Podcast
Questions and Answers
What should you do when giving feedback to an average employee?
What should you do when giving feedback to an average employee?
- Summarize performance, be specific, explain the importance of work, thank the employee, raise relevant issues, express confidence (correct)
- Don't mention the employee's performance, only focus on areas for improvement
- Don't explain why the employee's work is important to the organization
- Give vague feedback, avoid mentioning areas for improvement, skip thanking the employee
What should you do when handling a defensive subordinate?
What should you do when handling a defensive subordinate?
- Recognize that defensive behavior is normal and never attack a person's defenses (correct)
- Postpone action and let rational reaction take over
- Expect to solve every problem that comes up
- Attack the person's defenses directly
How should criticism of a subordinate be delivered?
How should criticism of a subordinate be delivered?
- In a harsh and disrespectful manner
- Without considering the person's feelings
- In a manner that belittles the person
- In a manner that maintains the person's dignity and sense of worth, and always done publicly (correct)
What should be done when an employee is performing below acceptable standards?
What should be done when an employee is performing below acceptable standards?
What is crucial when giving feedback to an average employee?
What is crucial when giving feedback to an average employee?
What should be avoided when handling a defensive subordinate?
What should be avoided when handling a defensive subordinate?
What should be considered when criticizing a subordinate?
What should be considered when criticizing a subordinate?
Why is it important to document the meeting when an employee is performing below acceptable standards?
Why is it important to document the meeting when an employee is performing below acceptable standards?
It is important to develop a formal appeal process in the Performance Appraisal process.
It is important to develop a formal appeal process in the Performance Appraisal process.
When giving feedback to an average employee, it is not necessary to explain why the employee's work is important to the organization.
When giving feedback to an average employee, it is not necessary to explain why the employee's work is important to the organization.
When criticizing a subordinate, it should be done publicly to set an example for others.
When criticizing a subordinate, it should be done publicly to set an example for others.
It's crucial to summarize an employee's performance when they are performing below acceptable standards.
It's crucial to summarize an employee's performance when they are performing below acceptable standards.
Documenting the meeting is not necessary when handling defensive behavior from a subordinate.
Documenting the meeting is not necessary when handling defensive behavior from a subordinate.
It is advised to never attack a person's defenses when handling defensive behavior.
It is advised to never attack a person's defenses when handling defensive behavior.
Handling a defensive subordinate requires recognizing that defensive behavior is abnormal.
Handling a defensive subordinate requires recognizing that defensive behavior is abnormal.
It's not necessary to express confidence in an employee's future good performance when giving feedback to an average employee.
It's not necessary to express confidence in an employee's future good performance when giving feedback to an average employee.
When an employee is performing below acceptable standards, discussing solutions with the employee's input is not recommended.
When an employee is performing below acceptable standards, discussing solutions with the employee's input is not recommended.
Agreeing to a timetable for improvement is not necessary when an employee is performing below acceptable standards.
Agreeing to a timetable for improvement is not necessary when an employee is performing below acceptable standards.
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