critical thinking appraisal examples

• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Diagrammatic Reasoning
• Logical Reasoning
• Mechanical Reasoning
• Situational Judgement
• Deductive reasoning
• Critical thinking
• Spatial reasoning
• Error checking
• Verbal comprehension
• Reading comprehension
• Psychometric tests
• Personality test
• In-Tray exercise
• E-Tray exercise
• Group exercise
• Roleplay exercise
• Presentation exercise
• Analysis exercise
• Case study exercise
• Game based assessments
• Competency based assessment
• Strengths based assessment
• Strengths based interview
• Video interview
• Saville Assessment
• Talent Q / Korn Ferry
• Watson Glaser
• Test Partnership
• Clevry (Criterion)
• Criteria Corp
• Aon / Cut-e
• Sova Assessment

Watson Glaser Critical Thinking Tests

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

Page contents:

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

Updated: 08 September 2022

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

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

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

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

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

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

Free Critical Thinking Test

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

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

Critical Thinking Test 1

• 40 questions

Critical Thinking Test 2

Critical thinking test 3, critical thinking test 4.

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

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

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

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

Did You Know

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

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

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

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

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

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

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

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

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

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

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

You may also be interested in these popular tests sections.

• Performance Management , Personal Development

Self-Evaluation Examples: Empower Your Workforce for Success

• October 27, 2023

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

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

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

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

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

What Criteria Does the Self-evaluation Form Include?

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

Accomplishments

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

Areas of Improvement

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

On job competencies

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

Things you value in the company

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

Goals for next quarter

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

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

Social and Soft Skills

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

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

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

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

60+ Employee Self-evaluation Examples

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

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

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

Here are some key questions to consider:

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

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

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

Areas for Improvement

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

Self Assessment Examples For Assessing Job Performance

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

Here are some guiding questions for this self-evaluation:

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

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

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

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

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

Self evaluation To Assess Job Performance And Future Goals

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

Consider these questions:

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

Self appraisal examples highlighting accomplishments

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

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

Self appraisal examples highlighting areas for Improvement

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

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

Self-evaluation Focused On KPIs

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

Reflect on these questions during your self-assessment process:

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

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

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

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

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

Work Environment And Company Culture Self-evaluation

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

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

Self appraisal comments highlighting accomplishments

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

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

Self assessment comments covering areas for Improvement

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

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

Leadership Skills Self-evaluation Examples

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

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

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

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

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

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

Self-evaluation To Assess Communication And Interpersonal Skills

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

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

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

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

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

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

Self Assessment Examples To Evaluate Emotional Intelligence

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Self-evaluation To Assess Ethical Conduct

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

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

Self appraisal comments highlighting strength 

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

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

Self appraisal comments highlighting areas for Improvement

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

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

Self-evaluation To Assess Adaptability And Resilience

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

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

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

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

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

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

Self-evaluation Examples Evaluating Customer Service Skills

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

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

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

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

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

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

Critical Thinking Self-appraisal Examples

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

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

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

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

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

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

 Self-appraisal Examples To Evaluate Negotiation Skills

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

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

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

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

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

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

Self-evaluation Examples For Start, Stop, Continue Feedback

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

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

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

Self-evaluation Examples for New Tasks You Must Start

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

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

Self-evaluation Examples for Tasks You Must Stop

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

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

Self-evaluation Examples for Tasks You Must Continue

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

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

Align Performance Review with Business Goals Using Peoplebox

Feedback and reviews are the cornerstone of your company’s success. When implemented correctly, it sets a culture of continuous improvement and growth. With advancements in digital technology, performance management tools like Peoplebox can come in handy. 

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

Integrate Peoplebox seamlessly with your Slack or Microsoft Teams application to unlock a range of benefits. Conduct tailored 360-degree reviews and administer employee engagement and life surveys effortlessly. Send personalized reminders for 1:1 meetings, check-ins, and goal updates, fostering better communication and alignment. Facilitate discussions and alignment on progress towards goals and strategic initiatives, ensuring everyone is on the same page. Run productive 1:1 meetings with structured agendas and talking points.

Streamline the onboarding process for new employees, setting them up for success from day one. With Peoplebox supporting your HR operations, eliminate unnecessary complexity and provide your employees with the exceptional experience they deserve.

Talk to our solutions experts to know how Peoplebox can help.

Frequently Asked Questions

What is self-evaluation, and why is it important in a performance review process.

Self-evaluation is an opportunity for employees to assess their own performance, highlighting achievements, areas for improvement, and future goals. It’s crucial because it provides employees with a voice in the evaluation process, fosters self-awareness, and ensures a well-rounded view of their performance.

What criteria should be included in a self-evaluation form?

A comprehensive self-evaluation form should include criteria such as accomplishments, areas of improvement, on-the-job competencies, values alignment with the company, goals for the future, and assessment of social and soft skills.

How can employees effectively showcase their accomplishments in a self-evaluation?

Employees can effectively showcase their accomplishments by providing specific examples of achievements that align with organizational goals. Quantifiable results, such as meeting sales targets or completing projects ahead of schedule, should be highlighted.

What should employees focus on when identifying areas for improvement in their self-evaluations?

When identifying areas for improvement, employees should focus on acknowledging weaknesses, recognizing the need for additional training or skill development, and demonstrating a proactive approach to self-improvement.

How can HR software like Peoplebox facilitate the self-evaluation process?

HR software like Peoplebox streamlines the self-evaluation process by providing customizable templates, integration with collaboration tools like Slack, goal-setting features, reminders for review deadlines, and facilitating discussions between employees and managers.

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

Finding the right words can be challenging — especially when it comes to performance reviews . To help employees hit their performance goals and feel motivated to grow, managers need to strike the delicate balance between acknowledging their employees’ successes, and giving constructive feedback to highlight key areas of improvement.

In this guide, we’ve shared some best practice examples of performance review phrases, broken down by some of the common themes seen in employee performance reviews. 

Most of the phrases we’ve highlighted are used to indicate that an employee is meeting or exceeding expectations. But at the end of each section, we’ve also included a few examples of how to indicate when an employee’s quality of work isn’t quite making the grade, and they need to improve their performance .

These performance review examples are meant to inspire managers who are struggling to find the right words and phrases to describe behavior. Think of them as more like a template — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

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

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

Positive Feedback Examples for Communication

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

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message
• Exhibits difficulty breaking down complex issues into manageable parts
• Is unwilling to commit their staff’s resources to other departments when asked

Teamwork and Collaboration

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

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

Positive Feedback Examples for Teamwork and Collaboration

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

Constructive Feedback Examples for Teamwork and Collaboration

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

Goal Achievement

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

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

Positive Feedback Examples for Goal Achievement

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

Constructive Feedback Examples for Goal Achievement

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

Creativity, Problem-Solving, and Critical Thinking

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

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

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

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

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

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

Flexibility and Adaptability

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

Positive Feedback Examples for Flexibility and Adaptability

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

Constructive Feedback Examples for Flexibility and Adaptability

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

Time Management and Dependability

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

Positive Feedback Examples for Time Management and Dependability

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

Constructive Feedback Examples for Time Management and Dependability

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

Leadership and Management

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

Positive Feedback Examples for Leadership and Management

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

Constructive Feedback Examples for Leadership and Management

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

3 Things to Avoid When Writing Performance Reviews

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

1. Don’t be vague.

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

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

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

2. Avoid absolutes.

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

3. Skip surprises.

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

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

Performance Reviews Are Just One Piece of Performance Management

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

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

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

Related content

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How to Prepare for Your Mid-Year Review

What Is the Watson Glaser Test?

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

Updated May 10, 2024

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

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

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

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

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

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

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

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

Assumptions

Interpretation.

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

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

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

In today’s competitive jobs market where every candidate has brought the best of themselves, it can be increasingly difficult for employers to decide between applicants.

On paper, two candidates may appear identical, with a similar level of education, work experience, and even interests and skills.

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

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

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

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

This is where the Watson Glaser test can help.

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

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

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

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

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

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

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

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

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

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

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

• R ecognize assumptions
• E valuate arguments
• D raw conclusions

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

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

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

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

Watson Glaser Practice Test Questions & Answers

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

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

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

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

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

Take a Watson Glaser Practice Test

Example Statement:

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

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

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

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

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

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

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

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

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

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

If you need to prepare for a number of different employment tests and want to outsmart the competition, choose a Premium Membership from TestHQ . You will get access to three PrepPacks of your choice, from a database that covers all the major test providers and employers and tailored profession packs.

