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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

How a performance review template improves the feedback process

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Self Evaluation Comments for Problem Solving (30 Examples)

By Status.net Editorial Team on May 19, 2023 — 9 minutes to read

Self-evaluation is an essential aspect of professional development. It helps you to identify areas of improvement and measure your progress towards achieving your goals. By evaluating your problem-solving skills, you can identify your strengths and weaknesses and take steps to improve your performance.

Problem Solving Self-Evaluation Comments Examples

• I was able to identify the root cause of the problem and develop a solution that addressed it effectively.
• I was able to think outside the box and come up with a creative solution to a complex problem.
• I was able to collaborate effectively with my team members to solve a challenging problem.
• I was able to prioritize tasks and allocate resources efficiently to solve a problem within a tight deadline.
• I was able to remain calm and composed under pressure while solving a critical problem.
• I was able to analyze data and information to identify patterns and trends that helped me solve a problem.
• I was able to communicate clearly and effectively with stakeholders to understand their needs and solve their problems.
• I was able to adapt to changing circumstances and adjust my problem-solving approach accordingly.
• I was able to learn from my mistakes and apply those lessons to future problem-solving situations.
• I was able to use critical thinking skills to evaluate multiple options and select the best solution to a problem.
• I was able to break down a complex problem into smaller, more manageable parts and solve each part individually.
• I was able to identify potential obstacles and develop contingency plans to overcome them while solving a problem.
• I was able to leverage my technical expertise to solve a problem that required specialized knowledge.
• I was able to use my creativity and innovation to develop a unique solution to a problem.
• I was able to gather and analyze feedback from stakeholders to continuously improve my problem-solving approach.
• I was able to use my leadership skills to motivate and guide my team members towards a successful problem-solving outcome.
• I was able to effectively manage competing priorities and still solve a problem within the given timeline.
• I was able to use my communication skills to explain complex technical solutions to non-technical stakeholders.
• I was able to use my analytical skills to identify patterns and trends that helped me solve a problem more efficiently.
• I was able to use my problem-solving skills to identify opportunities for process improvements and implement them successfully.
• I was able to use my research skills to gather information that helped me solve a problem more effectively.
• I was able to use my project management skills to break down a large-scale problem into smaller, more manageable tasks.
• I was able to use my negotiation skills to reach a mutually beneficial solution to a problem.
• I was able to remain objective and unbiased while evaluating potential solutions to a problem.
• I was able to use my attention to detail to identify small but critical issues that were contributing to a larger problem.
• I was able to use my interpersonal skills to build strong relationships with stakeholders and work collaboratively towards a solution.
• I was able to use my problem-solving skills to find a solution that balanced the needs of multiple stakeholders.
• I was able to use my persistence and determination to keep working towards a solution even when faced with obstacles.
• I was able to use my time management skills to prioritize tasks and allocate my time efficiently while solving a problem.
• I was able to use my empathy and understanding of others’ perspectives to develop a solution that met everyone’s needs.

Improving Problem Solving Skills

To become a better problem solver, you need to develop critical thinking skills, effective communication skills, prioritize tasks, and use brainstorming techniques. Here are some tips to help you improve your problem-solving skills:

Developing Critical Thinking Skills

Critical thinking is the ability to analyze a situation, identify problems, and come up with creative solutions. To develop critical thinking skills, you need to:

• Ask questions: Don’t be afraid to ask questions to clarify the problem or gather more information.
• Challenge assumptions: Don’t accept things at face value. Question assumptions and look for evidence to support them.
• Evaluate evidence: Look for evidence that supports or contradicts your assumptions. Evaluate the quality and reliability of the evidence.
• Consider alternative perspectives: Try to see the problem from different angles and consider alternative solutions.

Effective Communication Skills

Effective communication is essential for problem-solving because it helps you:

• Understand the problem: Good communication skills help you clarify the problem and understand what is expected of you.
• Collaborate with others: Effective communication skills help you work with others to find solutions.
• Express your ideas clearly: Clear communication helps you convey your ideas and solutions to others.

To improve your communication skills, you need to:

• Listen actively: Listen to others and try to understand their perspective.
• Speak clearly: Speak clearly and concisely to avoid confusion.
• Use nonverbal cues: Pay attention to body language and other nonverbal cues to understand what others are saying.

Prioritizing Tasks

Prioritizing tasks is essential for effective problem-solving because it helps you:

• Focus on the most important tasks: Prioritizing helps you focus on the tasks that will have the most significant impact.
• Manage your time: Prioritizing helps you manage your time more effectively.
• Avoid procrastination: Prioritizing helps you avoid procrastination by breaking down large tasks into smaller, more manageable ones.

To prioritize tasks effectively, you need to:

• Identify the most important tasks: Identify the tasks that will have the most significant impact.
• Break down large tasks: Break large tasks into smaller, more manageable ones.
• Set deadlines: Set deadlines for each task to help you stay on track.

Brainstorming Techniques

Brainstorming is a technique used to generate creative ideas and solutions. To brainstorm effectively, you need to:

• Generate a lot of ideas: Don’t be afraid to come up with as many ideas as possible, even if they seem silly or unrealistic.
• Encourage creativity: Encourage creative thinking by allowing everyone to contribute ideas.
• Avoid criticism: Don’t criticize or judge ideas during the brainstorming process.

To brainstorm effectively, you can use techniques like mind mapping, free writing, or group brainstorming sessions.

Time Management and Productivity

Managing time effectively.

One of the biggest challenges when it comes to problem-solving is managing your time effectively. It’s easy to get bogged down in the details and lose track of the big picture. To avoid this, set specific goals and deadlines for yourself. Make a to-do list and prioritize your tasks based on their importance and urgency. Use a timer or a stopwatch to keep track of how much time you spend on each task, and try to minimize distractions as much as possible.

For example, if you’re working on a project that requires a lot of research, set a goal to finish the research phase by the end of the day. Break the research down into smaller tasks, such as reading a certain number of articles or books, and set deadlines for each task. This will help you stay on track and ensure that you’re making progress towards your goal.

Overcoming Overwhelm

Feeling overwhelmed is a common problem when it comes to problem-solving. When you’re faced with a complex problem, it’s easy to feel like you don’t know where to start. To overcome this, break the problem down into smaller, more manageable parts. Identify the key issues or questions that need to be addressed, and focus on one at a time.

For example, if you’re trying to solve a problem with a product or service, start by identifying the key issues that are causing the problem. Once you’ve identified these issues, break them down into smaller, more manageable parts. Focus on one issue at a time, and come up with a plan to address it. Once you’ve addressed all of the key issues, you’ll have a better understanding of the problem as a whole, and you’ll be better equipped to come up with a solution.

Being Proactive

Being proactive is an important part of problem-solving. Instead of waiting for problems to arise, take a proactive approach and try to anticipate potential problems before they occur. This will help you stay ahead of the curve and avoid potential roadblocks.

For example, if you’re working on a project with a tight deadline, don’t wait until the last minute to start working on it. Instead, start working on it as soon as possible, and set specific goals and deadlines for yourself. This will help you stay on track and ensure that you’re making progress towards your goal. Additionally, be proactive in identifying potential roadblocks or issues that could arise, and come up with a plan to address them before they become a problem.

Performance Review and Goal Setting

Setting objectives.

When preparing for a performance review, it’s important to set specific objectives that will guide the conversation. Start by reflecting on your current role and responsibilities, and consider areas where you could improve or grow. These objectives should be measurable and achievable, and should align with your personal and professional goals.

For example, one objective might be to improve your communication skills by attending a workshop or taking an online course. Another objective might be to take on more leadership responsibilities within your team or department.

Measuring Performance

During the performance review, your manager will likely evaluate your progress towards meeting your objectives. It’s important to come prepared with concrete examples of how you’ve worked towards your goals, as well as any challenges or obstacles you’ve faced.

For example, if your objective was to improve your project management skills, you might share how you’ve successfully led a project from start to finish, or how you’ve implemented new tools or processes to streamline your workflow. If you’ve faced challenges, be honest about what went wrong and what you learned from the experience.

Creating an Action Plan

After reviewing your performance, you and your manager should work together to create an action plan for the next review period. This plan should include specific goals and objectives, as well as a timeline for achieving them. It’s also important to identify any resources or support you may need to reach your goals.

For example, if your objective is to improve your technical skills, you might discuss opportunities for additional training or mentorship. If your goal is to take on more leadership responsibilities, you might discuss ways to gain experience through shadowing or cross-functional projects.

Overall, the performance review and goal setting process is an important opportunity to reflect on your progress and set a course for future growth and development. By setting specific, measurable objectives and working collaboratively with your manager, you can ensure that you’re on track to achieve your personal and professional goals.

When writing self-evaluation comments, it is important to be honest and objective. Avoid making exaggerated or false claims about your abilities or achievements. Instead, focus on specific examples that demonstrate your skills and accomplishments.

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100 Useful Performance Review Comments to Choose From!

by Emre Ok April 7, 2023, 10:51 pm updated May 28, 2024, 8:57 am 91.9k Views

Allow us to cut to the chase: We put together a hundred of the best performance review comments on some of the most important performance review question categories out there. Each manager has their own way of conducting performance reviews and their own performance review comments or classic performance review phrases that they like to make use of. We have no intention of messing with yours!

We wanted to put together a list of performance review comments that would serve as guiding examples for you to draft your own performance review comments around. That being said if you decide to knick these performance review comments; We promise; We won’t tell a soul!

At the end of the day, performance reviews are an extraordinary opportunity for the exchange of quality feedback, valuable insights, and just a healthy dose of anxiety. No matter which performance review comments you decide to go with and which performance review frequency you conduct your reviews with, just make sure your feedback is honest and from the heart!

Before we go any further, we should point out that no matter which performance review phrases you pick from this list, they won’t be effective if your review process is cumbersome.

Table of Contents

Are you conducting performance reviews manually?

HOW you conduct your performance reviews is equally as important as what you say in them. While we gave some pointers on streamlining performance reviews further down this list, we have special news for Microsoft Teams users.

You can conduct entire performance review cycles without ever leaving Microsoft Teams , using Teamflect’s customizable performance review templates . The best part is, that you can try this out for absolutely free! Click the button above and see just how much of a difference Teamflect makes in your performance appraisals.

Performance Review Comments Examples

1 . communication.

It’s no secret that communication is key to success in any job. Whether you’re writing emails, making phone calls, or having face-to-face conversations, it’s essential to be clear, concise, and confident in your communication. Of course, we all have our moments of stumbling over our words or getting tongue-tied. That’s why it’s important to work on improving our communication skills to ensure we’re always getting our message across effectively.

The feedback you give through performance reviews will be key in how the reviewee will be adjusting their communication strategies in the following review period. Here are some examples you can use:

• “Communicates clearly and effectively, making it easy for others to understand.”
• “Listens attentively and responds thoughtfully to others’ ideas and concerns.”
• “Uses appropriate tone and language to convey messages, building positive relationships with team members.”
• “Effectively summarizes information and provides relevant updates to stakeholders.”
• “Shares feedback constructively, motivating colleagues to improve performance.”

Needs improvement:

• “Opportunities exist for improvement in speaking with greater clarity and confidence.”
• “Encounters challenges when expressing thoughts and ideas in a clear and effective manner.”
• “Shows a tendency to interrupt or talk over others, which impairs communication.”
• “Displays a challenge in receiving feedback and responding constructively to it.”
• “Has room for improvement in active listening skills and demonstrating empathy towards colleagues.”

2. Time Management

Time management is something we all struggle with from time to time. There are only so many hours in the day, and it can be tough to juggle all our responsibilities and meet our deadlines. But fear not! With a bit of planning and some time-saving tricks up our sleeves, anyone can manage time the way Hermione Granger did in The Prisoner of Azkaban! Your performance review comments just might be the difference-maker in getting there!

• “Consistently meets deadlines and delivers high-quality work on time.”
• “Effectively prioritizes tasks and manages time to ensure productivity.”
• “Demonstrates excellent organizational skills, keeping on top of multiple projects and responsibilities.”
• “Uses time efficiently, avoiding unnecessary distractions or procrastination.”
• “Shows flexibility in adapting to changing priorities and deadlines.”
• “Has difficulty managing time effectively, leading to missed deadlines or rushed work.”
• “Struggles to prioritize tasks, sometimes working on less important projects instead of urgent ones.”
• “Tends to procrastinate, leading to work being rushed and potentially low quality.”
• “Could benefit from better organization and planning skills to improve productivity.”
• “May need to work on delegating tasks to others to better manage workload.”

3. Quality of Work

There are many different employee performance metrics to consider during performance appraisals. Employee engagement, attendance, and communicative skills can all be considered great metrics to track. However, when the chips are down, all anyone will care about is the quality of your work. The end result! Here are some performance review phrases on the quality of work.

• “Produces consistently high-quality work that meets or exceeds expectations.”
• “Pays attention to detail, catching errors or issues before they become problems.”
• “Shows pride in work, going above and beyond to ensure excellence.”
• “Demonstrates a strong understanding of requirements and produces work that aligns with them.”
• “Is committed to continuous improvement, regularly seeking feedback and making adjustments.”
• “Has a hard time consistently producing work that meets expectations and may require additional support or revisions.”
• “Has challenges in maintaining attention to detail, which can result in errors or oversights.”
• “Has a tendency to rush work, resulting in lower quality outcomes.”
• “Needs to take greater ownership of their work and ensure it aligns with the required standards.”
• “Could benefit from additional training or support to enhance skills and produce higher quality work.”

4. Dependability

Nothing is certain but death and taxes, right? Dependability is an extremely important performance review criterion. It is, however, a bit hard to pinpoint. How does one measure dependability? Is it taking initiative, showing a strong work ethic, or simply taking responsibility? Well, here are some sample performance evaluation phrases that cover all those bases!

• “Is a reliable team member, consistently meeting commitments and delivering high-quality work.”
• “Takes responsibility for tasks and projects, ensuring they are completed on time and to the required standard.”
• “Brings with them a strong work ethic, putting in extra effort when required to meet team goals.”
• “Shows initiative in taking on additional responsibilities and supporting team members.”
• “Is committed to continuous improvement, actively seeking feedback and making adjustments.”
• “Has trouble keeping commitments, occasionally needing more assistance or time extensions.”
• “Has difficulty accepting responsibility for jobs or projects, occasionally blaming others for mistakes or delays.”
• “Tends to miss deadlines or deliver work that is below the required standard.”
• “May need to improve time management and planning skills to better meet expectations.”
• “Could benefit from increased accountability and taking ownership of mistakes or challenges.”

5. Initiative

Taking initiative means being proactive, taking ownership of our work, and seeking out new opportunities. It’s what sets us apart and makes us stand out as top performers. Your performance review comments should definitely include performance appraisal phrases about taking initiative. So here are some performance review comments examples centered around initiative!

