it being exploited are low?
Seek External Input: Consulting with cybersecurity experts outside your company might be beneficial. They could provide a more objective risk assessment and potential mitigation strategies.
Communication: How will you communicate the decision, whatever it may be, both internally to your team and upper management and externally to your customers and potential users?

The History Mystery

Dr. Amelia should take the following steps:

Verify the Letters: Before making any claims, she should check if the letters are actual and not fake. She can do this by seeing when and where they were written and if they match with other things from that time.
Get a Second Opinion: It's always good to have someone else look at what you've found. Dr. Amelia could show the letters to other history experts and see their thoughts.
Research More: Maybe there are more documents or letters out there that support this new story. Dr. Amelia should keep looking to see if she can find more evidence.
Share the Findings: If Dr. Amelia believes the letters are true after all her checks, she should tell others. This can be through books, talks, or articles.
Stay Open to Feedback: Some people might agree with Dr. Amelia, and others might not. She should listen to everyone and be ready to learn more or change her mind if new information arises.

Ultimately, Dr. Amelia's job is to find out the truth about history and share it. It's okay if this new truth differs from what people used to believe. History is about learning from the past, no matter the story.

Experimenter Bias (Definition + Examples)
Hasty Generalization Fallacy (31 Examples + Similar Names)
Ad Hoc Fallacy (29 Examples + Other Names)
Confirmation Bias (Examples + Definition)
Equivocation Fallacy (26 Examples + Description)

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What Is Critical Thinking? | Definition & Examples

What Is Critical Thinking? | Definition & Examples

Published on May 30, 2022 by Eoghan Ryan . Revised on May 31, 2023.

Critical thinking is the ability to effectively analyze information and form a judgment .

To think critically, you must be aware of your own biases and assumptions when encountering information, and apply consistent standards when evaluating sources .

Critical thinking skills help you to:

Identify credible sources
Evaluate and respond to arguments
Assess alternative viewpoints
Test hypotheses against relevant criteria

Why is critical thinking important, critical thinking examples, how to think critically, other interesting articles, frequently asked questions about critical thinking.

Critical thinking is important for making judgments about sources of information and forming your own arguments. It emphasizes a rational, objective, and self-aware approach that can help you to identify credible sources and strengthen your conclusions.

Critical thinking is important in all disciplines and throughout all stages of the research process . The types of evidence used in the sciences and in the humanities may differ, but critical thinking skills are relevant to both.

In academic writing , critical thinking can help you to determine whether a source:

Is free from research bias
Provides evidence to support its research findings
Considers alternative viewpoints

Outside of academia, critical thinking goes hand in hand with information literacy to help you form opinions rationally and engage independently and critically with popular media.

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Critical thinking can help you to identify reliable sources of information that you can cite in your research paper . It can also guide your own research methods and inform your own arguments.

Outside of academia, critical thinking can help you to be aware of both your own and others’ biases and assumptions.

Academic examples

However, when you compare the findings of the study with other current research, you determine that the results seem improbable. You analyze the paper again, consulting the sources it cites.

You notice that the research was funded by the pharmaceutical company that created the treatment. Because of this, you view its results skeptically and determine that more independent research is necessary to confirm or refute them. Example: Poor critical thinking in an academic context You’re researching a paper on the impact wireless technology has had on developing countries that previously did not have large-scale communications infrastructure. You read an article that seems to confirm your hypothesis: the impact is mainly positive. Rather than evaluating the research methodology, you accept the findings uncritically.

Nonacademic examples

However, you decide to compare this review article with consumer reviews on a different site. You find that these reviews are not as positive. Some customers have had problems installing the alarm, and some have noted that it activates for no apparent reason.

You revisit the original review article. You notice that the words “sponsored content” appear in small print under the article title. Based on this, you conclude that the review is advertising and is therefore not an unbiased source. Example: Poor critical thinking in a nonacademic context You support a candidate in an upcoming election. You visit an online news site affiliated with their political party and read an article that criticizes their opponent. The article claims that the opponent is inexperienced in politics. You accept this without evidence, because it fits your preconceptions about the opponent.

There is no single way to think critically. How you engage with information will depend on the type of source you’re using and the information you need.

However, you can engage with sources in a systematic and critical way by asking certain questions when you encounter information. Like the CRAAP test , these questions focus on the currency , relevance , authority , accuracy , and purpose of a source of information.

When encountering information, ask:

Who is the author? Are they an expert in their field?
What do they say? Is their argument clear? Can you summarize it?
When did they say this? Is the source current?
Where is the information published? Is it an academic article? Is it peer-reviewed ?
Why did the author publish it? What is their motivation?
How do they make their argument? Is it backed up by evidence? Does it rely on opinion, speculation, or appeals to emotion ? Do they address alternative arguments?

Critical thinking also involves being aware of your own biases, not only those of others. When you make an argument or draw your own conclusions, you can ask similar questions about your own writing:

Am I only considering evidence that supports my preconceptions?
Is my argument expressed clearly and backed up with credible sources?
Would I be convinced by this argument coming from someone else?

If you want to know more about ChatGPT, AI tools , citation , and plagiarism , make sure to check out some of our other articles with explanations and examples.

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Critical thinking refers to the ability to evaluate information and to be aware of biases or assumptions, including your own.

Like information literacy , it involves evaluating arguments, identifying and solving problems in an objective and systematic way, and clearly communicating your ideas.

Critical thinking skills include the ability to:

You can assess information and arguments critically by asking certain questions about the source. You can use the CRAAP test , focusing on the currency , relevance , authority , accuracy , and purpose of a source of information.