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

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

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

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

Evaluation of Arguments

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

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

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

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

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

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

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

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

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

Step 1 . Pay Attention to Online Practice Tests

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

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

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

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

Step 2 . Paid-for Preparation Packs Can Be Effective

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

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

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

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

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

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

It is not just about using your skills to pass an exam question; it is about being able to think critically in everyday scenarios.

Therefore, when you are reading the news or online articles, try to think whether you are being given facts or you are making deductions and assumptions from the information provided.

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

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

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Nine Top Tips for Ensuring Success in Your Watson Glaser Test

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

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

1. Practice, Practice, Practice

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

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

To succeed in your Watson Glaser test , you need to spend time preparing.

Those who begin studying in the weeks and months beforehand will be far more successful than those who leave their study to the last minute.

3. Acquaint Yourself With the Test Format

The Watson Glaser test has a different type of question to other critical thinking tests.

Make sure that you are aware of what to expect from the test questions. The last thing you want is to be surprised on test day.

4. Read the Instructions Carefully

This is one of the simplest but most effective tips. Your critical thinking skills start with understanding what you are being asked to do. Take your time over the question.

Although you may only have 30 minutes to complete the test, it is still important that you do not rush through and submit the wrong answers. You do not get a higher score if you finish early, so use your time wisely.

5. Only Use the Information Provided in the Question

Remember, the purpose of the test is to see if you can come to a decision based on the provided written statement.

This means that you must ignore anything that you think you already know and focus only on the information given in the question.

6. Widen Your Non-Fictional Reading

Reading a variety of journals, newspapers and reports, and watching examples of debates and arguments will help you to improve your skills.

You will start to understand how the same basic facts can be presented in different ways and cause people to draw different conclusions.

From there, you can start to enhance your critical thinking skills to go beyond the perspective provided in any given situation.

7. Be Self-Aware

We all have our own biases and prejudices whether we know them or not. It is important to think about how your own opinions and life experiences may impact how you perceive and understand situations.

For example, someone who has grown up with a lot of money may have a different interpretation of what it is like to go without, compared to someone who has grown up in extreme poverty.

It is important to have this self-awareness as it is important for understanding other people; this is useful if you are working in sectors such as law.

8. Read the Explanations During Your Preparation

To make the most of practice tests, make sure you read the analysis explaining the answers, regardless of if you got the question right or wrong.

This is the crux of your study; it will explain the reasoning why a certain answer is correct, and this will help you understand how to choose the correct answers.

9. Practice Your Timings

You know that you will have five sections to complete in the test. You also know that you have 30 minutes to complete the test.

Therefore, make sure that your timings are in sync within your practice, so you can work your way through the test in its entirety.

Time yourself on how long each section takes you and put in extra work on your slowest.

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

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

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

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

Can you fail a Watson Glaser test?

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

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

Are Watson Glaser tests hard?

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

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

How do I prepare for Watson Glaser?

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

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

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

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

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

How long does the Watson Glaser test take?

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

Which firms use the Watson Glaser test?

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

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

How many times can you take the Watson Glaser test?

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

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

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

Start preparing in advance for the Watson Glaser test

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

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

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

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

Or explore the Aptitude Tests / Test Types sections.

Watson-Glaser Assessments: Guidelines & Practice Examples

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

Table of Contents

What is a Watson Glaser test?

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

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

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

Watson Glaser Test format

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

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

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

Popular test formats are as follows:

• 40 questions – 30 minutes
• 80 questions – 60 minutes

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

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

Watson Glaser test: 5 question types & examples

Five types of questions appearing in the test are

Infer questions

• Recognize Assumption questions

Deduce questions

Interpret questions.

• Evaluate Argument questions

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

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

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

Source: Pearson Talentlens

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

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

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

Answer : Probably False

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

Practice Example:

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

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

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

Answer : Insufficient Data

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

Recognize assumption questions

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

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

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

A. Assumption made B. Assumption not made

Answer : Assumption made

Explanation :

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

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

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

Answer : Assumption not made

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

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

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

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

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

Sample: 

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

Some Sundays are boring.

A. Conclusion follows B. Conclusion does not follow

Answer : Conclusion follows

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

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

Food can be taken to the capital by road.

Answer : Conclusion does not follow

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

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

You have two answer choices:

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

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

Source: Watson Glaser

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

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

Answer : Conclusion does not follow.

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

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

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

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

Evaluate argument questions

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

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

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

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

Should young adults in this country go to university?

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

A. Argument strong B. Argument weak

Answer : Argument strong.

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

Practice Example 5:

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

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

A. Argument Strong B. Argument Weak

Answer : Argument Strong

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

Which companies use Watson Glaser tests?

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

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

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

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53 performance review examples to boost growth

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The importance of performance reviews

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

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

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

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

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

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

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

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

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

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

Here are 53 employee evaluation examples for various scenarios. 

Communication

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

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

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

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

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

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

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

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

Improvement suggestions 

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

Here’s how to cite communication that needs improving: 

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

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

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

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

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

Innovation and creativity 

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

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

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

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

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

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

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

Improvement suggestions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Collaboration and teamwork

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

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

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

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

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

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

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

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

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

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

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

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

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

Work ethic and organization

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

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

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

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

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

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

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

Improvement suggestion

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

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

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

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

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

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

Performance review summary examples

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

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

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

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

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

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

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

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

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

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

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Analytical Skills: 40 Useful Performance Feedback Phrases

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

Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Analytical Skills: Exceeds Expectations Phrases

• Thinks out of the box and always comes up with effective solutions to big problems
• Excels at employing critical thinking skills when evaluating information to make decisions
• Excels at analyzing complex and large volumes of data and finding trends in that data
• Demonstrates outstanding abilities to collect accurate data before analyzing it
• Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem
• Demonstrates excellent oral and written communication skills when sharing an analysis with others
• Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions
• Excels at working with graphical information and is an expert in using a wide range of graphical software
• Possesses an exceptional ability to remember information and has a strong visual perception of information
• Demonstrates exceptional knowledge of numbers and figures and is able to interpret mathematical information

Analytical Skills: Meets Expectations Phrases

• Demonstrates willingness to learn how to work with graphical information
• Makes enough effort to search for the best sources of information
• Relies on technical tools to understand trends when analyzing data
• Shows willingness to learn how to use critical thinking skills when evaluating information
• Encourages others to think out of the box when coming up with a solution to solve a problem
• Seeks for assistance when analyzing complex and large volumes of data
• Understands a good number of data collection techniques and makes an effort to collect the right information
• Relies on existing solutions and examples when dealing with a problem
• Encourages others to use appropriate oral and written communication skills when sharing an analysis with others
• Shows willingness to learn how to work with numbers and figures and how to interpret mathematical information

Analytical Skills: Needs Improvement Phrases

• Lags behind in identifying a problem and is often unable to come up with an effective solution to a problem
• Demonstrates weak oral and written communication skills when sharing an analysis with others
• Does not understand how to work with graphical information and does not know how to use graphical software
• Hardly remembers information and has a poor visual perception of information
• Hardly seeks for assistance when faced with challenges when analyzing complex and large volumes of data
• Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical information
• Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data
• Makes little effort to search for the best sources of information
• Does not show willingness to learn how to use critical thinking skills when evaluating information
• Rarely thinks outside the box and is always unable to come up with a solution to solve a problem

Analytical Skills: Self Evaluation Questions

• Can you think of a small problem you ever identified and solved before it could turn into a big problem?
• What steps do you follow when studying a problem before making a final conclusion
• Can you describe a task you did that tested your analytical abilities?
• Can you recall any problem you solved that required analyzing complex and large volumes of data?
• What is the most complex analytical task you have ever undertaken?
• Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?
• How often do you encourage others to think outside the box when trying to solve a problem?
• What efforts are you making to search for the best sources of information?
• How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?
• What efforts are you making to improve your knowledge to work with numbers and figures?