• “Takes initiative to identify and address challenges or opportunities without being prompted.”
• “Shows creativity and innovation in identifying new solutions or approaches to tasks and projects.”
• “Has the willingness to take on new challenges and responsibilities.”
• “Is proactive in identifying and addressing potential issues before they become problems.”
• “Seeks out opportunities to improve processes or procedures, contributing to overall team success.”
• “Often requires a nudge to take the reins and identify opportunities for improvement.”
• “Encounters roadblocks when it comes to brainstorming innovative solutions and thinking outside the box.”
• “May benefit from a confidence boost to take on new challenges and responsibilities with enthusiasm.”
• “Could leverage growth opportunities by seeking out challenges and embracing new experiences.”
• “Needs to take a more proactive approach to identify and tackle potential issues before they escalate.”

6. Teamwork

“Teamwork makes the dream work,” as they say. But let’s be honest, working in a team can be challenging at times. With so many different personalities and working styles, conflicts are bound to arise. However, when we work together effectively, we can achieve great things. In this section, we’ll take a look at some performance review comments related to teamwork and collaboration.

• “Is a supportive team member, working collaboratively to achieve team goals.”
• “Contributes positively to team dynamics, fostering a positive work environment.”
• “Interacts effectively with team members, building strong relationships and fostering a sense of camaraderie.”
• “Shows a willingness to help colleagues and offer support when needed.”
• “Respects and values diverse perspectives, contributing to an inclusive and welcoming team environment.”
• “Faces hurdles in working collaboratively with team members, at times operating in groups or generating discord.”
• “Has some room for growth in terms of communication skills to foster stronger connections with colleagues.”
• “Shows a tendency to prioritize individual objectives over team goals, which can hinder overall team success.”
• “Has potential to grow by demonstrating more empathy and support towards colleagues.”
• “Requires development in valuing diverse perspectives and creating an inclusive team environment.”

7. Leadership

Being a leader isn’t just about giving orders and bossing people around. It’s about inspiring and motivating others, setting goals, and guiding your team to success. Of course, it’s not always easy to be a great leader. It takes patience, empathy, and a willingness to learn and grow. So, why don’t we explore some performance review comments that relate to leadership skills?

• “Demonstrates strong leadership skills, inspiring and motivating team members towards success.”
• “Shows a commitment to developing team members, providing support and opportunities for growth.”
• “Leads by example, modeling positive behavior and work ethic for team members to follow.”
• “Delageates tasks clearly and effectively to team members, setting clear expectations and goals.”
• “Effectively manages conflicts and challenges, finding solutions that benefit the team as a whole.”
• “Has a difficult time leading effectively, sometimes causing confusion or conflict among team members.”
• “Has issues with communicating expectations or providing clear direction to team members.”
• “Needs to improve on supporting and developing team members, leading to a lack of motivation or engagement.”
• “Could benefit from developing stronger conflict resolution and problem-solving skills.”
• “Needs to work on modeling positive behavior and work ethic for team members to follow.”

8. Adaptability

No matter what line of work you’re in, it doesn’t take a sociologist to see that we are going through one of the most volatile times in human history. It feels like there is a new paradigm shift every single week! That is why adaptability is a great category of performance review comments. As a performance appraisal metric, the adaptability of an employee needs to be measured and given feedback upon! So here are some performance review comments on adaptability!

• “Is able to adapt quickly and effectively to changing priorities or circumstances.”
• “Shows flexibility in approach, willing to adjust plans or strategies as needed to achieve goals.”
• “Demonstrates resilience in the face of challenges, persevering to achieve success.”
• “Handles uncertainty and ambiguity with ease, remaining focused and productive.”
• “Thrives in a fast-paced environment, showing energy and enthusiasm for new opportunities.”
• “Fails to adjust to changing conditions or priorities, resulting in missed opportunities or inefficiencies.”
• “Can definitely use some work on being more flexible and open-minded in approach.”
• “Can become overwhelmed by uncertainty or ambiguity, leading to decreased productivity.”
• “Needs to improve resilience and persistence in the face of challenges or setbacks.”
• “Could benefit from developing strategies for managing stress and pressure in a fast-paced environment.”

9. Problem-Solving

When we encounter problems in the workplace, it can be easy to feel overwhelmed or unsure of how to proceed. But being able to think creatively and come up with innovative solutions is an essential skill for any employee. It can save time, increase productivity, and make us all look like superheroes. So, let’s dive into some performance review comments related to problem-solving skills.

• “Demonstrates excellent problem-solving skills, able to analyze complex problems and develop effective solutions.”
• “Approaches problems systematically and logically, using a variety of resources and tools to find solutions.”
• “Is able to identify root causes of problems, rather than just treating symptoms.”
• “Collaborates effectively with colleagues to find solutions to difficult problems.”
• “Is innovative and creative in finding new solutions to problems.”
• “Complex problem-solving can be a challenge, resulting in possible delays or inefficiencies.”
• “Usually treats symptoms instead of investigating the underlying causes of problems.”
• “Developing a more systematic and logical problem-solving approach could be beneficial.”
• “Collaborative skills may need improvement to effectively work with colleagues in problem-solving.”
• “Enhancing innovation and creativity in problem-solving is an area that requires attention.”

10. Creativity

Did we save the best for last? Yes, we did! The importance of creativity as a key performance metric is constantly growing. In fact, with the emergence of AI productivity software, true creativity is one skill the robots can’t seem to emulate just yet. So why shouldn’t you have a list of performance review comments focused solely on creativity? Of course, you should!

• Displays creativity that is inspiring and has had a significant impact on the success of the project.
• Demonstrates an ability to think outside the box and come up with innovative ideas that help the team overcome challenges and achieve goals.
• Consistently brings fresh perspectives to the table and takes risks in order to achieve great results.
• Applies a creative approach to problem-solving that leads to unique solutions, improving processes and saving time and resources.
• Shows enthusiasm for exploring new ideas and experimenting with different approaches, fostering a culture of innovation within the team.
• While technically sound, work lacks the creative flair that would make it stand out from the competition.
• Provides solutions to problems that are often formulaic and lack originality.
• Appears to be stuck in a rut and is not coming up with new ideas or approaches to address challenges.
• Resists change and is unwilling to experiment with new ideas, which holds the team back.
• Displays creativity that is limited to a particular style or medium, and does not demonstrate the ability to adapt to new situations and come up with fresh ideas.

Digitize Your Performance Reviews

Do you know what can be equally important as the performance review comments you use? How you actually conduct those performance reviews? If your team has a terrible time with performance reviews and they hate partaking in them, then your performance review comments won’t have any meaning. The best way to conduct your performance reviews today is to digitize them!

You can read our guide on digitizing your performance reviews right here!

Performance Review Software

A massive part of digitizing your performance reviews is to make use of performance review software . There are many incredible alternatives available to users worldwide and you’re never going to believe it… We made a list of the best of ’em! Just for you. Right here: Top 10 Performance Review Software of 2024 . If you’re old-fashioned, we also have something for you: Excel Performance Review Templates .

If you are a Microsoft Teams user, then you don’t need to look any further. Teamflect is the best performance review software for Microsoft Teams. Teamflect’s complete Microsoft Teams integration allows for everything to stay in the flow of work. You can conduct entire performance review cycles, without ever having to leave Teams.

One of the biggest problems with performance management in 2023, surprise surprise, isn’t performance review comments! It is the dreadful practice of juggling multiple software at the same time. Teamflect doesn’t just let you conduct performance reviews inside Microsoft Teams.

It also gives you access to a massive performance review template gallery , filled to the brim with customizable templates and performance review comments galore!

Conducting Performance Appraisals in Microsoft Teams

Integrating your performance appraisals into the best communication and collaboration hub there is always a safe bet. That is something you just can’t achieve through analog performance review methods.

Here is how you can use Teamflect to complete an entire performance review cycle in a matter of clicks!

Step 1: Go into Teamflect’s Reviews Module

Teamflect’s interface is incredibly easy to navigate. In order to start a review cycle, all you have to do is click “New Review” once you’re in the “Reviews” module.

This module is also home to all performance reviews conducted in your organization. It functions both as a central hub and an archive for performance appraisals.

Step 2: Choosing Your Performance Review Template

Teamflect has an extensive library of performance review templates for you to choose from. While they are ready to be used as is, you can always customize them to fit your organization’s needs.

Some of the ways you can customize Teamflect’s review templates include:

• Changing question types: Open-ended, Multiple Choice, Likert Scale, Rating, etc.
• Integrating goal completion rates.
• Integrating 360-degree feedback data.
• Including an employee development plan .
• Creating a custom evaluation criteria
• Adding the 9-Box Talent Grid.

Step 3: Complete The Review

Once you send out your performance review template of choice, all that is left to do is for both parties to fill out their ends of the performance review. That is how easy it is to conduct an entire performance review inside Microsoft Teams with Teamflect.

Automating Review Cycles

Teamflect users have the option to create custom automation scenarios for their performance reviews. While we opted to show you the manual process of conducting performance appraisals with Teamflect, you can also queue all of the steps shown above to a custom automation scenario and let those reviews be automatically sent to reviewees at your desired intervals!

How to write performance review comments?

When you’re writing performance review comments, there are some things you should make sure your performance review comments always are. Three key things to keep in mind as you’re writing your performance review comments are:

1. Start with positive feedback: Begin your comments with positive feedback to set a constructive tone and make the employee feel valued.

2. Focus on behavior: Focus on the employee’s behavior, rather than their personality. This helps the feedback feel less personal and more actionable.

3. Avoid vague language: Avoid using vague language like “good job” or “needs improvement.” Instead, be specific about what the employee did well or what they need to work on.

What Not to Say in Performance Reviews

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting.

Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity.

So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls.

Negative Language

Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback.

Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.”

Comparative Statements

Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement.

Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.”

Vague Feedback

Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement.

Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.”

Personal Criticisms

Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality.

Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

Unsubstantiated Claims

Ensure that your performance review examples are based on observable and documented behaviors. Avoid making unsupported claims or accusations.

Example: Instead of stating, “You’re always late,” provide evidence like, “I’ve noticed on three occasions this month that you arrived late to our team meetings.”

Ambiguous Praise

While praise is essential, ambiguous compliments can be ineffective. Avoid phrases like “You’re doing great” without specifying what the employee is excelling at. Instead, be specific and highlight their accomplishments.

Example: Say, “Your recent project presentation was outstanding. Your attention to detail and engaging delivery truly impressed the team.”

How to make supervisor comments and recommendations?

As a supervisor, it is your job to offer supervisor comments and recommendations to your direct reports. While this may seem like a mundane task at first, effective supervisor comments and recommendations can prove to be the most valuable out of all your performance review comments.

1. What is the point of your supervisor comments and recommendations?

Many leaders fall under the false impression that since they are a supervisor, they are under the obligation to offer comments and recommendations. Unless there is a distinct purpose behind your supervisor comments and recommendations, you should abstain from handing them out. Or you will start skirting the dangerous line into the micro-management territory!

2. Do your homework first!

To make sure your comments and recommendations as a supervisor are hitting the mark, you need to do your research and do it well! Some of the best ways to gather that information include:

• Pulse Surveys
• 360-Degree Feedback
• Anonymous Feedback
• Check-in Meetings

Here is a quick video tutorial on just how you can gather 360-degree feedback inside Microsoft Teams:

3. Focus on solutions instead of problems.

Instead of just pointing out problems, provide recommendations for improvement. Better yet, turn your feedback session into a discussion where you and your direct reports brainstorm on fixing any existing problems together. Supervisor comments and recommendations are opportunities to show your team that you’re in it together.

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Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

Best Performance Review Tips for Employees – 2024

6 Types of Employee Recognition: Best Practices + Examples

See 100 examples of honest feedback you can give direct reports during your next set of performance reviews.

If you clicked on this blog post, it may be that time of year again! Performance review season is upon us. While delivering feedback can feel stressful, performance reviews are necessary to help employees grow their strengths, improve their weaknesses, and work through roadblocks. 

If you’re struggling to prepare for your upcoming performance reviews, have no fear! We’ve developed 100 phrases you can use to give targeted feedback to your employees. Keep reading for inspiration and to see how you can use Fellow to make your performance reviews even better. 

• 100 effective performance review phrases

How to run effective performance reviews with Fellow

100 effective performance review phrases , problem-solving, communication.

• Active listening
• Time management

Performance

• Goal setting
• Can test solutions to new challenges in a calm but assertive way. 
• Is always up to tackling new problems with minimal guidance. 
• Brings new ideas to the table in light of new and complex challenges. 
• Can explain in detail how they came to an effective solution when problem-solving. 
• Can successfully persuade others with their solutions. 

Weaknesses:

• Does not solve problems efficiently. Takes a long time to develop appropriate solutions to everyday challenges. 
• Fails to explain the rationale behind [his/her/their] solution to a problem. 
• Becomes extremely stressed when things don’t go to plan. 
• Does not prioritize working on solutions to the team’s highest-priority issues. 
• Is unable to solve problems when under pressure or faced with a tight deadline. 

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• Adapts to new environments quickly and with ease. 
• Takes responsibility for mistakes and can implement solutions based on feedback [he/she/they] [is/are] given. 
• Asks questions on how to correctly complete tasks so fewer mistakes are made down the line. 
• Demonstrates a willingness to improve skill sets every day at work and has a can-do attitude. 
• Is highly coachable and accepts constructive feedback with grace. 
• Doesn’t seek coaching from supervisor or peers after receiving constructive feedback. 
• Becomes highly defensive when given negative feedback.
• Demonstrates a lack of awareness regarding [his/her/their] influence on peers.
• Gives others feedback that is unnecessarily harsh or critical. 
• Doesn’t ask for feedback following the completion of major work projects and events. 
• Asks great questions to gain clarity on complex topics. 
• Is effective at communicating creative new ideas to peers when the stakes are high. 
• Asks insightful questions to ensure [he/she/they] understand how to proceed with challenging tasks and projects. 
• Can express thoughts and concerns to others clearly and promptly. 
• Adapts well to digital forms of communication and keeps everyone in the loop when in-person meetings aren’t an option. 
• Fails to alert colleagues and supervisors when bad news arises. 
• Has trouble speaking up and communicating effectively in a group setting. 
• Regularly engages in off-topic conversations with colleagues during the workday. 
• Is not able to clearly communicate goals to peers. 
• Shares written communications that are often unclear and hard to understand. 
• Is always willing to make [himself/herself/themselves] available for others and willing to help peers complete their work. 
• Showcases humility regularly by sharing the achievements of projects with [his/her/their] team. 
• Gets along with everyone in the company, no matter their position or department. 
• Always motivates and encourages the right behavior when giving feedback to others. 
• Takes action to keep the team strong when times are stressful or conflict arises.  
• Can’t regulate emotions around others during times of high stress. 
• Tends to crave personal recognition and prioritize siloed tasks over group work. 
• Shuts down ideas from teammates who have different values. 
• Is not receptive to feedback from the team. 
• Doesn’t prioritize regular communication with teammates. 

