Performance Management Skills

Supervisors should always combine performance evaluation and development planning into a single meeting to save time.

During a performance review meeting, the supervisor should always discuss rewards before discussing development plans.

The primary role of a supervisor during a performance review meeting is to coach employees and provide feedback.

Employees should not be involved in their own performance evaluation, as it can lead to biased results.

Only supervisors are responsible for identifying performance weaknesses and designing developmental plans.

Performance review meetings should focus solely on criticizing employee performance, in order to improve future results.

The primary purpose of personal development plans is to identify performance problems faced in the past.

Direct supervisors have no role in the design and implementation of development plans.

Feedback and performance reviews serve only one purpose in a performance management system.

Employees in high-level positions do not need personal development plans.

Coaching is a minor function of performance management.

Development plans are optional and only necessary for underperforming employees.

Effective communication about an employee's performance can lead to lower performance levels.

Feedback is always successful in improving employee performance, regardless of how it is delivered.

Giving praise to an employee's good performance is not necessary and can be skipped.

Receiving feedback and discussing performance issues hinders employees' understanding of their roles in the organization.

Frequency of feedback is not an important factor in enhancing its effectiveness.

Feedback can only focus on either good or bad performance, but not both.