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41+ Critical Thinking Examples (Definition + Practices)

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

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

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

Critical Thinking Process Outline

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

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

Here's what it looks like step by step:

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

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

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

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

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

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

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

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

Critical Thinking Methods

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

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

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

1. "What If" Scenarios

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

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

3. Analyze Visual Data

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

4. Mind Mapping

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

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

5. Weekly Diary

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

6. Evaluating Information Sources

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

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

7. Socratic Questioning

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

Start with a Big Question:

"What does 'success' mean?"

Dive Deeper with More Questions:

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

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

Look for Real-life Examples:

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

Think About Other People's Views:

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

Think About What It Means:

"How does your idea of success shape what you want in life?" "Are there problems with only wanting to be rich or famous?"

Look Back and Think:

"After talking about this, did your idea of success change? How?" "Did you learn something new about what success means?"

8. Six Thinking Hats 

Edward de Bono came up with a cool way to solve problems by thinking in six different ways, like wearing different colored hats. You can do this independently, but it might be more effective in a group so everyone can have a different hat color. Each color has its way of thinking:

White Hat (Facts): Just the facts! Ask, "What do we know? What do we need to find out?"

Red Hat (Feelings): Talk about feelings. Ask, "How do I feel about this?"

Black Hat (Careful Thinking): Be cautious. Ask, "What could go wrong?"

Yellow Hat (Positive Thinking): Look on the bright side. Ask, "What's good about this?"

Green Hat (Creative Thinking): Think of new ideas. Ask, "What's another way to look at this?"

Blue Hat (Planning): Organize the talk. Ask, "What should we do next?"

When using this method with a group:

• Explain all the hats.
• Decide which hat to wear first.
• Make sure everyone switches hats at the same time.
• Finish with the Blue Hat to plan the next steps.

9. SWOT Analysis

SWOT Analysis is like a game plan for businesses to know where they stand and where they should go. "SWOT" stands for Strengths, Weaknesses, Opportunities, and Threats.

There are a lot of SWOT templates out there for how to do this visually, but you can also think it through. It doesn't just apply to businesses but can be a good way to decide if a project you're working on is working.

Strengths: What's working well? Ask, "What are we good at?"

Weaknesses: Where can we do better? Ask, "Where can we improve?"

Opportunities: What good things might come our way? Ask, "What chances can we grab?"

Threats: What challenges might we face? Ask, "What might make things tough for us?"

Steps to do a SWOT Analysis:

• Goal: Decide what you want to find out.
• Research: Learn about your business and the world around it.
• Brainstorm: Get a group and think together. Talk about strengths, weaknesses, opportunities, and threats.
• Pick the Most Important Points: Some things might be more urgent or important than others.
• Make a Plan: Decide what to do based on your SWOT list.
• Check Again Later: Things change, so look at your SWOT again after a while to update it.

Now that you have a few tools for thinking critically, let’s get into some specific examples.

Everyday Examples

Life is a series of decisions. From the moment we wake up, we're faced with choices – some trivial, like choosing a breakfast cereal, and some more significant, like buying a home or confronting an ethical dilemma at work. While it might seem that these decisions are disparate, they all benefit from the application of critical thinking.

10. Deciding to buy something

Imagine you want a new phone. Don't just buy it because the ad looks cool. Think about what you need in a phone. Look up different phones and see what people say about them. Choose the one that's the best deal for what you want.

11. Deciding what is true

There's a lot of news everywhere. Don't believe everything right away. Think about why someone might be telling you this. Check if what you're reading or watching is true. Make up your mind after you've looked into it.

12. Deciding when you’re wrong

Sometimes, friends can have disagreements. Don't just get mad right away. Try to see where they're coming from. Talk about what's going on. Find a way to fix the problem that's fair for everyone.

13. Deciding what to eat

There's always a new diet or exercise that's popular. Don't just follow it because it's trendy. Find out if it's good for you. Ask someone who knows, like a doctor. Make choices that make you feel good and stay healthy.

14. Deciding what to do today

Everyone is busy with school, chores, and hobbies. Make a list of things you need to do. Decide which ones are most important. Plan your day so you can get things done and still have fun.

15. Making Tough Choices

Sometimes, it's hard to know what's right. Think about how each choice will affect you and others. Talk to people you trust about it. Choose what feels right in your heart and is fair to others.

16. Planning for the Future

Big decisions, like where to go to school, can be tricky. Think about what you want in the future. Look at the good and bad of each choice. Talk to people who know about it. Pick what feels best for your dreams and goals.

Job Examples

17. solving problems.

Workers brainstorm ways to fix a machine quickly without making things worse when a machine breaks at a factory.

18. Decision Making

A store manager decides which products to order more of based on what's selling best.

19. Setting Goals

A team leader helps their team decide what tasks are most important to finish this month and which can wait.

20. Evaluating Ideas

At a team meeting, everyone shares ideas for a new project. The group discusses each idea's pros and cons before picking one.

21. Handling Conflict

Two workers disagree on how to do a job. Instead of arguing, they talk calmly, listen to each other, and find a solution they both like.

22. Improving Processes

A cashier thinks of a faster way to ring up items so customers don't have to wait as long.

23. Asking Questions

Before starting a big task, an employee asks for clear instructions and checks if they have the necessary tools.

24. Checking Facts

Before presenting a report, someone double-checks all their information to make sure there are no mistakes.

25. Planning for the Future

A business owner thinks about what might happen in the next few years, like new competitors or changes in what customers want, and makes plans based on those thoughts.

26. Understanding Perspectives

A team is designing a new toy. They think about what kids and parents would both like instead of just what they think is fun.

School Examples

27. researching a topic.

For a history project, a student looks up different sources to understand an event from multiple viewpoints.

28. Debating an Issue

In a class discussion, students pick sides on a topic, like school uniforms, and share reasons to support their views.

29. Evaluating Sources

While writing an essay, a student checks if the information from a website is trustworthy or might be biased.

30. Problem Solving in Math

When stuck on a tricky math problem, a student tries different methods to find the answer instead of giving up.

31. Analyzing Literature

In English class, students discuss why a character in a book made certain choices and what those decisions reveal about them.

32. Testing a Hypothesis

For a science experiment, students guess what will happen and then conduct tests to see if they're right or wrong.

33. Giving Peer Feedback

After reading a classmate's essay, a student offers suggestions for improving it.

34. Questioning Assumptions

In a geography lesson, students consider why certain countries are called "developed" and what that label means.

35. Designing a Study

For a psychology project, students plan an experiment to understand how people's memories work and think of ways to ensure accurate results.

36. Interpreting Data

In a science class, students look at charts and graphs from a study, then discuss what the information tells them and if there are any patterns.

Critical Thinking Puzzles

Not all scenarios will have a single correct answer that can be figured out by thinking critically. Sometimes we have to think critically about ethical choices or moral behaviors. 

Here are some mind games and scenarios you can solve using critical thinking. You can see the solution(s) at the end of the post.

37. The Farmer, Fox, Chicken, and Grain Problem

A farmer is at a riverbank with a fox, a chicken, and a grain bag. He needs to get all three items across the river. However, his boat can only carry himself and one of the three items at a time. 

Here's the challenge:

• If the fox is left alone with the chicken, the fox will eat the chicken.
• If the chicken is left alone with the grain, the chicken will eat the grain.

How can the farmer get all three items across the river without any item being eaten? 

38. The Rope, Jar, and Pebbles Problem

You are in a room with two long ropes hanging from the ceiling. Each rope is just out of arm's reach from the other, so you can't hold onto one rope and reach the other simultaneously. 

Your task is to tie the two rope ends together, but you can't move the position where they hang from the ceiling.

You are given a jar full of pebbles. How do you complete the task?

39. The Two Guards Problem

Imagine there are two doors. One door leads to certain doom, and the other leads to freedom. You don't know which is which.

In front of each door stands a guard. One guard always tells the truth. The other guard always lies. You don't know which guard is which.

You can ask only one question to one of the guards. What question should you ask to find the door that leads to freedom?

40. The Hourglass Problem

You have two hourglasses. One measures 7 minutes when turned over, and the other measures 4 minutes. Using just these hourglasses, how can you time exactly 9 minutes?

41. The Lifeboat Dilemma

Imagine you're on a ship that's sinking. You get on a lifeboat, but it's already too full and might flip over. 

Nearby in the water, five people are struggling: a scientist close to finding a cure for a sickness, an old couple who've been together for a long time, a mom with three kids waiting at home, and a tired teenager who helped save others but is now in danger. 