Active listening 

• Listens with an open mind and demonstrates an appreciation for opposing viewpoints. 
• Helps create a healthy dialogue with teammates to drive the best solutions forward. 
• Is an active listener who makes others feel heard and understood. 
• Asks great follow-up questions that help others understand difficult topics. 
• Follows instructions with great care and attention to detail. 
• Interrupts colleagues without letting them finish speaking during meetings. 
• Dismisses ideas from others with whom they don’t agree. 
• Is often distracted by their tasks when they should be participating in meetings. 
• Asks basic questions that show they aren’t actively engaged in group conversations. 
• Regularly interjects themself into conversations that don’t involve them. 
• Arrives at each meeting prepared and ready to discuss work matters. 
• Always meets pre-determined deadlines.
• Is always on time to shifts and schedules off-time according to company policies. 
• Is reliable about arriving to work on time. 
• Respects others by completing group tasks by outlined deadlines. 
• Is frequently late to meetings. 
• Returns late from scheduled breaks.
• Often exceeds the maximum number of sick days and vacation days. 
• Doesn’t return emails or work-related messages in a timely manner. 
• Doesn’t meet attendance standards as outlined in the employee handbook. 
• Is a natural leader who is always willing to help others. 
• Recognizes teammates and other employees for a job well done. 
• Gives [his/her/their] team detailed positive and constructive feedback so they can improve. 
• Provides the team with structure and direction. 
• Balances being a mentor for teammates with [his/her/their] own day-to-day tasks. 
• Tends to overanalyze situations when a fast decision is required. 
• Doesn’t give recognition or positive feedback to teammates when they achieve their goals.
• Doesn’t treat colleagues as equals when working on group projects. 
• Speaks to teammates in a condescending tone. 
• Has a challenging time planning ahead. 

Time management 

• Works hard to meet all deadlines and regularly completes tasks ahead of schedule. 
• Respects the time of coworkers by showing up to meetings on time and prepared. 
• Can prioritize tasks to save time. 
• Keeps meetings and presentations on schedule. 
• Can effectively time-block [his/her/their] calendar to complete a task. 
• Frequently turns in work past the deadline.
• Is unreliable at completing tasks by a specified deadline. 
• Interrupts own workflow and the workflow of others by discussing non-work-related matters in the office. 
• Finds it challenging to balance multiple assignments and projects.
• Fails to prioritize projects and often works on non-urgent matters before urgent tasks. 
• Wants to improve at everything [he/she/they] [does/do] and asks for regular feedback from teammates and managers. 
• Is regularly a top performer among the team. 
• Has exceeded expectations on objectives set during last year’s performance review. 
• Communicates expectations to peers so everyone can work towards common goals. 
• Is always willing to assist teammates to help them be the best they can be. 
• Cannot communicate plans or objectives to teammates. 
• Lacks initiative and drive to improve [his/her/their] own skill set. 
• Did not meet performance goals discussed during the last performance review. 
• Does not often make significant contributions to the success of the team. 
• Does not take initiative unless prompted by manager or teammates. 

Goal setting 

• Communicates goals and a plan of action to achieve objectives with [his/her/their] peers and supervisor. 
• Sets SMART goals and develops an appropriate plan to reach these objectives. 
• Can develop goals for the team that are aligned with the organization’s mission and values. 
• Constantly strives to set and achieve bigger and better goals.
• Regularly shares progress on goals with [his/her/their] peers and supervisor. 
• Doesn’t frequently communicate the status of projects, leaving teammates out of the loop. 
• Is unwilling to claim responsibility when objectives aren’t reached by specified deadlines. 
• Sets too many out-of-reach goals and has a difficult time achieving them. 
• Is often distractible and unable to communicate the status of performance goals. 
• Has a difficult time delegating tasks to others that would help [him/her/them] achieve goals faster. 

Performance reviews don’t have to be daunting. With Fellow, you can build a strong feedback culture so everyone is prepared to give and receive praise and constructive criticism. 

Try our tool to prepare for your performance reviews ahead of time. Use our Performance Review Meeting Template to outline topics for discussion and a timeline for each meeting item. Share the agenda with individuals at least 24 hours in advance of their performance review so they have a chance to reflect on the topics and prepare for the conversation. Then, use Fellow to take notes in real time during the performance review, assign action items, and foster accountability with employees. 

For more inspiration, check out our blog post with step-by-step instructions on how to conduct an effective performance review . 

Parting advice

Performance reviews are an opportunity for managers to give feedback and let employees know how much they are valued by their colleagues and the organization. If you struggle with what to say during performance reviews, get started with our 100 effective performance review phrases. Better yet, pair these phrases with our easy-to-use meeting software to ensure your reviews are delightful! 

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26 effective and professional feedback examples

Published on

Effectively communicating feedback to employees is one of the clearest tell-tale signs of good leadership. Not only does feedback help employees develop professionally, but it also allows entire teams to succeed and achieve collective goals.

Employee feedback can be a part of a more formal structure — like during planned performance review meetings or one-on-one sessions with a manager. That said, some of the most impactful employee feedback occurs spontaneously.

So, when exactly should feedback be given? And how can managers ensure feedback is as constructive and helpful as possible? Read on to find out!

Assess your organization’s employee experience in minutes

Why employee feedback matters

Giving employee feedback is critical for team success; it makes effective communication come to life and is at the core of continuous performance management . Gallup reports that 80% of employees who receive weekly feedback feel more engaged . 

But why is employee feedback so impactful? Approach feedback as a management tool to lead teams in the right direction. Feedback is a means for managers to intervene, focus attention, and guide employees in their performance. It shows care and dedication toward their teams. Of course, feedback doesn’t just serve managers — it’s a great employee asset, too. When employees share their own thoughts and experiences, it helps their leaders and peers better understand what’s working well for them and see areas of improvement they may have missed.

Like with all forms of communication, feedback is an art. But it’s possible to navigate the intricate feedback process with ease. In this article, we outline the steps to giving great feedback and provide important tips with real-life positive and negative feedback scenarios to help you master delivery. 

But first, let’s ensure we’re clear on the three types of feedback.

Types of employee feedback

Feedback lives on a spectrum! It comes in different forms — from encouraging positivity through constructive feedback to the insightful guidance of constructive feedback. By understanding the different types of employee feedback, managers can more effectively steer conversations with their teams in the right direction.

Positive feedback

Let’s start with the most pragmatic type of feedback — positive feedback. Providing positive feedback is crucial in maintaining healthy relationships with team members. Positive feedback acknowledges stellar employee performance and strong contributions to team efforts, showcasing major technical and soft skills improvements. Positive feedback can also celebrate employee achievements and milestones, like work anniversaries. Not all feedback conversations need to be tough for them to be impactful.

While there is no limit to how frequently you can communicate positive employee feedback (because who doesn’t love hearing that they’ve done something well), there should definitely be a minimum of it. Reinforcing real-time positive feedback is a great way to connect with your employees and deepen engagement.

Constructive feedback

Unlike positive feeding, providing constructive feedback (sometimes called negative feedback) can feel a little bit trickier. The approach must be more delicate, thoughtful, and practical. Managers and employees both need to remember that the aim of constructive feedback is not to discourage but to support professional development, including:

• Address performance issues
• Sharpen skills and knowledge
• Improve interpersonal communication
• Boost team collaboration

Delivering constructive feedback might feel harsh, but it is ultimately solution-driven, and it’s possible to do so without demoralizing teams . As a leader, it's crucial to guide employees in improving for future opportunities, whether about new projects or team collaboration. This type of feedback is necessary to foster an accountable work environment and empowered employee experience.

Continuous feedback

Sometimes, neither positive nor negative situations require feedback. Routine feedback can be a means to nurture support and understanding and build a bond between employees and managers alike, between moments of praise and constructive criticism.

Regular feedback involves consistent communication, creating dialogue, reflection, and improvement opportunities. Regular feedback helps employees stay aligned with expectations, gain clarity, and track their progress over time. It’s more than just about “checking in” — it’s part of building a culture of continuous feedback and open communication, cultivating a supportive and development-focused environment where employees feel valued, seen, and encouraged to succeed.

Now, let’s dive into our 26 positive and constructive feedback examples!

Positive feedback examples: Highlighting and reinforcing success

Letting employees know they’ve done an excellent job, whether completing a spectacular report or a presentation, can be a rewarding experience. Who doesn’t love to give or receive praise?

However, how managers give employee feedback is important. Positive feedback should be genuine and personal. If positive feedback is vague without referring to specifics, employees might feel like managers aren’t paying attention or are trying to hit a compliment quota.

Employee feedback examples for acknowledgment of effort

Example 1: Positive reinforcement when an employee takes the initiative

“Thank you for your extra efforts on [name a specific project or task]. You did an amazing job, and your commitment has not gone unnoticed. Keep up the good work, and let me know how I can continue to support you on future projects.”

This positive feedback is effective because it’s specific and lets employees know that their efforts are being recognized.

Example 2: Positive reinforcement when an employee contributes to meetings

“I really liked the comment you made during yesterday’s team meeting. It was a great contribution to the discussion. Your positive attitude is felt throughout the department!”

This example lets employees know that their thoughts and opinions are valued and that they are actively contributing to a creative and dynamic work culture.

Employee feedback examples that recognize improvement

Example 3: Recognizing when an employee improves on specific skills

“ I wanted to let you know that I have noticed how much you have developed your [name the specific skills]. I know it can be challenging to overcome or master [name the skill], but we can feel your drive to succeed.”

This positive feedback recognizes an employee’s commitment to sharpening their skills. It reinforces positive behavior and can boost morale.

Example 4: Recognizing when an employee demonstrates increased productivity

“We’ve noticed how focused you are lately and how well you manage your time. You’re producing tremendous work; keep it up!”

This positive feedback reinforces performance. Employees who feel their hard work is being recognized will be more motivated to keep up the pace.

Employee feedback examples that celebrate achievements

Example 5: Celebrating when an employee reaches a significant milestone

“We just wanted to congratulate you on hitting your first-year ‘workaversary’! We’re lucky to have had you on the team for the last 12 months.”

Positive feedback isn’t only about recognizing when an employee hits their targets. Recognizing years of service and expressing gratitude for everything they’ve contributed to the company thus far is extremely important.

Example 6: Goal achievement recognition when an employee exceeds expectations

These types of positive employee feedback examples let team members know that their extra efforts are appreciated and contribute to the collective well-being and success of the company.

Employee feedback examples for recognition of teamwork

Example 7: Providing great peer collaboration acknowledgment 

“I just want to say that the team feels your collaborative spirit and willingness to support your peers. Thank you for making working as a group that much easier. We’re lucky to have you as a colleague!”

Acknowledging when employees work well with their peers encourages teamwork and reinforces the importance of supporting one another through the ups and downs.

Example 8: Providing positive cross-functional collaboration feedback 

“I got feedback from the other department on the success of the project you were part of. You made the best out of the opportunity to work with teams we don’t always have the opportunity to work with. You represented our department so well.”

Recognizing positive cross-functional collaboration reinforces the value of interdepartmental teamwork. It’s an important reminder that every employee in the company is part of the same wider team.

Need more inspiration to empower your team members? Browse these 16 positive team feedback examples for even more ideas for reinforcing success.

Constructive feedback examples: Specific performance feedback and improvement suggestions

Impeccable communication skills are crucial to providing constructive employee feedback. These conversations may be challenging but ultimately lead to a happier, more inclusive company culture.

The more you dwell on an issue, the trickier it will be to overcome it. Resentments may arise, leading to decreased peer collaboration and dips in employee engagement. Managers allow employees to review their actions by nipping the issue in the bud.

Pro-tip for remote teams : While providing in-person constructive feedback might not be an option for distributed teams, tricky conversations are best had through a video call over an email so that your employees can read your body language and tone . The less that is left up to interpretation, the better.

Employee feedback examples addressing performance issues

Example 9: Providing constructive criticism when an employee fails to meet deadlines

“I want to talk to you about your work on this last project because your delay impacted the team. I know you worked hard to complete your part on time, and looking back now, we can spot the roadblocks more easily. I’d love to see you be more proactive in spotting them before they impact your delivery next time. How can we make it easier for you to raise the flag on these things?”

This constructive feedback doesn’t blame the employee for failing to meet the deadline. Instead, the managers take it upon themselves to see how they can help them.

Example 10: Providing an employee with time management suggestions

"I've noticed that you’ve been having some challenges meeting deadlines or replying to clients promptly lately. I know we've been in a bit of a crunch these past few weeks, but my door is always open if you need help reprioritizing certain tasks. The team is always here if you need a hand.”

This example doesn’t judge the employee for struggling with time management. Here, the manager offers the support of other team members to help reach broader goals.

Psst! Make dealing with underperforming employees easier with concrete steps to address poor performance .

Employee feedback examples to enhance skills and knowledge

Example 11: Providing feedback when an employee is missing a critical skill

“You excel in so many areas of this job, and your contributions are invaluable. However, we notice that you could benefit from further developing your [name of skill]. We would happily provide you with additional resources to master this skill.”

This constructive feedback example is supportive and solution-oriented. The onus doesn’t fall on the employee for not mastering the skill. Instead, it becomes a collaborative goal between the employee and their manager.

Example 12: Providing continuous improvement suggestions to an employee

"We are so impressed with your employee profile and level of proficiency when it comes to [name of skills]. We have noticed, though, that the industry standard for your role is to be more familiar with [name of software]. With a little additional training, we know you can be an expert quickly. We would be happy to sign you up for a  training session.”

This feedback example is helpful because it’s specific and allows your employee to grow professionally within the industry. It shows that the organization is willing to invest in their future.

Employee feedback examples to encourage better communication

Example 13: Providing an employee with feedback on communication style

“I appreciate your autonomous work style. But it could be valuable to provide more visibility to the rest of the team so that they can adjust their tasks and schedules accordingly.”

Feedback conversations like this one let employees know that while they may work well on their own, no person is an island, and other team members need to be made aware of deadlines and updates (without being judgmental of their personal work style).

Example 14: Providing an employee with feedback on collaboration

“While I appreciate your dedication to [name the project], it might be helpful to check in with the rest of the team more frequently so that we can adjust deadlines if you need more time. We would be happy to assist you on the project if you feel like you need additional support or resources. Your colleagues have valuable insights to contribute to this project.”

This example piece of employee feedback gently lets a direct report know that they can always rely on their team members for support and that their colleagues are there to provide their expertise.

Professional feedback examples: Goal setting and skill development recommendations

One of the best ways to keep your team members around for the long haul is to help them set goals and nurture their career development plans. As a leader, it’s your role to ensure your employees’ goals align with broader company objectives to be able to grow together.

Two main goal-setting frameworks help encourage personal and professional development:

• OKRs (objectives and key results) : This framework offers a great way to tie employee goals directly to company objectives. The key results component makes tracking the employee's progress over time easy.
• SMART goals: This framework is most useful when setting personal development goals — like working towards a new hard or soft skill — that help employees constantly improve and grow in their roles. Its descriptive nature allows employees to set detailed, relevant, measurable goals to drive them and their team forward.

Like positive or constructive feedback, you can provide feedback on goal setting and professional development shortly after a situation or challenge arises. If you work remotely, book a quick sync to let your colleague know that while you appreciate their work ethic, you feel there is room for improvement in a particular area.

It’s important to note that goal setting and professional development feedback should be realistic, achievable, and tailored to the employee’s skills and motivations.

Employee feedback examples to align individual goals with company objectives

Example 15: Offering guidance when employee goals are misaligned

“I would like to review your tasks and priorities. I have noticed that you are excelling at [Projects 2 and 3], but [Project 1] is a top priority for the organization. Do you feel like you have all the tools and resources to work on [Project 1]? Do you think there is work you could delegate to stay more aligned with what has to be done first?”

