Problem-Solving Skills at Work: A Practical Step-by-Step Method

Define the actual problem

Separate the visible symptom from the underlying issue and clarify who or what is affected.

Gather relevant evidence

Use available facts, history, observations and approved resources without delaying action unnecessarily.

Compare realistic options

Consider safety, policy, customer or client impact, time and reversibility.

Act within authority

Use the best valid option you can execute, and escalate when authority or specialist capability is required.

Review the outcome

Confirm whether the problem was resolved and document useful learning for future cases.

The Konnected Role Readiness Framework

Konnected separates interest from readiness. A candidate becomes stronger for a role when the required skills, evidence and verification line up with the work rather than relying on a job-title claim alone.

• Understand — know what the role actually requires day to day.
• Build — learn and practice the role-relevant skills.
• Evidence — connect each important claim to examples, learning, assessment or work samples.
• Verify — confirm the identity, documents or history that materially matter for the role.
• Demonstrate — use practical assessment where hands-on or safety-critical performance cannot be inferred from theory.
• Match — compare the candidate evidence with the specific employer and opportunity requirements.

How employers can evaluate readiness

A useful hiring review asks whether the candidate understands the work, can explain relevant judgment, has evidence for important skills, and meets the specific requirements of the opportunity. No single score or certificate should replace that review.

For customer-facing and commercial roles, realistic scenarios, work examples, communication samples and documented learning can provide stronger evidence than unsupported self-ratings.

Common questions