You can only save one person without making the boat flip. Who would you choose?

42. The Tech Dilemma

You work at a tech company and help make a computer program to help small businesses. You're almost ready to share it with everyone, but you find out there might be a small chance it has a problem that could show users' private info. 

If you decide to fix it, you must wait two more months before sharing it. But your bosses want you to share it now. What would you do?

43. The History Mystery

Dr. Amelia is a history expert. She's studying where a group of people traveled long ago. She reads old letters and documents to learn about it. But she finds some letters that tell a different story than what most people believe. 

If she says this new story is true, it could change what people learn in school and what they think about history. What should she do?

The Role of Bias in Critical Thinking

Have you ever decided you don’t like someone before you even know them? Or maybe someone shared an idea with you that you immediately loved without even knowing all the details. 

This experience is called bias, which occurs when you like or dislike something or someone without a good reason or knowing why. It can also take shape in certain reactions to situations, like a habit or instinct. 

Bias comes from our own experiences, what friends or family tell us, or even things we are born believing. Sometimes, bias can help us stay safe, but other times it stops us from seeing the truth.

Not all bias is bad. Bias can be a mechanism for assessing our potential safety in a new situation. If we are biased to think that anything long, thin, and curled up is a snake, we might assume the rope is something to be afraid of before we know it is just a rope.

While bias might serve us in some situations (like jumping out of the way of an actual snake before we have time to process that we need to be jumping out of the way), it often harms our ability to think critically.

How Bias Gets in the Way of Good Thinking

Selective Perception: We only notice things that match our ideas and ignore the rest. 

It's like only picking red candies from a mixed bowl because you think they taste the best, but they taste the same as every other candy in the bowl. It could also be when we see all the signs that our partner is cheating on us but choose to ignore them because we are happy the way we are (or at least, we think we are).

Agreeing with Yourself: This is called “ confirmation bias ” when we only listen to ideas that match our own and seek, interpret, and remember information in a way that confirms what we already think we know or believe. 

An example is when someone wants to know if it is safe to vaccinate their children but already believes that vaccines are not safe, so they only look for information supporting the idea that vaccines are bad.

Thinking We Know It All: Similar to confirmation bias, this is called “overconfidence bias.” Sometimes we think our ideas are the best and don't listen to others. This can stop us from learning.

Have you ever met someone who you consider a “know it”? Probably, they have a lot of overconfidence bias because while they may know many things accurately, they can’t know everything. Still, if they act like they do, they show overconfidence bias.

There's a weird kind of bias similar to this called the Dunning Kruger Effect, and that is when someone is bad at what they do, but they believe and act like they are the best .

Following the Crowd: This is formally called “groupthink”. It's hard to speak up with a different idea if everyone agrees. But this can lead to mistakes.

An example of this we’ve all likely seen is the cool clique in primary school. There is usually one person that is the head of the group, the “coolest kid in school”, and everyone listens to them and does what they want, even if they don’t think it’s a good idea.

How to Overcome Biases

Here are a few ways to learn to think better, free from our biases (or at least aware of them!).

Know Your Biases: Realize that everyone has biases. If we know about them, we can think better.

Listen to Different People: Talking to different kinds of people can give us new ideas.

Ask Why: Always ask yourself why you believe something. Is it true, or is it just a bias?

Understand Others: Try to think about how others feel. It helps you see things in new ways.

Keep Learning: Always be curious and open to new information.

In today's world, everything changes fast, and there's so much information everywhere. This makes critical thinking super important. It helps us distinguish between what's real and what's made up. It also helps us make good choices. But thinking this way can be tough sometimes because of biases. These are like sneaky thoughts that can trick us. The good news is we can learn to see them and think better.

There are cool tools and ways we've talked about, like the "Socratic Questioning" method and the "Six Thinking Hats." These tools help us get better at thinking. These thinking skills can also help us in school, work, and everyday life.

We’ve also looked at specific scenarios where critical thinking would be helpful, such as deciding what diet to follow and checking facts.

Thinking isn't just a skill—it's a special talent we improve over time. Working on it lets us see things more clearly and understand the world better. So, keep practicing and asking questions! It'll make you a smarter thinker and help you see the world differently.

Critical Thinking Puzzles (Solutions)

The farmer, fox, chicken, and grain problem.

• The farmer first takes the chicken across the river and leaves it on the other side.
• He returns to the original side and takes the fox across the river.
• After leaving the fox on the other side, he returns the chicken to the starting side.
• He leaves the chicken on the starting side and takes the grain bag across the river.
• He leaves the grain with the fox on the other side and returns to get the chicken.
• The farmer takes the chicken across, and now all three items -- the fox, the chicken, and the grain -- are safely on the other side of the river.

The Rope, Jar, and Pebbles Problem

• Take one rope and tie the jar of pebbles to its end.
• Swing the rope with the jar in a pendulum motion.
• While the rope is swinging, grab the other rope and wait.
• As the swinging rope comes back within reach due to its pendulum motion, grab it.
• With both ropes within reach, untie the jar and tie the rope ends together.

The Two Guards Problem

The question is, "What would the other guard say is the door to doom?" Then choose the opposite door.

The Hourglass Problem

• Start both hourglasses. 
• When the 4-minute hourglass runs out, turn it over.
• When the 7-minute hourglass runs out, the 4-minute hourglass will have been running for 3 minutes. Turn the 7-minute hourglass over. 
• When the 4-minute hourglass runs out for the second time (a total of 8 minutes have passed), the 7-minute hourglass will run for 1 minute. Turn the 7-minute hourglass again for 1 minute to empty the hourglass (a total of 9 minutes passed).

The Boat and Weights Problem

Take the cat over first and leave it on the other side. Then, return and take the fish across next. When you get there, take the cat back with you. Leave the cat on the starting side and take the cat food across. Lastly, return to get the cat and bring it to the other side.

The Lifeboat Dilemma

There isn’t one correct answer to this problem. Here are some elements to consider:

• Moral Principles: What values guide your decision? Is it the potential greater good for humanity (the scientist)? What is the value of long-standing love and commitment (the elderly couple)? What is the future of young children who depend on their mothers? Or the selfless bravery of the teenager?
• Future Implications: Consider the future consequences of each choice. Saving the scientist might benefit millions in the future, but what moral message does it send about the value of individual lives?
• Emotional vs. Logical Thinking: While it's essential to engage empathy, it's also crucial not to let emotions cloud judgment entirely. For instance, while the teenager's bravery is commendable, does it make him more deserving of a spot on the boat than the others?
• Acknowledging Uncertainty: The scientist claims to be close to a significant breakthrough, but there's no certainty. How does this uncertainty factor into your decision?
• Personal Bias: Recognize and challenge any personal biases, such as biases towards age, profession, or familial status.

The Tech Dilemma

Again, there isn’t one correct answer to this problem. Here are some elements to consider:

• Evaluate the Risk: How severe is the potential vulnerability? Can it be easily exploited, or would it require significant expertise? Even if the circumstances are rare, what would be the consequences if the vulnerability were exploited?
• Stakeholder Considerations: Different stakeholders will have different priorities. Upper management might prioritize financial projections, the marketing team might be concerned about the product's reputation, and customers might prioritize the security of their data. How do you balance these competing interests?
• Short-Term vs. Long-Term Implications: While launching on time could meet immediate financial goals, consider the potential long-term damage to the company's reputation if the vulnerability is exploited. Would the short-term gains be worth the potential long-term costs?
• Ethical Implications : Beyond the financial and reputational aspects, there's an ethical dimension to consider. Is it right to release a product with a known vulnerability, even if the chances of it being exploited are low?
• Seek External Input: Consulting with cybersecurity experts outside your company might be beneficial. They could provide a more objective risk assessment and potential mitigation strategies.
• Communication: How will you communicate the decision, whatever it may be, both internally to your team and upper management and externally to your customers and potential users?

The History Mystery

Dr. Amelia should take the following steps:

• Verify the Letters: Before making any claims, she should check if the letters are actual and not fake. She can do this by seeing when and where they were written and if they match with other things from that time.
• Get a Second Opinion: It's always good to have someone else look at what you've found. Dr. Amelia could show the letters to other history experts and see their thoughts.
• Research More: Maybe there are more documents or letters out there that support this new story. Dr. Amelia should keep looking to see if she can find more evidence.
• Share the Findings: If Dr. Amelia believes the letters are true after all her checks, she should tell others. This can be through books, talks, or articles.
• Stay Open to Feedback: Some people might agree with Dr. Amelia, and others might not. She should listen to everyone and be ready to learn more or change her mind if new information arises.