This piece of constructive feedback is direct but still highlights the employee’s strong performance on other tasks. It provides guidance and clarity on organizational values and goals.

Example 16: Offering guidance when employees should focus on key performance indicators (KPIs)

"We have just learned from the executive team that we will be shifting gears on some of our KPIs this quarter. We will need you to refocus on certain projects that are aligned with current company goals. I know that in the past, these types of tasks have been more challenging for you, so please let me know how I can best support you."

Employee feedback examples like this can be tougher to deliver but are necessary to keep the organization running smoothly. This message is firm but supportive and lets the employees know they have a team backing them if they need extra support.

Employee feedback examples to help set SMART goals

Example 17: Offering guidance to help employees improve their goals

“I noticed that you set a new SMART goal in our dedicated platform. I have some ideas on how we can help you achieve it. Let’s book some time to review where you are with this goal and where you can dedicate more of your time and energy.”

These types of constructive employee feedback examples acknowledge a person's work toward achieving their long- and short-term goals. It’s supportive and lets employees know the company is dedicated to seeing them succeed.

Example 18: Offering guidance when employee goals are vague

“I really like the initiative you took to review this goal. Acknowledging what is realistically achievable within our established time frame is important. Let’s work together to reach this part of the goal and see how we can further develop it in the future.”

Employee feedback examples like this show your team members that adaptability is an asset. Just because the goal can’t be achieved within a specific time frame due to external factors doesn’t mean they can’t achieve it in the future with a little support.

Looking to supercharge your goal-setting approach? Check out our best SMART employee goal-setting examples for more inspiration.

Employee feedback examples that encourage professional development

Example 19: Suggesting employees pursue professional development opportunities

“I noticed that you expressed interest in taking on a more senior role and the responsibilities that come along with it. I love the initiative and would be happy to help you work on some key skills necessary to succeed in the role.”

It’s important to help employees reach their goals. A leader should nurture employees' drive to succeed and give them the tools to do so. This type of example exemplifies the supportive nature of a good leader.

Example 20: Encouraging employees to consider networking and mentorship

“Based on our previous conversations where you expressed interest in being paired with a leader in the industry to shadow their work, we would be happy to enroll you in the upcoming mentorship program offered by the company. This is a great networking opportunity to learn more about the field.”

This example is helpful for employee development because it showcases to your direct report that you have been listening to them and taking their opinions to heart. It shows your employee that their growth is important to you.

Simple feedback examples: Supporting employees through challenges

Challenges will arise in any and every industry. Some of these challenges may be out of a manager’s control, but a good leader always puts the interests of their employees first and works diligently to ensure these roadblocks can be overcome. During tough times, a leader must be able to deliver feedback that offers support and guidance and helps identify potential roadblocks. It's equally important, however, to recognize employee efforts at overcoming adversity through creative problem solving and perseverance.

The best way to address challenges with your team members is to provide feedback as swiftly as possible when the situation is fresh in everyone’s minds. Deliver your thoughts and feedback in a genuine but supportive way to not discourage your employees from seeing the light at the end of the tunnel.

Employee feedback examples identifying roadblocks

Example 21: Supporting an employee facing obstacles in completing a task

“Thank you for all the work you've already done on this project. I could tell you’ve hit a bit of a wall trying to complete the next part. How can I help you overcome this roadblock? Are there any specific resources I can offer you?”

Constructive employee feedback examples like this do not diminish a person's work on a project but offer a supportive hand on crossing the finish line. In this example, the employee is being empowered to reach their goals with extra guidance.

Example 22: Supporting employees through teamwork challenges

“I sensed the tension in our planning meeting yesterday, and I want to be sure that we address it before it impacts our productivity or happiness. We’re all working towards [name a shared goal] here, and it’s okay if we have different ideas than your colleagues on how to get there. What were you feeling in the meeting? What are your main concerns? Let’s meet with [name of colleague] to work towards a collaborative resolution.”

This example acknowledges and validates the employee's feelings while collaboratively searching for a way to reach common ground with other team members.

It's normal to hit a roadblock occasionally, but there are ways to overcome them and even prevent them altogether. Read about the four most common roadblocks for high-performing teams and how to circumvent them.

Employee feedback examples offering general support and guidance

Example 23: Providing resources to help the employee

“I know this project has evolved rapidly since we first drafted the brief. You’ve been doing a great job, but I just wanted to send you a few resources and documents that may help in the last leg of the project.”

This example is effective because it recognizes all the work the employee has already done on the project but offers assistance in a supportive and non-condescending tone.

Example 24: Providing coaching or mentoring to assist the employee

“Your skills have grown exponentially since your last performance review. You have really taken our feedback to heart, and we see tremendous potential for a senior role. If you're interested, I would happily serve as your mentor to help get you there.”

Employee feedback examples like this one reference specific actions and offer additional guidance without imposing on the employee.

Employee feedback examples that celebrate resiliency and problem-solving

Example 25: Providing employee adaptability and flexibility recognition

"I know this project has been more challenging than anticipated due to external delays. Your willingness to complete it on time does not go unnoticed. I admire your resiliency."

While it's important to celebrate the big wins, acknowledging employee resiliency is crucial in keeping engagement high. The desired outcome may not always be achieved, but this type of feedback recognizes valiant efforts.

Example 26: Providing employee initiative and proactivity recognition

"You really thought outside the box to ensure we delivered this campaign on time. I would not have devised this strategy, and I commend your creativity. Keep it up!"

This piece of feedback is effective because it celebrates the employee's creativity and problem-solving abilities. It can go a long way in boosting employee motivation and engagement.

Best practices for delivering employee feedback

Feedback shouldn’t be arbitrary. For it to be useful and impactful, it has to be focused on what a person did (as opposed to who they are) and the outcome of their actions. Read on for our best practices for delivering employee feedback.

Numbers don’t lie! According to Workleap Officevibe Pulse Survey data, 17% of employees say that the feedback they receive isn’t specific enough. Let’s fix that.

Focus on specific patterns of behavior and actions

It can be easy to overlook the actionable steps following a feedback conversation, but employee feedback must be applicable in the future for it to be worth sharing. The goal of giving employee feedback should always be to help the other person improve. Managers should remember the 3 essential components of effective feedback:

• Behavior : What the employee did and how they did it.
• Outcome : Results from the employee’s behavior and the impact.
• Next steps: Suggestions on moving towards improvement.

Providing feedback is an ongoing process that helps direct reports thrive in the workplace, but knowing how to give feedback can be challenging — especially when it’s negative or constructive criticism that has to be shared. A great feedback framework is the Situation-Behavior-Impact (SBI) model , which suggests giving context to the situation, identifying the behavior to be discussed, and sharing the impact that this behavior may have had.

Provide frequent and effective employee feedback

In the fast-paced modern workforce, managers must create a feedback system with their teams that goes beyond their annual performance review. Frequent check-ins and coaching have proven to be a game-changer for intrinsic motivation, employee engagement, and improved employee experience. We suggest reading more about the feedback loop method .

Officevibe Pulse Survey data shows that 25% of employees feel that the frequency of feedback they receive is not enough to help them understand how they can improve. Clearly, there’s room to improve!

Don’t be too one-sided: Make feedback a collaborative opportunity

Feedback should be a two-way conversation where managers and employees work collaboratively to uncover and apply learnings to future projects. This is where leadership can shine — as the role of a manager can transform into that of a coach and mentor, creating a culture of ongoing employee development and mutual support.

Managers may gain even more insights on the best way forward by being open to an employee’s take on the situation and willing to hear them out. How can one ensure that? Always follow feedback delivery with an open-ended question and allow time for dialogue.

Discover positive feedback loop examples! It’s a great mechanism to facilitate continuous improvement at work and spark healthy two-way conversations that give managers and employees the feedback they need to succeed.

Encourage employees to ask for manager feedback regularly

While it’s crucial to provide employees with feedback, it’s equally important to receive employee feedback in return so that everyone can feel that their ideas, opinions, and concerns are equally valued.

Managers should encourage employees to speak up and share their perspectives. A great way to do this is by ensuring employees can reflect on situations and come back with things to share. Pulse Surveys are also great ways to ask employees for feedback safely and anonymously.

Using technology to create a better feedback culture at work

Delivering employee feedback, whether it's positive, constructive, or continuous, should always aim to nurture employee growth. When offered in a genuine and timely manner, feedback can help identify and overcome blockers, ultimately improving employee engagement and boosting job satisfaction.

At the end of the day, it's important to remember that a true feedback culture is a two-way street. Employee feedback tools like Workleap Officevibe help managers establish open lines of communication between employees and leadership, allowing employees to share their thoughts and suggestions in a safe, judgment-free space.

By taking cues from good feedback examples to tailor your own messages and making feedback a part of your company culture, you too can foster a happier and more positive employee experience for the entire organization!

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Teaching Resources

Providing Feedback on Problem Solving

Resource overview.

Strategies for guiding students through the problem solving process

When students approach an instructor, graduate assistant in instruction, or undergraduate teaching assistant for help with problem-solving, providing them with effective feedback can help to clarify expectations for learning, promote understanding, and teach students how to troubleshoot in the future (Nicol & MacFarlane-Dick, 2006). This resource describes several key practices that will help you provide feedback on problem solving in one-on-one or small group settings, such as in office hours.

Support Conceptual Learning and Transfer

Use approaches that will help students not just solve this problem, but gain a deeper understanding of the concept that they can apply in future problems.

• Avoid immediately providing students with an answer, the next step in the problem, or pointing out exactly where they went wrong. Instead, the best place to start is by asking questions and listening to the student to help you and them to better identify the source of their difficulty.
• Start from where the student is at. There is often more than one way to solve a problem; it is important that you pay attention to and utilize the work the student has done so far rather than just showing them how you would solve the problem from start to finish.
• Encourage students to talk through their thought process as they solve a problem. This both contributes to student learning and gives you insight into what they do and do not understand so far.
• It can be helpful to model problem solving strategies for a student by working through a problem while explaining your steps. However, this on its own is not enough . It is important that you also have the student work through a problem themself.

Here are some questions you can use to guide students, from University of Michigan’s CRLT:

• What are some possible ways you might go about solving this problem?
• Tell me what you know about the concept.
• How might you break the problem into small steps?
• Can you explain how you got from step one to step two?
• What are you thinking right now?
• I don’t understand your reasoning behind that step. Will you please explain?
• What do you think your next step is?

Listen to the Student

An important part of working one-on-one with a student is actively listening to them.

• Listen and then rephrase a student’s response back to them to make sure that you understand. Also ask clarifying questions as needed. Example: “You said you aren’t sure which equation to use in this step, is that right?”
• Don’t make assumptions about which parts of a problem will be easy or difficult based on your own experiences. Ask questions and focus on what the student says.
• Pay attention to students’ emotional responses and don’t dismiss or ignore these. Be aware that sometimes things you say in an effort to reassure someone can feel like a dismissal. If you say, “Lots of students find this hard, you shouldn’t worry about it,” students can feel like their emotional experience isn’t being validated. Instead, say something like, “It sounds like you are feeling frustrated with this problem set. Would you like to take a look at some of the questions together?”
• Learn to recognize warning signs that a student might be experiencing more general psychological distress and be aware of how to talk with students about mental health support on campus. See the page Supporting Students in Distress .

Promote Growth Mindset and Belonging

When you are working with a student, ensure that you are sending the message that even if they struggle at first, they can learn the material.

• Avoid negative comments such as, “You should really remember this from lecture.” While you might feel frustrated, comments like this are not productive for student learning. If you think a student needs to be preparing or studying in a different way, point this out in a constructive way. For example, “When you aren’t sure which equation to use for a problem like this, I suggest your first step is to review the problems from class.”
• Recognize that everyone has different backgrounds and experiences that they bring into the learning environment. Avoid making assumptions when students come to you for help, for instance, about what behaviors or grades indicate a lack of effort.
• Help normalize struggle as a common part of academics that can be overcome. For example, you can mention strategies or resources that have helped other students who were experiencing a similar difficulty.
• Avoid sending signals to a student that you don’t believe they can master the material. For example, don’t say, “It’s okay if you don’t quite understand that one.” Although you might be trying to comfort the student, this can send the message that you don’t think they can do it.
• If a student is struggling in a course, don’t overwhelm them with a long list of things they need to do differently. Instead, work with the student to identify specific areas where they are struggling, and 2-3 new strategies they can use to improve in those areas.
• Talk about how you have grown your knowledge and skills over time through practice. If comfortable to you and relevant to the student, consider sharing about a time when you struggled, failed, or made mistakes in an academic or work context, and how you moved through that challenge.

Set Clear Expectations

Clear communication from the beginning helps both you and students have a positive experience, decreasing the frustrations that come from a mismatch in expectations.

• Talk to students about when and how they will receive feedback in your class, as well as who they can talk to if they have questions.
• Let students know what type of feedback you will and won’t provide and your rationale for this. Be sure to frame this in terms of how it benefits student learning. For example, you might not want to give students a direct answer or tell them exactly what step to do next, for the reasons discussed above. Students might find this frustrating and feel like you aren’t helping them. To address that, you can acknowledge that it might feel frustrating at times, but explain that your approach will actually help them when solving future problems (e.g., on exams or larger projects).

Acitelli, L., Black, B., & Axelson, E. (n.d.) Learning and Teaching During Office Hours . Center for Research on Learning and Teaching, University of Michigan. http://www.crlt.umich.edu/gsis/p4_5

Nicol, D. J., & Macfarlane‐Dick, D. (2006). Formative assessment and self‐regulated learning: A model and seven principles of good feedback practice. Studies in Higher Education, 31 (2), 199-218.

Yeager, D. S., Purdie-Vaughns, V., Garcia, J., Apfel, N., Brzustoski, P., Master, A., … & Cohen, G. L. (2014). Breaking the cycle of mistrust: Wise interventions to provide critical feedback across the racial divide. Journal of Experimental Psychology: General , 143 (2), 804-824.

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In conclusion, feedback plays a crucial role in enhancing problem-solving skills. It helps individuals to identify their strengths and weaknesses, provides guidance on how to improve, and promotes self-reflection. By receiving constructive feedback, individuals can develop a growth mindset and become better problem-solvers. Moreover, feedback promotes a culture of continuous learning and improvement, which is crucial in today’s fast-paced and competitive world. Therefore, incorporating feedback mechanisms in problem-solving processes is essential for personal and professional development. It is an investment in oneself that pays dividends in the long run and can lead to greater success and fulfillment.

Related Posts:

The Art of Effective Problem Solving: A Step-by-Step Guide

Author: Daniel Croft

Daniel Croft is an experienced continuous improvement manager with a Lean Six Sigma Black Belt and a Bachelor's degree in Business Management. With more than ten years of experience applying his skills across various industries, Daniel specializes in optimizing processes and improving efficiency. His approach combines practical experience with a deep understanding of business fundamentals to drive meaningful change.

Whether we realise it or not, problem solving skills are an important part of our daily lives. From resolving a minor annoyance at home to tackling complex business challenges at work, our ability to solve problems has a significant impact on our success and happiness. However, not everyone is naturally gifted at problem-solving, and even those who are can always improve their skills. In this blog post, we will go over the art of effective problem-solving step by step.