Ask questions such as:

Who is the author? Are they an expert?
How do they make their argument? Is it backed up by evidence?

A credible source should pass the CRAAP test and follow these guidelines:

The information should be up to date and current.
The author and publication should be a trusted authority on the subject you are researching.
The sources the author cited should be easy to find, clear, and unbiased.
For a web source, the URL and layout should signify that it is trustworthy.

Information literacy refers to a broad range of skills, including the ability to find, evaluate, and use sources of information effectively.

Being information literate means that you:

Know how to find credible sources
Use relevant sources to inform your research
Understand what constitutes plagiarism
Know how to cite your sources correctly

Confirmation bias is the tendency to search, interpret, and recall information in a way that aligns with our pre-existing values, opinions, or beliefs. It refers to the ability to recollect information best when it amplifies what we already believe. Relatedly, we tend to forget information that contradicts our opinions.

Although selective recall is a component of confirmation bias, it should not be confused with recall bias.

On the other hand, recall bias refers to the differences in the ability between study participants to recall past events when self-reporting is used. This difference in accuracy or completeness of recollection is not related to beliefs or opinions. Rather, recall bias relates to other factors, such as the length of the recall period, age, and the characteristics of the disease under investigation.

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Critical Thinking: Definition and Analysis

This essay about the significance of critical thinking in various aspects of life, from academia to everyday interactions. It emphasizes the importance of analysis and synthesis in fostering intellectual autonomy and resilience. Through examples in different contexts, it highlights how critical thinking enables individuals to navigate complex information, evaluate arguments, and cultivate intellectual humility.

How it works

Critical thinking, a term often echoed in scholarly circles, workplaces, and beyond, is a skill of immense significance across various dimensions of life. It serves as the cornerstone of education, problem-solving, decision-making, and personal development. However, despite its ubiquitous presence, the concept of critical thinking remains somewhat enigmatic, with its definition subject to interpretation and nuanced understanding. In this exploration, we delve into the depths of critical thinking, endeavoring to unravel its essence, dissect its components, and illuminate its implications.

At its essence, critical thinking can be described as the ability to analyze, evaluate, and synthesize information or arguments in a systematic and reasoned manner.

It goes beyond mere acceptance or rejection of ideas; rather, it involves a rigorous examination of evidence, assumptions, and logical coherence. Critical thinkers engage in reflective and independent thinking, questioning assumptions, exploring alternative perspectives, and arriving at well-informed conclusions. Essentially, critical thinking acts as intellectual armor, equipping individuals with the tools to navigate the complex landscape of information and ideas in today’s world.

One of the foundational elements of critical thinking is analysis. Analysis entails breaking down complex ideas or issues into their constituent parts, closely examining them, and discerning patterns, relationships, or implications. It serves as the scaffolding for reasoned judgments by providing a framework for understanding. During analysis, evidence is scrutinized, biases are uncovered, the credibility of sources is assessed, and underlying assumptions are revealed. Through this process, a deeper understanding of the subject matter is attained, enabling individuals to evaluate its strengths and weaknesses more effectively.

However, analysis in critical thinking is not limited to deconstruction; it also involves synthesis – the integration of disparate elements into a coherent whole. Synthesis represents the culmination of analytical inquiry, where insights gleaned from individual pieces of information or perspectives are merged to form a comprehensive understanding. It is the creative aspect of critical thinking, where innovative ideas or solutions emerge from the interplay of diverse viewpoints. Thus, analysis and synthesis work in tandem to foster holistic comprehension and innovative thinking.

To underscore the significance of analysis in critical thinking, one can examine its application across various contexts. In academia, students are frequently tasked with analyzing literary texts, scientific data, historical events, or philosophical arguments. Through close examination, experimentation, or historical research, students learn to dissect complex phenomena, identify underlying themes or principles, and construct coherent interpretations. Similarly, professionals in fields such as business, law, or healthcare rely on analytical skills to dissect problems, assess risks, and formulate effective strategies. Whether it involves conducting market research, analyzing legal precedents, or diagnosing medical conditions, the ability to analyze information critically is indispensable.

Moreover, analysis in critical thinking extends beyond academic or professional domains; it permeates everyday life. Consider the deluge of information encountered through media channels, social networks, or interpersonal interactions. In an era of information overload and misinformation, the ability to analyze sources critically is paramount. Individuals must scrutinize news articles for bias, fact-check viral claims, and discern the agenda behind persuasive rhetoric. By honing analytical skills, individuals become less susceptible to manipulation and more adept at navigating the complexities of the modern world.

Furthermore, analysis in critical thinking fosters intellectual humility – the recognition of one’s fallibility and the willingness to revise beliefs in light of new evidence or perspectives. In a world marked by ideological polarization and echo chambers, intellectual humility is a rare trait. However, critical thinkers, through their commitment to rational inquiry and open-mindedness, cultivate this virtue. They recognize that truth is multifaceted and elusive, and that certainty is often illusory. Consequently, they approach arguments or viewpoints with skepticism, subjecting them to rigorous analysis before rendering judgment.

In conclusion, critical thinking, grounded in analysis, is an indispensable skill for navigating the complexities of the modern world. It empowers individuals to dissect information, evaluate arguments, and synthesize insights, fostering intellectual autonomy and resilience. Whether in academia, professional endeavors, or everyday life, the ability to think critically is indispensable. By honing analytical skills and nurturing intellectual humility, individuals can traverse the vast expanse of information and ideas with clarity and discernment. As dedicated practitioners of critical thinking, let us embrace the challenge of analysis, for therein lies the path to intellectual enlightenment and empowerment.

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