Ultimately, Dr. Amelia's job is to find out the truth about history and share it. It's okay if this new truth differs from what people used to believe. History is about learning from the past, no matter the story.

Related posts:

• Experimenter Bias (Definition + Examples)
• Hasty Generalization Fallacy (31 Examples + Similar Names)
• Ad Hoc Fallacy (29 Examples + Other Names)
• Confirmation Bias (Examples + Definition)
• Equivocation Fallacy (26 Examples + Description)

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94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal , 360 peer review , or just offering continuous feedback as part of employee performance and development.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

Byron Conway

Content Coordinator at EmployeeConnect

Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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

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

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

Critical Thinking Comments for Performance Review

Performance Review for Critical Thinking.

Positive Performance Review Comments about Critical Thinking 

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

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

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

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

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

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

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

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

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

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

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

Your best filter.

Met Expectations Examples 

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Did Not Meet Expectations Samples

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

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

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

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

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

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

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

Critical Thinking Comments for Students

Prioritizing critical thinking in a rapidly changing environment.

Excellent Critical Thinking Sample Phrases

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

Critical Thinking Meets Expectations Examples 

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

Poor Critical Thinking Skills

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

Conceptual Thinking Comments for Performance Reviews

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

Excellent Conceptual Thinking Feedback

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

The cornerstone of informed decision-making.

Meets Expectations Conceptual Thinking Feedback

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

Needs Improvement Feedback 

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

Checklist for Measuring Critical Thinking

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

For All Employees:

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

Specific to Restaurant Industry Roles:

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

Why is Critical Thinking Important for Businesses?

The bridge that connects information to action.

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

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

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

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

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

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

Want to start your own food business?

Hey! 👋I’m Brett Lindenberg, the founder of Food Truck Empire.

We interview successful founders and share the stories behind their food trucks, restaurants, food and beverage brands. By sharing these stories, I want to help others get started.

If you liked this story, sign up for our newsletter that includes our food business startup kit and most popular interviews sent straight to your inbox.

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About the Author: Brett Lindenberg

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108 Performance Review Phrases (With Examples)

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Performance reviews are a great opportunity to give an employee feedback on their poor performance to help them improve or to give them recognition for a job well done. Common performance review skill categories that are reviewed include productivity, work quality, and attendance. The right performance review phrases said in a goes a long way to motivate an employee to continue their good performance or improve on weaknesses.

If you’re a supervisor or manager looking for the right performance review phrases to recognize employees’ good work and address their weaknesses, this article will provide ideas for topics to discuss and examples of phrases you can use in your next performance reviews.

Key Takeaways:

Annual performance reviews are a good opportunity to talk about employees’ strengths, weaknesses, and growth, as well as to discuss training opportunities, goals, and any pay adjustments.

It’s a good idea to discuss employees’ productivity and work quality as well as their soft skills such as cooperation, accountability, and communication.

Give your employees plenty of notice about their performance review and then prepare for it by looking at their job description and KPIs and making a rubric based on those.

Examples of performance review phrases for productivity

Examples of performance review phrases for quality of work, examples of performance review phrases for attendance, examples of performance review phrases for punctuality, examples of performance review phrases for communication, examples of performance review phrases for teamwork and cooperation, examples of performance review phrases for interpersonal abilities, examples of performance review phrases for adaptability, examples of performance review phrases for problem-solving, examples of performance review phrases for achievement, examples of performance review phrases for leadership, examples of performance review phrases for innovation, examples of performance review phrases for attitude, examples of performance review phrases for accountability, what is a performance review, how to prepare for a performance review, performance review faq, final thoughts.

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Positive productivity performance review phrases

“Always manages their time well and is extremely well-organized.”

“Displays endless drive to improve productivity, profits, and meet business goals.”

“Your excellent work ethic speaks for itself.”

“Consistently contributes measurable value to company goals and projects.”

Negative productivity performance review phrases

“Often resists changes that could lead to an increase in productivity.”

“Distracts coworkers, impacting their productivity.”

“Poor time management often leading to failure to complete assigned work on time.”

“Sets a low bar and does as little as possible to get by.”

Positive quality of work performance review phrases

“Positively contributes to the performance of the team through their high-quality work.”

“Can be relied upon to consistently maintain a high quality of work.”

“I was blown away by the quality of your work.”

“Most employees aren’t as thorough in their work as you.”

Negative quality of work performance review phrases

“Often expects coworkers to complete unfinished tasks.”

“Regularly fails to follow established processes.”

“Delivers work of an inconsistent quality.”

“Rarely attains monthly performance goals.”

Positive attendance performance review phrases

“Begins every day fully prepared and ready to work.”

“Shows respect for the time of others by always coming to work on time.”

“A reliable worker who is always there when you need their help.”

Negative attendance performance review phrases

“Fails to meet company standards for attendance.”

“Often offline on communication channels when working remotely.”

“Regularly take more frequent or longer breaks than permitted.”

“Has not met attendance objectives set at previous performance appraisal.”

Positive punctuality performance review phrases

“Always follows through on their promises and delivers work ahead of time.”

“Consistently meets deadlines and can always be relied upon.”

“You’re among the most reliable workers I’ve ever had.”

“I really respect how you always take your promises seriously.”

Negative punctuality performance review phrases

“Meeting times often start later than scheduled or run over time.”

“Regularly late to work without reason.”

“Needs to work on responding to meeting invitations.”

“I want our team to be known for respecting others, and when you arrive late to meetings, it’s disrespectful.”

Positive communication performance review phrases

“Is mindful of the team and provides any updates when their situation changes.”

“Is able to effectively break down complex ideas and bring everyone on board.”

“Has a way of explaining complicated subjects to anyone.”

“ Thank you for always speaking up during team meetings and providing important updates.”

“You’re always quick to answer and follow up on emails .”

Negative communication performance review phrases

“Actively avoids conversations with managers and supervisors.”

“Struggles to communicate ideas and information with team members.”

“Often fails to provide timely project updates.”

“Has a tough time communicating constructive feedback to others.”

Positive teamwork and cooperation performance review phrases

“Extremely easy to work with and respects all team members.”

“Always puts the team first and adapts to any situation.”

“Improves team atmosphere by resolving conflicts between others.”

“Everyone tells me they really enjoy working with you.”

Negative teamwork and cooperation performance review phrases

“Often sticks to a small team, failing to find help and resources in other departments.”

“Unwilling to help others with tasks when asked.”

“Prefers to work alone, even when a project has multiple stakeholders.”

“You’re very skilled in what you do, but I’ve noticed you haven’t joined any of the new projects our team has taken on. You have a lot to offer, and I’d love to see you stretch yourself and take on some of these new responsibilities and challenges.”

Positive interpersonal abilities performance review phrases

“Has a pleasant personality that contributes to a positive team environment.”

“Maintains positivity and raises team morale during challenge circumstances.”

“Is thoughtful of other team members and is always pleasant to work with.”

“You always know how to cheer everyone up.”

Negative interpersonal abilities performance review phrases

“Does not work well with others on the team.”

“Needs to improve attitude when receiving constructive feedback.”

“Your customer satisfaction reviews are always really high on the phone, but they aren’t as great after you meet with a client in person. Why do you think that is? What training or resources can we get you to help with that?”

“I respect and appreciate your ability to be honest and direct with everyone, but sometimes it comes across as unfriendly or even rude. I’d hate to see that hinder your ability to create strong working relationships, so I’d like you to take this course in office communication to help you get your points across more effectively.”

Positive adaptability performance review phrases

“Is extremely understanding and flexible when unforeseen circumstances arise.”

“Can be counted on to be a team player during less than ideal situations.”

“Is able to quickly find ways to contribute when factors that influence business operations change.”

“I want to thank you for how flexible you’ve been during this difficult period.”

Negative adaptability performance review phrases

“Easily becomes frustrated when unexpected challenges arise.”

“Pushes back against new processes and policies without fully implementing or adhering to them.”

“Resists changes that could lead to higher productivity.”