You will learn how to define a problem, gather information, assess alternatives, and implement a solution, all while honing your critical thinking and creative problem-solving skills. Whether you’re a seasoned problem solver or just getting started, this guide will arm you with the knowledge and tools you need to face any challenge with confidence. So let’s get started!

Problem Solving Methodologies

Individuals and organisations can use a variety of problem-solving methodologies to address complex challenges. 8D and A3 problem solving techniques are two popular methodologies in the Lean Six Sigma framework.

Methodology of 8D (Eight Discipline) Problem Solving:

The 8D problem solving methodology is a systematic, team-based approach to problem solving. It is a method that guides a team through eight distinct steps to solve a problem in a systematic and comprehensive manner.

The 8D process consists of the following steps:

• Form a team: Assemble a group of people who have the necessary expertise to work on the problem.
• Define the issue: Clearly identify and define the problem, including the root cause and the customer impact.
• Create a temporary containment plan: Put in place a plan to lessen the impact of the problem until a permanent solution can be found.
• Identify the root cause: To identify the underlying causes of the problem, use root cause analysis techniques such as Fishbone diagrams and Pareto charts.
• Create and test long-term corrective actions: Create and test a long-term solution to eliminate the root cause of the problem.
• Implement and validate the permanent solution: Implement and validate the permanent solution’s effectiveness.
• Prevent recurrence: Put in place measures to keep the problem from recurring.
• Recognize and reward the team: Recognize and reward the team for its efforts.

Download the 8D Problem Solving Template

A3 Problem Solving Method:

The A3 problem solving technique is a visual, team-based problem-solving approach that is frequently used in Lean Six Sigma projects. The A3 report is a one-page document that clearly and concisely outlines the problem, root cause analysis, and proposed solution.

The A3 problem-solving procedure consists of the following steps:

• Determine the issue: Define the issue clearly, including its impact on the customer.
• Perform root cause analysis: Identify the underlying causes of the problem using root cause analysis techniques.
• Create and implement a solution: Create and implement a solution that addresses the problem’s root cause.
• Monitor and improve the solution: Keep an eye on the solution’s effectiveness and make any necessary changes.

Subsequently, in the Lean Six Sigma framework, the 8D and A3 problem solving methodologies are two popular approaches to problem solving. Both methodologies provide a structured, team-based problem-solving approach that guides individuals through a comprehensive and systematic process of identifying, analysing, and resolving problems in an effective and efficient manner.

Step 1 – Define the Problem

The definition of the problem is the first step in effective problem solving. This may appear to be a simple task, but it is actually quite difficult. This is because problems are frequently complex and multi-layered, making it easy to confuse symptoms with the underlying cause. To avoid this pitfall, it is critical to thoroughly understand the problem.

To begin, ask yourself some clarifying questions:

• What exactly is the issue?
• What are the problem’s symptoms or consequences?
• Who or what is impacted by the issue?
• When and where does the issue arise?

Answering these questions will assist you in determining the scope of the problem. However, simply describing the problem is not always sufficient; you must also identify the root cause. The root cause is the underlying cause of the problem and is usually the key to resolving it permanently.

Try asking “why” questions to find the root cause:

• What causes the problem?
• Why does it continue?
• Why does it have the effects that it does?

By repeatedly asking “ why ,” you’ll eventually get to the bottom of the problem. This is an important step in the problem-solving process because it ensures that you’re dealing with the root cause rather than just the symptoms.

Once you have a firm grasp on the issue, it is time to divide it into smaller, more manageable chunks. This makes tackling the problem easier and reduces the risk of becoming overwhelmed. For example, if you’re attempting to solve a complex business problem, you might divide it into smaller components like market research, product development, and sales strategies.

To summarise step 1, defining the problem is an important first step in effective problem-solving. You will be able to identify the root cause and break it down into manageable parts if you take the time to thoroughly understand the problem. This will prepare you for the next step in the problem-solving process, which is gathering information and brainstorming ideas.

Step 2 – Gather Information and Brainstorm Ideas

Gathering information and brainstorming ideas is the next step in effective problem solving. This entails researching the problem and relevant information, collaborating with others, and coming up with a variety of potential solutions. This increases your chances of finding the best solution to the problem.

Begin by researching the problem and relevant information. This could include reading articles, conducting surveys, or consulting with experts. The goal is to collect as much information as possible in order to better understand the problem and possible solutions.

Next, work with others to gather a variety of perspectives. Brainstorming with others can be an excellent way to come up with new and creative ideas. Encourage everyone to share their thoughts and ideas when working in a group, and make an effort to actively listen to what others have to say. Be open to new and unconventional ideas and resist the urge to dismiss them too quickly.

Finally, use brainstorming to generate a wide range of potential solutions. This is the place where you can let your imagination run wild. At this stage, don’t worry about the feasibility or practicality of the solutions; instead, focus on generating as many ideas as possible. Write down everything that comes to mind, no matter how ridiculous or unusual it may appear. This can be done individually or in groups.

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the next step in the problem-solving process, which we’ll go over in greater detail in the following section.

Step 3 – Evaluate Options and Choose the Best Solution

Once you’ve compiled a list of potential solutions, it’s time to assess them and select the best one. This is the third step in effective problem solving, and it entails weighing the advantages and disadvantages of each solution, considering their feasibility and practicability, and selecting the solution that is most likely to solve the problem effectively.

To begin, weigh the advantages and disadvantages of each solution. This will assist you in determining the potential outcomes of each solution and deciding which is the best option. For example, a quick and easy solution may not be the most effective in the long run, whereas a more complex and time-consuming solution may be more effective in solving the problem in the long run.

Consider each solution’s feasibility and practicability. Consider the following:

• Can the solution be implemented within the available resources, time, and budget?
• What are the possible barriers to implementing the solution?
• Is the solution feasible in today’s political, economic, and social environment?

You’ll be able to tell which solutions are likely to succeed and which aren’t by assessing their feasibility and practicability.

Finally, choose the solution that is most likely to effectively solve the problem. This solution should be based on the criteria you’ve established, such as the advantages and disadvantages of each solution, their feasibility and practicability, and your overall goals.

It is critical to remember that there is no one-size-fits-all solution to problems. What is effective for one person or situation may not be effective for another. This is why it is critical to consider a wide range of solutions and evaluate each one based on its ability to effectively solve the problem.

Step 4 – Implement and Monitor the Solution

When you’ve decided on the best solution, it’s time to put it into action. The fourth and final step in effective problem solving is to put the solution into action, monitor its progress, and make any necessary adjustments.

To begin, implement the solution. This may entail delegating tasks, developing a strategy, and allocating resources. Ascertain that everyone involved understands their role and responsibilities in the solution’s implementation.

Next, keep an eye on the solution’s progress. This may entail scheduling regular check-ins, tracking metrics, and soliciting feedback from others. You will be able to identify any potential roadblocks and make any necessary adjustments in a timely manner if you monitor the progress of the solution.

Finally, make any necessary modifications to the solution. This could entail changing the solution, altering the plan of action, or delegating different tasks. Be willing to make changes if they will improve the solution or help it solve the problem more effectively.

It’s important to remember that problem solving is an iterative process, and there may be times when you need to start from scratch. This is especially true if the initial solution does not effectively solve the problem. In these situations, it’s critical to be adaptable and flexible and to keep trying new solutions until you find the one that works best.

To summarise, effective problem solving is a critical skill that can assist individuals and organisations in overcoming challenges and achieving their objectives. Effective problem solving consists of four key steps: defining the problem, generating potential solutions, evaluating alternatives and selecting the best solution, and implementing the solution.

You can increase your chances of success in problem solving by following these steps and considering factors such as the pros and cons of each solution, their feasibility and practicability, and making any necessary adjustments. Furthermore, keep in mind that problem solving is an iterative process, and there may be times when you need to go back to the beginning and restart. Maintain your adaptability and try new solutions until you find the one that works best for you.

• Novick, L.R. and Bassok, M., 2005.  Problem Solving . Cambridge University Press.

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Daniel Croft

Daniel Croft is a seasoned continuous improvement manager with a Black Belt in Lean Six Sigma. With over 10 years of real-world application experience across diverse sectors, Daniel has a passion for optimizing processes and fostering a culture of efficiency. He's not just a practitioner but also an avid learner, constantly seeking to expand his knowledge. Outside of his professional life, Daniel has a keen Investing, statistics and knowledge-sharing, which led him to create the website www.learnleansigma.com, a platform dedicated to Lean Six Sigma and process improvement insights.

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Effective problem solving is all about using the right process and following a plan tailored to the issue at hand. Recognizing your team or organization has an issue isn’t enough to come up with effective problem solving strategies. 

To truly understand a problem and develop appropriate solutions, you will want to follow a solid process, follow the necessary problem solving steps, and bring all of your problem solving skills to the table.  

We’ll first guide you through the seven step problem solving process you and your team can use to effectively solve complex business challenges. We’ll also look at what problem solving strategies you can employ with your team when looking for a way to approach the process. We’ll then discuss the problem solving skills you need to be more effective at solving problems, complete with an activity from the SessionLab library you can use to develop that skill in your team.

Let’s get to it! 

What is a problem solving process?

• What are the problem solving steps I need to follow?

Problem solving strategies

What skills do i need to be an effective problem solver, how can i improve my problem solving skills.

Solving problems is like baking a cake. You can go straight into the kitchen without a recipe or the right ingredients and do your best, but the end result is unlikely to be very tasty!

Using a process to bake a cake allows you to use the best ingredients without waste, collect the right tools, account for allergies, decide whether it is a birthday or wedding cake, and then bake efficiently and on time. The result is a better cake that is fit for purpose, tastes better and has created less mess in the kitchen. Also, it should have chocolate sprinkles. Having a step by step process to solve organizational problems allows you to go through each stage methodically and ensure you are trying to solve the right problems and select the most appropriate, effective solutions.

What are the problem solving steps I need to follow? 

All problem solving processes go through a number of steps in order to move from identifying a problem to resolving it.

Depending on your problem solving model and who you ask, there can be anything between four and nine problem solving steps you should follow in order to find the right solution. Whatever framework you and your group use, there are some key items that should be addressed in order to have an effective process.

We’ve looked at problem solving processes from sources such as the American Society for Quality and their four step approach , and Mediate ‘s six step process. By reflecting on those and our own problem solving processes, we’ve come up with a sequence of seven problem solving steps we feel best covers everything you need in order to effectively solve problems.

1. Problem identification 

The first stage of any problem solving process is to identify the problem or problems you might want to solve. Effective problem solving strategies always begin by allowing a group scope to articulate what they believe the problem to be and then coming to some consensus over which problem they approach first. Problem solving activities used at this stage often have a focus on creating frank, open discussion so that potential problems can be brought to the surface.

2. Problem analysis 

Though this step is not a million miles from problem identification, problem analysis deserves to be considered separately. It can often be an overlooked part of the process and is instrumental when it comes to developing effective solutions.

The process of problem analysis means ensuring that the problem you are seeking to solve is the right problem . As part of this stage, you may look deeper and try to find the root cause of a specific problem at a team or organizational level.

Remember that problem solving strategies should not only be focused on putting out fires in the short term but developing long term solutions that deal with the root cause of organizational challenges. 

Whatever your approach, analyzing a problem is crucial in being able to select an appropriate solution and the problem solving skills deployed in this stage are beneficial for the rest of the process and ensuring the solutions you create are fit for purpose.

3. Solution generation

Once your group has nailed down the particulars of the problem you wish to solve, you want to encourage a free flow of ideas connecting to solving that problem. This can take the form of problem solving games that encourage creative thinking or problem solving activities designed to produce working prototypes of possible solutions. 

The key to ensuring the success of this stage of the problem solving process is to encourage quick, creative thinking and create an open space where all ideas are considered. The best solutions can come from unlikely places and by using problem solving techniques that celebrate invention, you might come up with solution gold. 

4. Solution development

No solution is likely to be perfect right out of the gate. It’s important to discuss and develop the solutions your group has come up with over the course of following the previous problem solving steps in order to arrive at the best possible solution. Problem solving games used in this stage involve lots of critical thinking, measuring potential effort and impact, and looking at possible solutions analytically. 

During this stage, you will often ask your team to iterate and improve upon your frontrunning solutions and develop them further. Remember that problem solving strategies always benefit from a multitude of voices and opinions, and not to let ego get involved when it comes to choosing which solutions to develop and take further.

Finding the best solution is the goal of all problem solving workshops and here is the place to ensure that your solution is well thought out, sufficiently robust and fit for purpose. 

5. Decision making 

Nearly there! Once your group has reached consensus and selected a solution that applies to the problem at hand you have some decisions to make. You will want to work on allocating ownership of the project, figure out who will do what, how the success of the solution will be measured and decide the next course of action.

The decision making stage is a part of the problem solving process that can get missed or taken as for granted. Fail to properly allocate roles and plan out how a solution will actually be implemented and it less likely to be successful in solving the problem.

Have clear accountabilities, actions, timeframes, and follow-ups. Make these decisions and set clear next-steps in the problem solving workshop so that everyone is aligned and you can move forward effectively as a group. 

Ensuring that you plan for the roll-out of a solution is one of the most important problem solving steps. Without adequate planning or oversight, it can prove impossible to measure success or iterate further if the problem was not solved. 

6. Solution implementation 

This is what we were waiting for! All problem solving strategies have the end goal of implementing a solution and solving a problem in mind. 

Remember that in order for any solution to be successful, you need to help your group through all of the previous problem solving steps thoughtfully. Only then can you ensure that you are solving the right problem but also that you have developed the correct solution and can then successfully implement and measure the impact of that solution.

Project management and communication skills are key here – your solution may need to adjust when out in the wild or you might discover new challenges along the way.

7. Solution evaluation 

So you and your team developed a great solution to a problem and have a gut feeling its been solved. Work done, right? Wrong. All problem solving strategies benefit from evaluation, consideration, and feedback. You might find that the solution does not work for everyone, might create new problems, or is potentially so successful that you will want to roll it out to larger teams or as part of other initiatives. 

None of that is possible without taking the time to evaluate the success of the solution you developed in your problem solving model and adjust if necessary.

Remember that the problem solving process is often iterative and it can be common to not solve complex issues on the first try. Even when this is the case, you and your team will have generated learning that will be important for future problem solving workshops or in other parts of the organization. 

It’s worth underlining how important record keeping is throughout the problem solving process. If a solution didn’t work, you need to have the data and records to see why that was the case. If you go back to the drawing board, notes from the previous workshop can help save time. Data and insight is invaluable at every stage of the problem solving process and this one is no different.

Problem solving workshops made easy

Problem solving strategies are methods of approaching and facilitating the process of problem-solving with a set of techniques , actions, and processes. Different strategies are more effective if you are trying to solve broad problems such as achieving higher growth versus more focused problems like, how do we improve our customer onboarding process?

Broadly, the problem solving steps outlined above should be included in any problem solving strategy though choosing where to focus your time and what approaches should be taken is where they begin to differ. You might find that some strategies ask for the problem identification to be done prior to the session or that everything happens in the course of a one day workshop.

The key similarity is that all good problem solving strategies are structured and designed. Four hours of open discussion is never going to be as productive as a four-hour workshop designed to lead a group through a problem solving process.

Good problem solving strategies are tailored to the team, organization and problem you will be attempting to solve. Here are some example problem solving strategies you can learn from or use to get started.

Use a workshop to lead a team through a group process

Often, the first step to solving problems or organizational challenges is bringing a group together effectively. Most teams have the tools, knowledge, and expertise necessary to solve their challenges – they just need some guidance in how to use leverage those skills and a structure and format that allows people to focus their energies.

Facilitated workshops are one of the most effective ways of solving problems of any scale. By designing and planning your workshop carefully, you can tailor the approach and scope to best fit the needs of your team and organization. 

Problem solving workshop

• Creating a bespoke, tailored process
• Tackling problems of any size
• Building in-house workshop ability and encouraging their use

Workshops are an effective strategy for solving problems. By using tried and test facilitation techniques and methods, you can design and deliver a workshop that is perfectly suited to the unique variables of your organization. You may only have the capacity for a half-day workshop and so need a problem solving process to match. 

By using our session planner tool and importing methods from our library of 700+ facilitation techniques, you can create the right problem solving workshop for your team. It might be that you want to encourage creative thinking or look at things from a new angle to unblock your groups approach to problem solving. By tailoring your workshop design to the purpose, you can help ensure great results.

One of the main benefits of a workshop is the structured approach to problem solving. Not only does this mean that the workshop itself will be successful, but many of the methods and techniques will help your team improve their working processes outside of the workshop. 

We believe that workshops are one of the best tools you can use to improve the way your team works together. Start with a problem solving workshop and then see what team building, culture or design workshops can do for your organization!

Run a design sprint

Great for: 

• aligning large, multi-discipline teams
• quickly designing and testing solutions
• tackling large, complex organizational challenges and breaking them down into smaller tasks

By using design thinking principles and methods, a design sprint is a great way of identifying, prioritizing and prototyping solutions to long term challenges that can help solve major organizational problems with quick action and measurable results.

Some familiarity with design thinking is useful, though not integral, and this strategy can really help a team align if there is some discussion around which problems should be approached first. 

The stage-based structure of the design sprint is also very useful for teams new to design thinking.  The inspiration phase, where you look to competitors that have solved your problem, and the rapid prototyping and testing phases are great for introducing new concepts that will benefit a team in all their future work. 

It can be common for teams to look inward for solutions and so looking to the market for solutions you can iterate on can be very productive. Instilling an agile prototyping and testing mindset can also be great when helping teams move forwards – generating and testing solutions quickly can help save time in the long run and is also pretty exciting!

Break problems down into smaller issues

Organizational challenges and problems are often complicated and large scale in nature. Sometimes, trying to resolve such an issue in one swoop is simply unachievable or overwhelming. Try breaking down such problems into smaller issues that you can work on step by step. You may not be able to solve the problem of churning customers off the bat, but you can work with your team to identify smaller effort but high impact elements and work on those first.

This problem solving strategy can help a team generate momentum, prioritize and get some easy wins. It’s also a great strategy to employ with teams who are just beginning to learn how to approach the problem solving process. If you want some insight into a way to employ this strategy, we recommend looking at our design sprint template below!

Use guiding frameworks or try new methodologies

Some problems are best solved by introducing a major shift in perspective or by using new methodologies that encourage your team to think differently.

Props and tools such as Methodkit , which uses a card-based toolkit for facilitation, or Lego Serious Play can be great ways to engage your team and find an inclusive, democratic problem solving strategy. Remember that play and creativity are great tools for achieving change and whatever the challenge, engaging your participants can be very effective where other strategies may have failed.

LEGO Serious Play

• Improving core problem solving skills
• Thinking outside of the box
• Encouraging creative solutions

LEGO Serious Play is a problem solving methodology designed to get participants thinking differently by using 3D models and kinesthetic learning styles. By physically building LEGO models based on questions and exercises, participants are encouraged to think outside of the box and create their own responses. 

Collaborate LEGO Serious Play exercises are also used to encourage communication and build problem solving skills in a group. By using this problem solving process, you can often help different kinds of learners and personality types contribute and unblock organizational problems with creative thinking. 

Problem solving strategies like LEGO Serious Play are super effective at helping a team solve more skills-based problems such as communication between teams or a lack of creative thinking. Some problems are not suited to LEGO Serious Play and require a different problem solving strategy.

Card Decks and Method Kits

• New facilitators or non-facilitators 
• Approaching difficult subjects with a simple, creative framework
• Engaging those with varied learning styles

Card decks and method kids are great tools for those new to facilitation or for whom facilitation is not the primary role. Card decks such as the emotional culture deck can be used for complete workshops and in many cases, can be used right out of the box. Methodkit has a variety of kits designed for scenarios ranging from personal development through to personas and global challenges so you can find the right deck for your particular needs.

Having an easy to use framework that encourages creativity or a new approach can take some of the friction or planning difficulties out of the workshop process and energize a team in any setting. Simplicity is the key with these methods. By ensuring everyone on your team can get involved and engage with the process as quickly as possible can really contribute to the success of your problem solving strategy.

Source external advice

Looking to peers, experts and external facilitators can be a great way of approaching the problem solving process. Your team may not have the necessary expertise, insights of experience to tackle some issues, or you might simply benefit from a fresh perspective. Some problems may require bringing together an entire team, and coaching managers or team members individually might be the right approach. Remember that not all problems are best resolved in the same manner.

If you’re a solo entrepreneur, peer groups, coaches and mentors can also be invaluable at not only solving specific business problems, but in providing a support network for resolving future challenges. One great approach is to join a Mastermind Group and link up with like-minded individuals and all grow together. Remember that however you approach the sourcing of external advice, do so thoughtfully, respectfully and honestly. Reciprocate where you can and prepare to be surprised by just how kind and helpful your peers can be!

Mastermind Group

• Solo entrepreneurs or small teams with low capacity
• Peer learning and gaining outside expertise
• Getting multiple external points of view quickly

Problem solving in large organizations with lots of skilled team members is one thing, but how about if you work for yourself or in a very small team without the capacity to get the most from a design sprint or LEGO Serious Play session? 

A mastermind group – sometimes known as a peer advisory board – is where a group of people come together to support one another in their own goals, challenges, and businesses. Each participant comes to the group with their own purpose and the other members of the group will help them create solutions, brainstorm ideas, and support one another. 

Mastermind groups are very effective in creating an energized, supportive atmosphere that can deliver meaningful results. Learning from peers from outside of your organization or industry can really help unlock new ways of thinking and drive growth. Access to the experience and skills of your peers can be invaluable in helping fill the gaps in your own ability, particularly in young companies.

A mastermind group is a great solution for solo entrepreneurs, small teams, or for organizations that feel that external expertise or fresh perspectives will be beneficial for them. It is worth noting that Mastermind groups are often only as good as the participants and what they can bring to the group. Participants need to be committed, engaged and understand how to work in this context. 

Coaching and mentoring

• Focused learning and development
• Filling skills gaps
• Working on a range of challenges over time

Receiving advice from a business coach or building a mentor/mentee relationship can be an effective way of resolving certain challenges. The one-to-one format of most coaching and mentor relationships can really help solve the challenges those individuals are having and benefit the organization as a result.

A great mentor can be invaluable when it comes to spotting potential problems before they arise and coming to understand a mentee very well has a host of other business benefits. You might run an internal mentorship program to help develop your team’s problem solving skills and strategies or as part of a large learning and development program. External coaches can also be an important part of your problem solving strategy, filling skills gaps for your management team or helping with specific business issues. 

Now we’ve explored the problem solving process and the steps you will want to go through in order to have an effective session, let’s look at the skills you and your team need to be more effective problem solvers.

Problem solving skills are highly sought after, whatever industry or team you work in. Organizations are keen to employ people who are able to approach problems thoughtfully and find strong, realistic solutions. Whether you are a facilitator , a team leader or a developer, being an effective problem solver is a skill you’ll want to develop.

Problem solving skills form a whole suite of techniques and approaches that an individual uses to not only identify problems but to discuss them productively before then developing appropriate solutions.

Here are some of the most important problem solving skills everyone from executives to junior staff members should learn. We’ve also included an activity or exercise from the SessionLab library that can help you and your team develop that skill. 

If you’re running a workshop or training session to try and improve problem solving skills in your team, try using these methods to supercharge your process!

Active listening

Active listening is one of the most important skills anyone who works with people can possess. In short, active listening is a technique used to not only better understand what is being said by an individual, but also to be more aware of the underlying message the speaker is trying to convey. When it comes to problem solving, active listening is integral for understanding the position of every participant and to clarify the challenges, ideas and solutions they bring to the table.

Some active listening skills include:

• Paying complete attention to the speaker.
• Removing distractions.
• Avoid interruption.
• Taking the time to fully understand before preparing a rebuttal.
• Responding respectfully and appropriately.
• Demonstrate attentiveness and positivity with an open posture, making eye contact with the speaker, smiling and nodding if appropriate. Show that you are listening and encourage them to continue.
• Be aware of and respectful of feelings. Judge the situation and respond appropriately. You can disagree without being disrespectful.   
• Observe body language. 
• Paraphrase what was said in your own words, either mentally or verbally.
• Remain neutral. 
• Reflect and take a moment before responding.
• Ask deeper questions based on what is said and clarify points where necessary.   

Active Listening   #hyperisland   #skills   #active listening   #remote-friendly   This activity supports participants to reflect on a question and generate their own solutions using simple principles of active listening and peer coaching. It’s an excellent introduction to active listening but can also be used with groups that are already familiar with it. Participants work in groups of three and take turns being: “the subject”, the listener, and the observer.

Analytical skills

All problem solving models require strong analytical skills, particularly during the beginning of the process and when it comes to analyzing how solutions have performed.

Analytical skills are primarily focused on performing an effective analysis by collecting, studying and parsing data related to a problem or opportunity. 

It often involves spotting patterns, being able to see things from different perspectives and using observable facts and data to make suggestions or produce insight. 

Analytical skills are also important at every stage of the problem solving process and by having these skills, you can ensure that any ideas or solutions you create or backed up analytically and have been sufficiently thought out.

Nine Whys   #innovation   #issue analysis   #liberating structures   With breathtaking simplicity, you can rapidly clarify for individuals and a group what is essentially important in their work. You can quickly reveal when a compelling purpose is missing in a gathering and avoid moving forward without clarity. When a group discovers an unambiguous shared purpose, more freedom and more responsibility are unleashed. You have laid the foundation for spreading and scaling innovations with fidelity.

Collaboration

Trying to solve problems on your own is difficult. Being able to collaborate effectively, with a free exchange of ideas, to delegate and be a productive member of a team is hugely important to all problem solving strategies.

Remember that whatever your role, collaboration is integral, and in a problem solving process, you are all working together to find the best solution for everyone. 

Marshmallow challenge with debriefing   #teamwork   #team   #leadership   #collaboration   In eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one yard of tape, one yard of string, and one marshmallow. The marshmallow needs to be on top. The Marshmallow Challenge was developed by Tom Wujec, who has done the activity with hundreds of groups around the world. Visit the Marshmallow Challenge website for more information. This version has an extra debriefing question added with sample questions focusing on roles within the team.

Communication  

Being an effective communicator means being empathetic, clear and succinct, asking the right questions, and demonstrating active listening skills throughout any discussion or meeting. 

In a problem solving setting, you need to communicate well in order to progress through each stage of the process effectively. As a team leader, it may also fall to you to facilitate communication between parties who may not see eye to eye. Effective communication also means helping others to express themselves and be heard in a group.

Bus Trip   #feedback   #communication   #appreciation   #closing   #thiagi   #team   This is one of my favourite feedback games. I use Bus Trip at the end of a training session or a meeting, and I use it all the time. The game creates a massive amount of energy with lots of smiles, laughs, and sometimes even a teardrop or two.

Creative problem solving skills can be some of the best tools in your arsenal. Thinking creatively, being able to generate lots of ideas and come up with out of the box solutions is useful at every step of the process. 

The kinds of problems you will likely discuss in a problem solving workshop are often difficult to solve, and by approaching things in a fresh, creative manner, you can often create more innovative solutions.

Having practical creative skills is also a boon when it comes to problem solving. If you can help create quality design sketches and prototypes in record time, it can help bring a team to alignment more quickly or provide a base for further iteration.

The paper clip method   #sharing   #creativity   #warm up   #idea generation   #brainstorming   The power of brainstorming. A training for project leaders, creativity training, and to catalyse getting new solutions.

Critical thinking

Critical thinking is one of the fundamental problem solving skills you’ll want to develop when working on developing solutions. Critical thinking is the ability to analyze, rationalize and evaluate while being aware of personal bias, outlying factors and remaining open-minded.

Defining and analyzing problems without deploying critical thinking skills can mean you and your team go down the wrong path. Developing solutions to complex issues requires critical thinking too – ensuring your team considers all possibilities and rationally evaluating them. 

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

Data analysis 

Though it shares lots of space with general analytical skills, data analysis skills are something you want to cultivate in their own right in order to be an effective problem solver.

Being good at data analysis doesn’t just mean being able to find insights from data, but also selecting the appropriate data for a given issue, interpreting it effectively and knowing how to model and present that data. Depending on the problem at hand, it might also include a working knowledge of specific data analysis tools and procedures. 

Having a solid grasp of data analysis techniques is useful if you’re leading a problem solving workshop but if you’re not an expert, don’t worry. Bring people into the group who has this skill set and help your team be more effective as a result.

Decision making

All problems need a solution and all solutions require that someone make the decision to implement them. Without strong decision making skills, teams can become bogged down in discussion and less effective as a result. 

Making decisions is a key part of the problem solving process. It’s important to remember that decision making is not restricted to the leadership team. Every staff member makes decisions every day and developing these skills ensures that your team is able to solve problems at any scale. Remember that making decisions does not mean leaping to the first solution but weighing up the options and coming to an informed, well thought out solution to any given problem that works for the whole team.

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

Dependability

Most complex organizational problems require multiple people to be involved in delivering the solution. Ensuring that the team and organization can depend on you to take the necessary actions and communicate where necessary is key to ensuring problems are solved effectively.

Being dependable also means working to deadlines and to brief. It is often a matter of creating trust in a team so that everyone can depend on one another to complete the agreed actions in the agreed time frame so that the team can move forward together. Being undependable can create problems of friction and can limit the effectiveness of your solutions so be sure to bear this in mind throughout a project. 

Team Purpose & Culture   #team   #hyperisland   #culture   #remote-friendly   This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Emotional intelligence

Emotional intelligence is an important skill for any successful team member, whether communicating internally or with clients or users. In the problem solving process, emotional intelligence means being attuned to how people are feeling and thinking, communicating effectively and being self-aware of what you bring to a room. 

There are often differences of opinion when working through problem solving processes, and it can be easy to let things become impassioned or combative. Developing your emotional intelligence means being empathetic to your colleagues and managing your own emotions throughout the problem and solution process. Be kind, be thoughtful and put your points across care and attention. 

Being emotionally intelligent is a skill for life and by deploying it at work, you can not only work efficiently but empathetically. Check out the emotional culture workshop template for more!