“You do excellent work, and I think you’d do even better if you didn’t let the pressure get the better of you in stressful situations. You’re a very capable employee, and I hate to see you lose your confidence in those times. How can I help you with that?”

Positive problem-solving performance review phrases

“Demonstrates expertise and critical-thinking skills by cleverly finding solutions to problems.”

“Is always a reliable source of help for employees who need assistance.”

“You’re able to overcome any obstacle that stands in your path.”

“Is there anything you can’t do?”

Negative problem-solving performance review phrases

“Unwilling to work on problems outside of skill set.”

“Fails to contribute to group discussions on how to approach problems.”

“Can be indecisive in producing and implementing new solutions.

“Struggles to see patterns in recurring issues.”

Positive achievement performance review phrases

“Always surprises the entire team with the exceptional quality of their work.”

“Is constantly looked up to by staff members for their exceptional abilities.”

“You’re one of the most uniquely skilled professionals I’ve ever worked with.”

“You never fail to break records that we all thought were unbreakable.”

Negative achievement performance review phrases

“Has consistently struggled to meet KPIs.”

“Struggles to set measurable goals that align with the strategic needs of projects.”

“Does not set personal goals for improvement.”

“Unmotivated by achievement.”

Positive leadership performance review phrases

“Improves the job performance of the entire team by leading by example.”

“It’s extremely commendable how you always bring new employees up to speed.”

“Not only delivers high-quality work, but strengthens the entire culture of the team.”

“Having you on the team makes a massive difference.”

“Calling you anything but a team leader would be selling you short .”

Negative leadership performance review phrases

“Struggles to motivate employees to work hard and on task.”

“Indecisive about allocating responsibilities.”

“Sets unclear goals and objectives, making it hard to measure results in a meaningful way.”

“Workers often complain about a lack of recognition for a job well done.”

Positive innovation performance review phrases

“You always bring a unique perspective that nobody else had thought of.”

“It’s admirable how you’re able to view the same situation in a completely new light.”

“Wow, nobody knew it was even possible to do it in a better way until you showed us.”

“You come up with amazing ideas.”

Negative innovation performance review phrases

“Uninterested in trying novel solutions or integrating the creative ideas of others.”

“Has a difficult time formulating new ideas when normal processes fail.”

“Resists implementing new processes that have been proven as more effective.”

Positive attitude performance review phrases

“Everyone appreciates your upbeat attitude.”

“Even when things are tough, you continue to maintain a positive mindset.”

“You’re always quick to offer a healthy perspective.”

Negative attitude performance review phrases

“Inconsistent working relationship with some team members.”

“Often defiant when assigned tasks, openly questioning the wisdom of supervisors.”

“Becomes easily upset when unexpected challenges come up.”

“Noticeably unexcited about company goals, bringing down the enthusiasm of other members of the team.”

Positive accountability performance review phrases

“Shows honesty and strong character by accepting accountability when appropriate.”

“Strives to constantly improve on their work and is never satisfied with less-than-perfect results.”

“Your honesty and prioritization of the team ahead of all else are inspiring.”

Negative accountability performance review phrases

“Often blames others for mistakes.”

“Regularly fails to follow up with clients.”

“Needs to improve the ability to learn from errors.”

Performance reviews are evaluations where supervisors appraise an employee’s performance at work.

The main topics that are commonly discussed during the appraisal process are:

Strengths and weaknesses. Employees are made aware of the areas in which they excel or underperform. This is an opportunity to define performance expectations clearly.

Employee progress. If a particular weakness was identified in a previous performance review, supervisors should comment on whether the employee has taken the necessary actions to fix it.

Training opportunities. Managers may suggest career development resources or certification programs that fit the employee’s situation.

Future goals. Employees and supervisors will often agree to an improvement plan to address weaknesses . Whether the employee met these goals and objectives can be assessed during the next performance appraisal.

Pay adjustments. Performance reviews are also an opportunity to give employees promotions or raises .

Performance evaluations are conducted on a regular basis that’s determined by the organization or team. These periods are typically six months apart but can also be quarterly, monthly, or even more frequent.

Update job descriptions. Employees appreciate clarity in the way their role is defined, and from an organizational standpoint, delineating roles clearly is an important element of planning. You can even have employees help with this process to make sure the written word matches the actual job.

Determine the purpose of the role. With the above point in mind, it’s also crucial to understand why the position exists in the first place. Is the reason you created the role still the primary function or has the need for that responsibility passed?

Recalibrate your KPIs . Again, most employees appreciate concrete goals. But those goals and the ability to replicate them infinitely are not static. Maybe a goal of 100 cold calls a week no longer makes sense when you’ve already reached out to most of the local businesses you could serve, for example.

Identify skill gaps. Sometimes, skill gaps can creep on you and your business. With how fast technology changes in today’s world, you need to constantly reevaluate the skill sets of your employees and lend a hand when they need it.

Make a rubric. Or familiarize yourself with the one provided by your company. It’s good to have a plan for what topics you want to cover and in what order. It might also make sense to change the order of events for certain employees.

Inform employees in advance. It’s best to give at least a week’s notice before performance reviews, but more or less time could make sense depending on the nature and size of your organization. You want to give everyone a chance to consider what they want to discuss at the meeting and prepare responses to questions they know will come up.

What should I say in a performance review?

You should say both positive observations and constructive criticisms to your employee in a performance review. It’s important to let employees know the good things you’ve seen them doing in addition to calling out their weak points, and don’t forget to provide resources and support on how to improve those weak points.

How do you write an impactful performance review phrase?

You write an impactful performance review phrase by being specific and using quantifiers. Saying that an employee is “always positive even in the most stressful situations” is far more impactful than just saying, “they have a good attitude.”

What should I say in my boss review?

You should say positive things in your boss review. Even if you have some negative things to say, they’ll go over far better if you include honest, positive feedback as well.

Are performance reviews important?

Yes, performance reviews can be important because it’s a way to give both the company and employees important feedback. Without feedback, whether positive or negative, managers and employees are not able to improve their skills. Without feedback, someone may be unaware of their poor performance and not be able to change it. It’s also a great opportunity for employers to highlight and give recognition to a job well done.

Effective performance reviews are critical for maximizing employee engagement. Simply recognizing a subordinate’s efforts and delicately addressing their weaknesses can significantly improve the value they bring to your business.

In addition to the example performance review phrases we’ve given you, think of other ways you can sincerely show appreciation to your employees. They’ll be sure to return that appreciation and continue their positive behavior.

MyHR – Why Performance Reviews are Important

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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Analytical Skills Performance Review Phrases Examples

Related Evaluation Phrases

Analytical Skills Sample Phrases To Write A Performance Appraisal Feedback

Analytical Skills: 25 Performance Review Phrases Examples

By Status.net Editorial Team on August 9, 2023 — 6 minutes to read

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

Related: Best Performance Review Examples for 48 Key Skills

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

Performance Review Questions: Analytical Skills

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

Performance Review Phrases and Paragraphs Examples: Analytical Skills

5 – outstanding.

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

Phrases Examples:

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

Paragraph Example:

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

4 – Exceeds Expectations

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

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

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

3 – Meets Expectations

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

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

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

2 – Needs Improvement

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

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

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

1 – Unacceptable

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

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

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

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

Frequently Asked Questions

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

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

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

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

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

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

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

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

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

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

• Problem Solving Skills: 25 Performance Review Phrases Examples
• Planning Skills: 25 Performance Review Phrases Examples
• Decision Making Skills: 25 Performance Review Phrases Examples
• Listening Skills: 25 Performance Review Phrases Examples
• Supervision Skills: 25 Performance Review Phrases Examples
• Interpersonal Skills: 25 Performance Review Phrases Examples

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Evaluation of cross-cultural adaptation and validation of the Persian version of the critical thinking disposition scale: methodological study

• Hossein Bakhtiari-Dovvombaygi 1 , 2 ,
• Kosar Pourhasan 1 ,
• Zahra Rahmaty 3 ,
• Akbar Zare-Kaseb 1 ,
• Abbas Abbaszadeh 2 ,
• Amirreza Rashtbarzadeh 1 &
• Fariba Borhani 2 , 4  

BMC Nursing volume  23 , Article number:  463 ( 2024 ) Cite this article

32 Accesses

Metrics details

Introduction

Assessing critical thinking disposition is crucial in nursing education to foster analytical skills essential for effective healthcare practice. This study aimed to evaluate the cross-cultural adaptation and validation of the Persian version of the Critical Thinking Disposition Scale among Iranian nursing students.