Facilitation

As we’ve clarified in our facilitation skills post, facilitation is the art of leading people through processes towards agreed-upon objectives in a manner that encourages participation, ownership, and creativity by all those involved. While facilitation is a set of interrelated skills in itself, the broad definition of facilitation can be invaluable when it comes to problem solving. Leading a team through a problem solving process is made more effective if you improve and utilize facilitation skills – whether you’re a manager, team leader or external stakeholder.

The Six Thinking Hats   #creative thinking   #meeting facilitation   #problem solving   #issue resolution   #idea generation   #conflict resolution   The Six Thinking Hats are used by individuals and groups to separate out conflicting styles of thinking. They enable and encourage a group of people to think constructively together in exploring and implementing change, rather than using argument to fight over who is right and who is wrong.

Flexibility 

Being flexible is a vital skill when it comes to problem solving. This does not mean immediately bowing to pressure or changing your opinion quickly: instead, being flexible is all about seeing things from new perspectives, receiving new information and factoring it into your thought process.

Flexibility is also important when it comes to rolling out solutions. It might be that other organizational projects have greater priority or require the same resources as your chosen solution. Being flexible means understanding needs and challenges across the team and being open to shifting or arranging your own schedule as necessary. Again, this does not mean immediately making way for other projects. It’s about articulating your own needs, understanding the needs of others and being able to come to a meaningful compromise.

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

Working in any group can lead to unconscious elements of groupthink or situations in which you may not wish to be entirely honest. Disagreeing with the opinions of the executive team or wishing to save the feelings of a coworker can be tricky to navigate, but being honest is absolutely vital when to comes to developing effective solutions and ensuring your voice is heard. 

Remember that being honest does not mean being brutally candid. You can deliver your honest feedback and opinions thoughtfully and without creating friction by using other skills such as emotional intelligence. 

Explore your Values   #hyperisland   #skills   #values   #remote-friendly   Your Values is an exercise for participants to explore what their most important values are. It’s done in an intuitive and rapid way to encourage participants to follow their intuitive feeling rather than over-thinking and finding the “correct” values. It is a good exercise to use to initiate reflection and dialogue around personal values.

Initiative 

The problem solving process is multi-faceted and requires different approaches at certain points of the process. Taking initiative to bring problems to the attention of the team, collect data or lead the solution creating process is always valuable. You might even roadtest your own small scale solutions or brainstorm before a session. Taking initiative is particularly effective if you have good deal of knowledge in that area or have ownership of a particular project and want to get things kickstarted.

That said, be sure to remember to honor the process and work in service of the team. If you are asked to own one part of the problem solving process and you don’t complete that task because your initiative leads you to work on something else, that’s not an effective method of solving business challenges.

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

Impartiality

A particularly useful problem solving skill for product owners or managers is the ability to remain impartial throughout much of the process. In practice, this means treating all points of view and ideas brought forward in a meeting equally and ensuring that your own areas of interest or ownership are not favored over others. 

There may be a stage in the process where a decision maker has to weigh the cost and ROI of possible solutions against the company roadmap though even then, ensuring that the decision made is based on merit and not personal opinion. 

Empathy map   #frame insights   #create   #design   #issue analysis   An empathy map is a tool to help a design team to empathize with the people they are designing for. You can make an empathy map for a group of people or for a persona. To be used after doing personas when more insights are needed.

Being a good leader means getting a team aligned, energized and focused around a common goal. In the problem solving process, strong leadership helps ensure that the process is efficient, that any conflicts are resolved and that a team is managed in the direction of success.

It’s common for managers or executives to assume this role in a problem solving workshop, though it’s important that the leader maintains impartiality and does not bulldoze the group in a particular direction. Remember that good leadership means working in service of the purpose and team and ensuring the workshop is a safe space for employees of any level to contribute. Take a look at our leadership games and activities post for more exercises and methods to help improve leadership in your organization.

Leadership Pizza   #leadership   #team   #remote-friendly   This leadership development activity offers a self-assessment framework for people to first identify what skills, attributes and attitudes they find important for effective leadership, and then assess their own development and initiate goal setting.

In the context of problem solving, mediation is important in keeping a team engaged, happy and free of conflict. When leading or facilitating a problem solving workshop, you are likely to run into differences of opinion. Depending on the nature of the problem, certain issues may be brought up that are emotive in nature. 

Being an effective mediator means helping those people on either side of such a divide are heard, listen to one another and encouraged to find common ground and a resolution. Mediating skills are useful for leaders and managers in many situations and the problem solving process is no different.

Conflict Responses   #hyperisland   #team   #issue resolution   A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.

Planning 

Solving organizational problems is much more effective when following a process or problem solving model. Planning skills are vital in order to structure, deliver and follow-through on a problem solving workshop and ensure your solutions are intelligently deployed.

Planning skills include the ability to organize tasks and a team, plan and design the process and take into account any potential challenges. Taking the time to plan carefully can save time and frustration later in the process and is valuable for ensuring a team is positioned for success.

3 Action Steps   #hyperisland   #action   #remote-friendly   This is a small-scale strategic planning session that helps groups and individuals to take action toward a desired change. It is often used at the end of a workshop or programme. The group discusses and agrees on a vision, then creates some action steps that will lead them towards that vision. The scope of the challenge is also defined, through discussion of the helpful and harmful factors influencing the group.

Prioritization

As organisations grow, the scale and variation of problems they face multiplies. Your team or is likely to face numerous challenges in different areas and so having the skills to analyze and prioritize becomes very important, particularly for those in leadership roles.

A thorough problem solving process is likely to deliver multiple solutions and you may have several different problems you wish to solve simultaneously. Prioritization is the ability to measure the importance, value, and effectiveness of those possible solutions and choose which to enact and in what order. The process of prioritization is integral in ensuring the biggest challenges are addressed with the most impactful solutions.

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

Project management

Some problem solving skills are utilized in a workshop or ideation phases, while others come in useful when it comes to decision making. Overseeing an entire problem solving process and ensuring its success requires strong project management skills. 

While project management incorporates many of the other skills listed here, it is important to note the distinction of considering all of the factors of a project and managing them successfully. Being able to negotiate with stakeholders, manage tasks, time and people, consider costs and ROI, and tie everything together is massively helpful when going through the problem solving process. 

Record keeping

Working out meaningful solutions to organizational challenges is only one part of the process.  Thoughtfully documenting and keeping records of each problem solving step for future consultation is important in ensuring efficiency and meaningful change. 

For example, some problems may be lower priority than others but can be revisited in the future. If the team has ideated on solutions and found some are not up to the task, record those so you can rule them out and avoiding repeating work. Keeping records of the process also helps you improve and refine your problem solving model next time around!

Personal Kanban   #gamestorming   #action   #agile   #project planning   Personal Kanban is a tool for organizing your work to be more efficient and productive. It is based on agile methods and principles.

Research skills

Conducting research to support both the identification of problems and the development of appropriate solutions is important for an effective process. Knowing where to go to collect research, how to conduct research efficiently, and identifying pieces of research are relevant are all things a good researcher can do well. 

In larger groups, not everyone has to demonstrate this ability in order for a problem solving workshop to be effective. That said, having people with research skills involved in the process, particularly if they have existing area knowledge, can help ensure the solutions that are developed with data that supports their intention. Remember that being able to deliver the results of research efficiently and in a way the team can easily understand is also important. The best data in the world is only as effective as how it is delivered and interpreted.

Customer experience map   #ideation   #concepts   #research   #design   #issue analysis   #remote-friendly   Customer experience mapping is a method of documenting and visualizing the experience a customer has as they use the product or service. It also maps out their responses to their experiences. To be used when there is a solution (even in a conceptual stage) that can be analyzed.

Risk management

Managing risk is an often overlooked part of the problem solving process. Solutions are often developed with the intention of reducing exposure to risk or solving issues that create risk but sometimes, great solutions are more experimental in nature and as such, deploying them needs to be carefully considered. 

Managing risk means acknowledging that there may be risks associated with more out of the box solutions or trying new things, but that this must be measured against the possible benefits and other organizational factors. 

Be informed, get the right data and stakeholders in the room and you can appropriately factor risk into your decision making process. 

Decisions, Decisions…   #communication   #decision making   #thiagi   #action   #issue analysis   When it comes to decision-making, why are some of us more prone to take risks while others are risk-averse? One explanation might be the way the decision and options were presented.  This exercise, based on Kahneman and Tversky’s classic study , illustrates how the framing effect influences our judgement and our ability to make decisions . The participants are divided into two groups. Both groups are presented with the same problem and two alternative programs for solving them. The two programs both have the same consequences but are presented differently. The debriefing discussion examines how the framing of the program impacted the participant’s decision.

Team-building 

No single person is as good at problem solving as a team. Building an effective team and helping them come together around a common purpose is one of the most important problem solving skills, doubly so for leaders. By bringing a team together and helping them work efficiently, you pave the way for team ownership of a problem and the development of effective solutions. 

In a problem solving workshop, it can be tempting to jump right into the deep end, though taking the time to break the ice, energize the team and align them with a game or exercise will pay off over the course of the day.

Remember that you will likely go through the problem solving process multiple times over an organization’s lifespan and building a strong team culture will make future problem solving more effective. It’s also great to work with people you know, trust and have fun with. Working on team building in and out of the problem solving process is a hallmark of successful teams that can work together to solve business problems.

9 Dimensions Team Building Activity   #ice breaker   #teambuilding   #team   #remote-friendly   9 Dimensions is a powerful activity designed to build relationships and trust among team members. There are 2 variations of this icebreaker. The first version is for teams who want to get to know each other better. The second version is for teams who want to explore how they are working together as a team.

Time management 

The problem solving process is designed to lead a team from identifying a problem through to delivering a solution and evaluating its effectiveness. Without effective time management skills or timeboxing of tasks, it can be easy for a team to get bogged down or be inefficient.

By using a problem solving model and carefully designing your workshop, you can allocate time efficiently and trust that the process will deliver the results you need in a good timeframe.

Time management also comes into play when it comes to rolling out solutions, particularly those that are experimental in nature. Having a clear timeframe for implementing and evaluating solutions is vital for ensuring their success and being able to pivot if necessary.

Improving your skills at problem solving is often a career-long pursuit though there are methods you can use to make the learning process more efficient and to supercharge your problem solving skillset.

Remember that the skills you need to be a great problem solver have a large overlap with those skills you need to be effective in any role. Investing time and effort to develop your active listening or critical thinking skills is valuable in any context. Here are 7 ways to improve your problem solving skills.

Share best practices

Remember that your team is an excellent source of skills, wisdom, and techniques and that you should all take advantage of one another where possible. Best practices that one team has for solving problems, conducting research or making decisions should be shared across the organization. If you have in-house staff that have done active listening training or are data analysis pros, have them lead a training session. 

Your team is one of your best resources. Create space and internal processes for the sharing of skills so that you can all grow together. 

Ask for help and attend training

Once you’ve figured out you have a skills gap, the next step is to take action to fill that skills gap. That might be by asking your superior for training or coaching, or liaising with team members with that skill set. You might even attend specialized training for certain skills – active listening or critical thinking, for example, are business-critical skills that are regularly offered as part of a training scheme.

Whatever method you choose, remember that taking action of some description is necessary for growth. Whether that means practicing, getting help, attending training or doing some background reading, taking active steps to improve your skills is the way to go.

Learn a process 

Problem solving can be complicated, particularly when attempting to solve large problems for the first time. Using a problem solving process helps give structure to your problem solving efforts and focus on creating outcomes, rather than worrying about the format. 

Tools such as the seven-step problem solving process above are effective because not only do they feature steps that will help a team solve problems, they also develop skills along the way. Each step asks for people to engage with the process using different skills and in doing so, helps the team learn and grow together. Group processes of varying complexity and purpose can also be found in the SessionLab library of facilitation techniques . Using a tried and tested process and really help ease the learning curve for both those leading such a process, as well as those undergoing the purpose.

Effective teams make decisions about where they should and shouldn’t expend additional effort. By using a problem solving process, you can focus on the things that matter, rather than stumbling towards a solution haphazardly. 

Create a feedback loop

Some skills gaps are more obvious than others. It’s possible that your perception of your active listening skills differs from those of your colleagues. 

It’s valuable to create a system where team members can provide feedback in an ordered and friendly manner so they can all learn from one another. Only by identifying areas of improvement can you then work to improve them. 

Remember that feedback systems require oversight and consideration so that they don’t turn into a place to complain about colleagues. Design the system intelligently so that you encourage the creation of learning opportunities, rather than encouraging people to list their pet peeves.

While practice might not make perfect, it does make the problem solving process easier. If you are having trouble with critical thinking, don’t shy away from doing it. Get involved where you can and stretch those muscles as regularly as possible. 

Problem solving skills come more naturally to some than to others and that’s okay. Take opportunities to get involved and see where you can practice your skills in situations outside of a workshop context. Try collaborating in other circumstances at work or conduct data analysis on your own projects. You can often develop those skills you need for problem solving simply by doing them. Get involved!

Use expert exercises and methods

Learn from the best. Our library of 700+ facilitation techniques is full of activities and methods that help develop the skills you need to be an effective problem solver. Check out our templates to see how to approach problem solving and other organizational challenges in a structured and intelligent manner.

There is no single approach to improving problem solving skills, but by using the techniques employed by others you can learn from their example and develop processes that have seen proven results. 

Try new ways of thinking and change your mindset

Using tried and tested exercises that you know well can help deliver results, but you do run the risk of missing out on the learning opportunities offered by new approaches. As with the problem solving process, changing your mindset can remove blockages and be used to develop your problem solving skills.

Most teams have members with mixed skill sets and specialties. Mix people from different teams and share skills and different points of view. Teach your customer support team how to use design thinking methods or help your developers with conflict resolution techniques. Try switching perspectives with facilitation techniques like Flip It! or by using new problem solving methodologies or models. Give design thinking, liberating structures or lego serious play a try if you want to try a new approach. You will find that framing problems in new ways and using existing skills in new contexts can be hugely useful for personal development and improving your skillset. It’s also a lot of fun to try new things. Give it a go!

Encountering business challenges and needing to find appropriate solutions is not unique to your organization. Lots of very smart people have developed methods, theories and approaches to help develop problem solving skills and create effective solutions. Learn from them!

Books like The Art of Thinking Clearly , Think Smarter, or Thinking Fast, Thinking Slow are great places to start, though it’s also worth looking at blogs related to organizations facing similar problems to yours, or browsing for success stories. Seeing how Dropbox massively increased growth and working backward can help you see the skills or approach you might be lacking to solve that same problem. Learning from others by reading their stories or approaches can be time-consuming but ultimately rewarding.

A tired, distracted mind is not in the best position to learn new skills. It can be tempted to burn the candle at both ends and develop problem solving skills outside of work. Absolutely use your time effectively and take opportunities for self-improvement, though remember that rest is hugely important and that without letting your brain rest, you cannot be at your most effective. 

Creating distance between yourself and the problem you might be facing can also be useful. By letting an idea sit, you can find that a better one presents itself or you can develop it further. Take regular breaks when working and create a space for downtime. Remember that working smarter is preferable to working harder and that self-care is important for any effective learning or improvement process.

Want to design better group processes?