A total of 390 nursing students (mean age = 21.74 (2.1) years; 64% female) participated in the study. Face and content validity were established through feedback from nursing students and expert specialists, respectively. Construct validity was assessed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The EFA was used to explore the number of factors and the items that were loading on them. The CFA was used to confirmed the fidnings of the EFA on the same sample. Convergent and discriminant validity were examined, along with reliability through internal consistency and test-retest reliability.

EFA revealed a two-factor structure, comprising “Critical Openness” and “Reflective Skepticism,” explaining 55% of the total variance. CFA confirmed the model’s fit (χ² = 117.37, df = 43, χ²/df = 2.73, p  < 0.001; RMSEA = 0.067; CFI = 0.95; TLI = 0.93, SRMR = 0.041). Convergent and discriminant validity were supported, with significant factor loadings ( p  < 0.001) ranging from 0.61 to 0.77. The CTDS exhibited strong internal consistency (α = 0.87) and excellent test-retest reliability (ICC = 0.96).

The validation of the CTDS in Persian language settings provides a reliable tool for assessing critical thinking disposition among Iranian nursing students. The two-factor structure aligns with previous research, reflecting students’ propensity towards critical openness and reflective skepticism. The study’s findings underscore the importance of nurturing critical thinking skills in nursing education.

Peer Review reports

Critical thinking can be seen as the ability to think logically, dynamically, comprehensively and practically when judging a situation to investigate and make appropriate decisions [ 1 , 2 ]. This ability helps to gain insight and examine an idea or concept from different perspectives [ 3 ]. Critical thinking has become an educational ideal, with most policy makers and educationists calling for the development of critical attitudes in students [ 4 ]. Critical thinking has been identified as one of the most important outcomes of higher education courses [ 5 ].

There is increasing evidence showing that critical thinking is considered an important part of preregistered nursing students and registered nurses when they are working in various clinical practice settings [ 6 , 7 ]. Critical thinking is one of the basic skills that prepares nursing students to effectively manage patient problems, make the best clinical decisions, provide safe and high-quality care, and better control critical situations. On the other hand, negative consequences such as depression, failure to solve patient problems, and incomplete clinical reasoning can be consequences of poor critical thinking [ 8 , 9 ].

Critical thinking is expected in nursing program graduates at the international level [ 10 , 11 ]. Therefore, it is important to evaluate and measure the levels of critical thinking of nursing students at different stages and education so that educators can adjust learning activities to ensure the desired results [ 2 , 12 , 13 ]. Educators are the ones who are responsible for and have the opportunity to shape this skill during the years of education and trayning new generations [ 14 ]. Despite the importance of critical thinking in the nursing profession, studies have reported a lack of critical thinking skills among undergraduate students in the field [ 15 , 16 ].

Critical thinking has two main components: critical thinking skills and critical thinking disposition (CTD). The skills component refers to the cognitive processes of thinking, while the disposition component refers to personal desire and internal motivation for critical thinking [ 9 ]. Several studies have highlighted the need for reliable assessment tools for critical thinking, specifically in nursing, rather than in a general context [ 17 , 18 , 19 ].

To our knowledge, and based on our literature review, the CTD is the only specific tool for assessing the tendency to think critically. However, this tool has not been used or validated in the Iranian educational context, population and language. Considering the lack of effective tools for evaluating CTD in undergraduate nursing programs in Iran, the purpose of this study was to translate and evaluate the psychometric properties of the Persian version of CTD among nursing students.

Study design

This was a cross-sectional study utilizing cross-cultural adaptation to translate and investigate the validity and reliability of the CTDS for use among Iranian nursing students [ 20 ]. The translated scale underwent examination for reliability and validity tests.

Study population and sampling

Convenience sampling was employed at the School of Nursing, Shahid Beheshti University in Tehran. This method involved selecting participants who were readily available and willing to take part in the study. Specifically, the study targeted all undergraduate nursing students, who were invited to participate in the research. Recruitment continued until the desired sample size was achieved. To maintain the integrity of the data, students who submitted incomplete questionnaires were excluded from the analysis. Undergradute studies in Iran normally involve 4 years of education in general nursing, as well as clinical rotations in all hospital units and public health sectors.

There are two general recommendations concerning the minimum sample size necessary for conducting factorial analysis. The first recommendation emphasizes the significance of the absolute number of cases (N), while the second recommendation highlights the importance of the subject-to-variable ratio (p). Guilford suggested that N should be no less than 200 [ 21 ]. Additionally, MacCallum et al. recommended that the subject-to-variable ratio should be at least 5 [ 22 ]. A total of 390 nursing students voluntarily participated in the study.

Measurements

The CTDS, developed by Sosu, is an instrument used to measure the dispositional dimension of critical thinking [ 23 ]. Self-report questionnaires were given to the students. The demographic questionnaire collected included participants’ age, gender, education, and grade point average (GPA). The Critical Thinking Disposition Scale (CTDS) was used to measure the dispositional aspect of critical thinking. This scale comprises 11 items, employing a five-point Likert-type response format (1 = strongly disagree; 2 = disagree; 3 = neutral; 4 = agree; 5 = strongly agree). Total scores range from 11 to 55. The subscores include the first seven items reflecting a level of critical openness with a score ranging from 7 to 35 and the last four items indicating a level of reflective skepticism with a score ranging from 4 to 20. Higher CTDS scores indicate a greater degree of critical thinking [ 23 ].

Translation of the CTD scale

Following correspondence with the instroment developer, Dr. Sosu, and obtaining permission, the scale underwent translation using the standard Backward-Forward method. Initially, the scale was independently and simultaneously translated from English to Persian by two translators proficient in both Farsi and English. In the subsequent phase, these translations were juxtaposed and merged into a unified translation. This facilitated the comparison and identification of discrepancies, which were then rectified based on feedback from a panel of experts, including two psychometric experts and two nursing professors. In the third stage, the resulting Persian version was given to two translators fluent in Persian and English (distinct from those in the initial experts) to translate it back to English, thereby completing the translation of the scale from Persian to English. In the fourth stage, the two English translations were compared, and any disparities were resolved by the experts, culminating in a single translation. Subsequently, the prefinal version was evaluated for content and face validity.

Face validity

Face validity refers to the degree to which a measurement method seems to accurately measure the intended construct [ 24 ]. In a qualitative assessment of face validity, 10 nursing students were asked to evaluate factors such as the clarity of phrases and words, the coherence and relevance of items, the potential for ambiguity, and the necessity of removing or combining items. Additionally, two nursing professors and two psychometric specialists scrutinized the scale to determine whether it indeed appeared to measure its intended construct.

Content validity

Content validity examines the extent to which a collection of scale items aligns with the pertinent content domain of the construct it aims to assess [ 24 ]. The qualitative evaluation of the content validity involved a panel consisting of two nursing professors in the field of nursing education and two statisticians who were experts in psychometric topics. Their input on item placement, word selection, grammar adherence, and scoring accuracy of the scale and its instructions were solicited, with their feedback serving as the foundation for any required adjustments.

Construct validity

Exploratory factor analysis.

To explore the number of existing subscales and potential factors, Exploratory Factor Analysis (EFA) was performed using Principal Component Analysis (PCA) with varimax rotation. The scree plot and parallel analysis suggested the number of existing factors. The scree plot displays the eigenvalues of each factor extracted from the data in descending order. The number of factors was retained by examining the slope of the curve. A sharply decreasing slope indicates the optimal number of factors that capture the most variance in the data.

Confirmatory factor analysis

To confirm the findings of the EFA, Confirmatory Factor Analysis (CFA) was conducted using MPLUS to confirm the 2-factor structure identified with the items loaded on each factor in the EFA. Model fit indices, including Comparative Fit Index (CFI), the standardized residual root mean squared error (SRMR) of approximation and the root mean squared error of approximation (RMSEA), with cutoff points of > 0.95, < 0.08 and < 0.06, respectively, were used [ 25 ]. Factor loadings were reported using standardized beta coefficients to evaluate the strength of the relationships between items and factors, and a p value of 0.05 was considered a significant factor loading.

Convergent and discriminant validity

The mean scores for Critical Openness and Reflective Skepticism were computed. Convergent and Discriminant Validity was checked for correlations between students’ GPA as an indicator of academic achievement and the scores of the subscales of the CTDS.

• Reliability

To assess reliability, internal consistency was tested using Cronbach’s alpha coefficient calculations for the total score and subscores. To assess the consistency of the test-retest approach over a two-week period, a group of 40 individuals from the target demographic underwent examination. Their scores from both sessions were analyzed to determine test-retest reliability, and the Intraclass Correlation Coefficient (ICC) was calculated.

Ethical considerations

The current study underwent assessment and received approval from the Research Ethics Committee at Shahid Beheshti University of Medical Sciences (Ethical code: IR.SBMU.RETECH.REC.1403.013). Permissions were duly acquired from the pertinent authorities at the research sites as well as the developer of the original scale. Nursing students were provided with comprehensive information regarding the study’s objectives, their right to withdraw from participation, and the confidentiality of their data. Informed consent was obtained from all participating students. All procedures adhered strictly to the appropriate guidelines and regulations.

Data analysis

Descriptive statistics, including the mean, standard deviation, median, range, and frequency, were used to describe the population and their critical thinking scores. Analysis of demographic characteristics, EFA, and reliability tests were performed using IBM SPSS Statistics (Version 27). CFA was performed using MPLUS (Program Copyright © 1998–2017 Muthén & Muthén Version 8) software.

Characteristics of the participants

A total of 390 participants (mean age = 21.74 (2.1) years; 64% female) completed the questionnaire.

Face validity and content validity

Face validity was established through the feedback of 10 nursing students, while content validity was assessed by four expert specialists. No alterations were made to the items in terms of their simplicity and clarity during the evaluation of both face and content validity.

The scree plot and parallel analysis suggested a two-factor solution (Fig.  1 ), which accounted for 55% of the total variance in the scores (Table  1 ). Factor loadings revealed a clear factor structure, with items loading on two factors. The rotated factor loadings are presented in Table  2 . The items clustered together on two distinct factors, with no cross-loadings observed.

Scree Plot of the Persian version of the Critical Thinking Disposition Scale

The two factors were interpreted as follows: Factor 1, labeled “Critical Openness,” comprised items related to the level of critical openness; Factor 2, labeled “Reflective skepticism” included items reflecting the level of reflective skepticism. These factors align well with previously established dimensions.

CFA confirmed the model including the two factors with their respective indicators based on the EFA results. The CFA model demonstrated acceptable fit to the data: χ² (55) = 1500.38, p  < 0.001; RMSEA = 0.067; CFI = 0.95; TLI = 0.93, SRMR = 0.041. Although the chi-square test was significant, other fit indices indicated a reasonably good fit to the data.

The standardized factor loadings ranged from 0.61 to 0.77, Fig.  2 , all of which were statistically significant ( p  < 0.001) (Table  3 ). These loadings provided further support for the factor structure identified in the EFA.

Factor structure of the Persian version of the Critical Thinking Disposition Scale

Convergent and discriminant validity were examined by determining factor scores based on item allocation. The analysis revealed a sample mean of 28.65 (SD = 2.7) for the Critical Openness factor and a mean of 16.8 (SD = 1.8) for Reflective Skepticism. A weak yet statistically significant correlation was observed between students’ GPA and their level of critical openness ( r  = 0.15, p  = 0.003), indicating a slight association between academic performance and this aspect of cognitive disposition.

The reliability of the CTDS-P was assessed through rigorous statistical analysis. Internal consistency was robust, as indicated by a Cronbach’s alpha coefficient of 0.87 for the overall scale, demonstrating the coherence of the items within the measure. Subscale analysis revealed strong reliability, with values of 0.83 for critical openness and 0.80 for reflective skepticism, indicating the consistency of responses across different dimensions of the construct. Additionally, the scale exhibited excellent test-retest reliability, as evidenced by an Intraclass Correlation Coefficient (ICC) of 0.96, with a 95% confidence interval ranging from 0.93 to 0.98, suggesting high stability and consistency of the scores over time.

The CTDS has undergone translation and cross-validation in different populations across the USA [ 26 ], Norway [ 27 ], Brazil [ 28 ], Spain [ 29 ], Turkey [ 30 ], and Vietnam [ 31 ]. The reliability and validity of this scale have been demonstrated in studies conducted among high school students [ 29 ] and university students [ 26 , 27 , 28 , 30 , 31 ]. The CTDS was first introduced as a tool to measure critical thinking disposition in undergraduate and postgraduate students [ 4 ].

This study used comprehensive reliability and validity tests to validate the CTDS in the Persian language and in Iranian nursing student participation. This study revealed the existence of two factors, critical openness and reflective skepticism. These factors align well with previously established studies [ 4 , 27 , 30 , 31 ]. Conversely, Spanish, Brazilian, and US versions demonstrated that the one-factor model fit better for their population [ 26 , 28 , 29 ].

In the face validity and content validity tests, neither the simplicity nor the clarity of the items were altered. The validity of the content was done qualitatively. Similar to previous quantitatively measured studies, our study has also confirmed the validity of the content [ 28 , 31 ].

The internal consistency of the CTDS demonstrated the coherence of the items within the measure. Several studies have reported similar internal consistency values for the CTDS, with Cronbach’s alpha measuring 0.88 according to Nguyen et al. 2023. Sosu et al. 2013, Akin et al. 2015, Yockey 2016, Bravo et al. 2020, and Gerdts-Andresen et al. 2022 also reported values of 0.79, 0.78, 0.79, 0.77, and 0.76, respectively. It is widely recognized that a Cronbach’s alpha coefficient of 0.70 or higher is acceptable [ 32 ]. Consequently, the CTDS has exhibited strong internal consistency across diverse linguistic and cultural contexts. In addition, the scale exhibited excellent test-retest reliability, thereby indicating a high level of stability and consistency in scores across time. Additionally, our study demonstrated an outstanding ICC [ 33 , 34 ].

There are several limitations to this study. Initially, the self-assessment survey may have been prone to social desirability bias, leading to potential overestimation of reported measures. To mitigate bias, this study utilized an anonymous survey. Moreover, the study used a cross-sectional design, which prevented the establishment of prospective predictive validity.

To conclude, our investigation establishes the CTDS as a reliable and valid tool for evaluating critical thinking disposition among Iranian nursing students. With its two-factor structure of “Critical Openness” and “Reflective Skepticism,” the scale offers valuable insights into cognitive disposition. Its robust psychometric properties underscore its potential for enhancing critical thinking skills in healthcare education and practice. Further research avenues may explore its nuanced applications in fostering analytical reasoning and problem-solving abilities.

Data availability

The datasets generated and/or analysed during the current study are not publicly available due to the necessity to ensure participant confdentiality policies and laws of the country but are available from the corresponding author on reasonable request.

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Acknowledgements

The authors would like to thank the nursing student who participated in this study.

This research did not receive any specific grant from funding agencies in the public, commercial, or not for profit sectors.

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Hossein Bakhtiari-Dovvombaygi, Kosar Pourhasan, Akbar Zare-Kaseb & Amirreza Rashtbarzadeh

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Hossein Bakhtiari-Dovvombaygi, Abbas Abbaszadeh & Fariba Borhani

Institute of Higher Education and Research in Healthcare, Department of Biology and Medicine, Lausanne University Hospital and University of Lausanne, Lausanne, Switzerland

Zahra Rahmaty

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HBD, and FB, was involved in the conception and organization of the study. KP, AZK, and AR were involved in the execution and data collection of the study; ZR and AA participated in statistical analysis design and/or execution. KP, HBD and AZK, prepared the first draft of the manuscript. All authors contributed to the preparation, critical review and all of them approved the final manuscript.

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Bakhtiari-Dovvombaygi, H., Pourhasan, K., Rahmaty, Z. et al. Evaluation of cross-cultural adaptation and validation of the Persian version of the critical thinking disposition scale: methodological study. BMC Nurs 23 , 463 (2024). https://doi.org/10.1186/s12912-024-02129-y

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Received : 14 May 2024

Accepted : 27 June 2024

Published : 08 July 2024

DOI : https://doi.org/10.1186/s12912-024-02129-y

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