Over to you

Now we’ve explored some of the key problem solving skills and the problem solving steps necessary for an effective process, you’re ready to begin developing more effective solutions and leading problem solving workshops.

Need more inspiration? Check out our post on problem solving activities you can use when guiding a group towards a great solution in your next workshop or meeting. Have questions? Did you have a great problem solving technique you use with your team? Get in touch in the comments below. We’d love to chat!

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Effective online tools are a necessity for smooth and engaging virtual workshops and meetings. But how do you choose the right ones? Do you sometimes feel that the good old pen and paper or MS Office toolkit and email leaves you struggling to stay on top of managing and delivering your workshop? Fortunately, there are plenty of great workshop tools to make your life easier when you need to facilitate a meeting and lead workshops. In this post, we’ll share our favorite online tools you can use to make your life easier and run better workshops and meetings. In fact, there are plenty of free online workshop tools and meeting…

How does learning work? A clever 9-year-old once told me: “I know I am learning something new when I am surprised.” The science of adult learning tells us that, in order to learn new skills (which, unsurprisingly, is harder for adults to do than kids) grown-ups need to first get into a specific headspace.  In a business, this approach is often employed in a training session where employees learn new skills or work on professional development. But how do you ensure your training is effective? In this guide, we'll explore how to create an effective training session plan and run engaging training sessions. As team leader, project manager, or consultant,…

Going from a mere idea to a workshop that delivers results for your clients can feel like a daunting task. In this piece, we will shine a light on all the work behind the scenes and help you learn how to plan a workshop from start to finish. On a good day, facilitation can feel like effortless magic, but that is mostly the result of backstage work, foresight, and a lot of careful planning. Read on to learn a step-by-step approach to breaking the process of planning a workshop into small, manageable chunks.  The flow starts with the first meeting with a client to define the purposes of a workshop.…

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Official Implementation of "Multi-Head RAG: Solving Multi-Aspect Problems with LLMs"

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Multi-head rag (mrag).

This is the official implementation of Multi-Head RAG: Solving Multi-Aspect Problems with LLMs .

This framework implements Multi-Head RAG (MRAG), a novel scheme focused on queries that may require fetching multiple documents with substantially different contents. Such queries occur frequently, but are challenging because the embeddings of these documents may be distant in the embedding space, making it hard to retrieve them all. The idea of MRAG is simple yet powerful: leveraging activations of Transformer's multi-head attention layer, instead of the decoder layer, as keys for fetching multi-aspect documents. The driving motivation is that different attention heads can learn to capture different data aspects. Harnessing the corresponding activations results in embeddings that represent various facets of data items and queries, improving the retrieval accuracy for complex queries.

Setup Guide

In order to use this framework, you need to have a working installation of Python 3.9 or newer.

Installing MRAG

Before running either of the following two installation methods, make sure to activate your Python environment (if any) beforehand. If you are a user and you just want to use MRAG , you can install it from source:

If you are a developer and you want to modify the code, you can install it in editable mode from source:

Quick Start

The first steps are the generation of a synthetic datasets as well as synthetic queries.

These three commands will recreate a synthetic dataset with the same number of categories and documents in each category as used during the evaluation in the paper. The same goes for the synthetic query generation. Please note that the generation of the synthetic queries uses OpenAI LLMs, which incur a cost. If you wish to use different parameter, please read the documentation of the command line interface of both commands:

If you want to avoid those costs or do not want to wait for the generation (roughly 40 minutes for both), you can use the already prepared Wikipedia-based dataset and queries in the datasets folder.

The next step is the generation of the embeddings for the dataset and the queries.

The command above will use the Salesforce/SFR-Embedding-Mistral embedding model and only generates the attention head embeddings for the last layer. The documentation of the command line interface can be found here .

After setting up the vector database, the embedding data is imported into the vector database. The documentation of the command line interface can be found here .

The evaluation command will run several different strategies on the query embeddings and the document embedddings in the vector database. The documentation of the command line interface can be found here .

The plot command generates various plots to visualize the evaluation data. Its command line interface is described in the documentation of Plot module.

Documentation

The paper gives a high-level overview of the framework and its components. In order to understand the framework in more detail, you can read the documentation of the individual modules. The Dataset module describes the generation of the synthetic dataset as well as the generation of the synthetic queries. The Embed module describes the embedding generation for the dataset and the queries. The Storage module describes how to interact with the vector database. The Evaluation module describes the various strategies used during the evaluation. The Plot module describes the visualization of the evaluation data.

Paper Results

The datasets directory contains the datasets that we used to evaluate MRAG, which generated the results presented in the paper. They can serve as starting point for learning how to use the framework. However, if you just want to inspect and replot the results, you can use the paper directory.

If you find this repository valuable, please give it a star! Got any questions or feedback? Feel free to reach out and open an issue. Using this in your work? Please reference us using the provided citation:

• Python 100.0%

Problem Solving: 40 Useful Performance Feedback Phrases

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

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

Problem Solving: Exceeds Expectations Phrases

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

Problem Solving: Meets Expectations Phrases

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

Problem Solving: Needs Improvement Phrases

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

Problem Solving: Self Evaluation Questions

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

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Solving optimal electric vehicle charger deployment problem.

1. Introduction

• Building a comprehensive mathematical framework accommodating the particular complexity,
• Demonstrating our numerical computational framework for solving the facility location problem (FLP) representing the optimal location;
• Laying out an extensive comparative study among the optimization solving techniques as an effort to find the most efficient solver;
• Applying the findings to two real-world case studies representing an average and high density of EVs.

2. Related Work

2.1. problem formulation approaches, 2.1.1. facility location problem (flp), 2.1.2. distance optimization, 2.1.3. weight assignment techniques, 2.1.4. machine learning techniques, 2.2. solving techniques, 3. problem formulation, 3.1. spatial setup, 3.2. formulation to capacitated flp.

• i and j are indexes for an EV charging facility and a demanding area (or, equivalently, a customer), respectively.
• v i j gives the variable cost to obtain the electricity supplied to serve customer j .
• d j gauges the demand from customer j .
• y i j quantifies the fraction of the demand made by customer j and fulfilled by facility i .
• x i indicates whether facility i opens or not .
• s i denotes the sunken cost (also known as “fixed” cost) of opening a charging facility i .
• E i , j defines the equity achieved at customer j via service from facility i .
• C i and C min indicate the capacity of facility i and the required minimum capacity of any facility, respectively, both in the unit of kWh.

3.3. Unique Challenges

• C1:   Large search spaces for domain and other variables;
• C2:   Inexistence of polynomial-time numerical solving. techniques

4. Solving Techniques Development

4.1. unique challenges and proposed approaches, 4.2. comparison among solving techniques, 4.3. alternative techniques, 5. case study 1: region with average ev density, 5.1. case-specific refinement of solving method, 5.2. results and discussion.

6. Case Study 2: Region with High EV Density

6.1. case-specific refinement of solving method, 6.1.1. data collection and preprocessing, 6.1.2. data integration, 6.1.3. training methods.

• Data Preparation: The collected and merged dataset undergoes preprocessing to ensure its suitability for training, including handling missing values, data normalization, and feature engineering.
• Model Selection: The decision tree (DT) [ 67 ], support vector machine (SVM) [ 68 ], and random forest (RF) [ 69 ] models are considered as potential candidates for training due to their widespread usage in site selection problems.
• Training Process: Each selected model is trained using the prepared dataset, which is divided into training and validation sets. Performance evaluation metrics such as accuracy, precision, recall, and F1 score are utilized to assess the model’s performance during training.
• Model Evaluation: After training, the models are evaluated using the validation set to assess their predictive capabilities. The evaluation metrics are used to compare the models’ performance and identify the model with the highest accuracy or other desired performance metrics.
• Model Selection: Based on the evaluation results, the model demonstrating the best performance is selected as the final machine learning model for the site selection task.

6.2. Results and Discussions

• Installation criteria differ between DC fast chargers and level-2 chargers. Significant differences in consistency are observed when training separately based on each charging station type or when training with both types together. Consequently, it can be concluded that chargers have been installed at locations that meet their respective criteria for both DC fast chargers and level-2 chargers.
• Non-uniform distribution of reference data does not significantly affect training results. There is no significant difference in consistency between training based on non-uniformly distributed chargers and training based on grid points uniformly distributed at regular intervals. Thus, it can be concluded that the non-uniform distribution of data does not impact the training results.
• Buffer size influences data consistency. Decreasing the buffer size results in increased consistency. The reason for the decrease in consistency at buffer sizes below 125 m is that the polygon data used for learning is 250 m × 250 m grid data, resulting in buffers that do not contain data from the 125 m radius buffer size. This problem can be solved by using smaller grid data than 250 m × 250 m grid data during data preprocessing. In conclusion, this result shows that larger buffer sizes increase data redundancy and affect consistency.

7. Conclusions and Future Work

Author contributions, institutional review board statement, informed consent statement, data availability statement, acknowledgments, conflicts of interest.

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Kim, S.; Jeong, Y.; Nam, J.-W. Solving Optimal Electric Vehicle Charger Deployment Problem. Appl. Sci. 2024 , 14 , 5092. https://doi.org/10.3390/app14125092

Kim S, Jeong Y, Nam J-W. Solving Optimal Electric Vehicle Charger Deployment Problem. Applied Sciences . 2024; 14(12):5092. https://doi.org/10.3390/app14125092

Kim, Seungmo, Yeonho Jeong, and Jae-Won Nam. 2024. "Solving Optimal Electric Vehicle Charger Deployment Problem" Applied Sciences 14, no. 12: 5092. https://doi.org/10.3390/app14125092

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At Unity, we center our product development on user feedback and have created a variety of mechanisms for users to give us their feedback.

We want to outline three different types of feedback that have discrete channels for each:

• General community conversations where users openly discuss Unity related topics and help each other - Head to the Forums !
• Explore the product teams’ plans and engage directly with them to share your feedback, feature requests and ideas on Unity Product Roadmaps .
• Research studies to help us better understand the user experience and gather feedback on potential products - Unity Pulse

In this post, we will outline those three offerings and identify when and why you would use each channel:

Want to participate in research studies and give solicited feedback? Unity Pulse is the place for you.

What is Unity Pulse?

Unity Pulse is our online feedback community where you have the opportunity to connect directly with Unity product teams, gain access to product concepts before they reach the public, or give feedback on Beta products to help us make the best products and Unity experiences for you.

What should I use it for?

This is a community you can join to give solicited feedback. What does that mean? We will be asking you specific questions on specific topics and asking for feedback. Unity Pulse allows you to provide feedback through research activities that relate to your background and experience including products you use and projects you work on. This will not be a place where you can leave comments on unsolicited topics and you cannot start new conversations with the community on your own.

The activities you will be invited to participate in will directly drive new product innovations and help our product teams better understand our users.

What you can expect by joining this platform:

• Shape the future of Unity with us
• Invitations to provide feedback based on how you use Unity
• Engage with us to give feedback on early features and prototypes
• Connect in closed groups with Unity product teams
• Polls, surveys, discussion, and ideas sharing boards, virtual roundtables and more
• Get points for participating in certain activities and redeem points for rewards

What Unity Pulse is not for:

• Connecting with other Unity users or the community
• Sharing unsolicited feedback
• Product news or updates
• Connecting with Unity staff without feedback invitations
• Reporting bugs
• Finding educational or support materials

Sign up now

What are the Unity Forums?

The Unity Forums are Unity’s largest community platform where users can engage in asynchronous discussions with other users and Unity team members, post questions, find answers, and share product feedback. It is a vast source of information on Unity-related topics and accessible to all Unity users.

The forums are divided into a range of sub-forums and spaces to account for the complexity of the Unity ecosystem. Among product specific categories such as the Multiplayer or Graphics forums, there are also spaces for you to show your work in progress , find contributors for a project and many more.

How can I provide feedback via the Forums?

The forums provide you with opportunities to publicly share and discuss both solicited and unsolicited feedback . Many teams and individuals at Unity follow conversations and actively engage on the forums or even start discussion threads themselves in order to gather user feedback. Please note, however, that the forums are first and foremost a community space and as such, engagement is primarily community driven. This means that answers or reactions to your posts are not guaranteed.

You can share your feedback by contributing to active discussions or by starting new ones. To find related active discussions, you can either browse through sub-forums that are suitable to discuss the subject matter or use the forum’s search function . Active official feedback threads are often pinned to the top of their respective sub-forums so it is worth having a look there first.

If you want to start a new discussion, navigate to an appropriate sub-forum and create a new thread. Make sure to add the Feedback-prefix to the title of your thread to mark it as feedback and keep the Community Code of Conduct in mind when you compile your message.

What you can expect from the Unity Forums:

• Engage in asynchronous discussions with other users and Unity team members about Unity related topics
• Post questions, find answers and share knowledge
• Connect with the community

What the Unity Forums are not for:

• The forums are primarily a community space and as such answers or reactions to your posts are not guaranteed
• Abusive behavior and other infractions of the Community Code of Conduct are not tolerated

The feedback our community provides is priceless. By publishing our roadmaps, we want to give you the opportunity to react and engage directly with the various teams building and evolving Unity products.

What is the Product Roadmap?

On the Unity Product Roadmap , you can explore current plans for how we aim to evolve our products, and send your feedback directly to the Product teams responsible for developing them. The Product Roadmap currently includes our development plans for:

• Unity Platform
• Unity Forma
• Unity Reflect
• Unity DevOps

More products will be added to the roadmap as our portfolio of products evolves and grows over time.

What you can expect from the Unity Product Roadmap:

• Find information about new product features currently in development
• Opportunity to share feedback on specific features currently in development
• Make your voice heard by suggesting ideas for new features you’d like to see added to our products
• Send your feedback and ideas directly to the Product Managers responsible for each product area
• Contribute to shaping the future direction of our products

What Unity Product Roadmap is not for:

• Connecting and engaging in discussions with other Unity users

How can I provide feedback via the Product Roadmap?

As you browse through the various sections of the Product Roadmap, you may come across a feature that you want to share your feedback on.

Simply click on a card to expand it, and indicate how important that feature is to you by ranking it as Nice-to-have, Important or Critical. You can then elaborate on why you need the feature and provide your email address - any additional information you provide will help us improve our products in the future.

What happens when I’ve submitted my feedback?

The Product Manager responsible for the product you’ve provided feedback on will review your submission, and ensure that it’s been captured correctly. Your feedback will contribute directly to how we evolve our products. In some cases, the Product Manager may reach out to you to ask for further details about your feedback.

How can I suggest an idea for a new feature?

In every section of the Product Roadmap, you’ll find a card titled “Submit a new idea!”. We’d love to hear your ideas for new features to add to our products. Simply fill out the card, hit submit, and our Product Management team will receive your idea directly.

We can’t wait to hear your input on how to evolve our products!

If the above communities aren’t what you are looking for, see below for a few alternative options.

Have a bug you need to report? Check out our webpage with instructions on how to report bugs here .

Looking for professional services? Our Unity experts can consult with you to take your projects to the next level! Check out our resources here.

Need 1-on-1 live support? Visit Unity’s Live Help site to connect with Unity experts for 1-on-1 support on your projects here. For all other support needs please visit us as support.unity.co