Podcast
Questions and Answers
Supervisors should always combine performance evaluation and development planning into a single meeting to save time.
Supervisors should always combine performance evaluation and development planning into a single meeting to save time.
False
During a performance review meeting, the supervisor should always discuss rewards before discussing development plans.
During a performance review meeting, the supervisor should always discuss rewards before discussing development plans.
False
The primary role of a supervisor during a performance review meeting is to coach employees and provide feedback.
The primary role of a supervisor during a performance review meeting is to coach employees and provide feedback.
False
Employees should not be involved in their own performance evaluation, as it can lead to biased results.
Employees should not be involved in their own performance evaluation, as it can lead to biased results.
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Only supervisors are responsible for identifying performance weaknesses and designing developmental plans.
Only supervisors are responsible for identifying performance weaknesses and designing developmental plans.
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Performance review meetings should focus solely on criticizing employee performance, in order to improve future results.
Performance review meetings should focus solely on criticizing employee performance, in order to improve future results.
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The primary purpose of personal development plans is to identify performance problems faced in the past.
The primary purpose of personal development plans is to identify performance problems faced in the past.
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Direct supervisors have no role in the design and implementation of development plans.
Direct supervisors have no role in the design and implementation of development plans.
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Feedback and performance reviews serve only one purpose in a performance management system.
Feedback and performance reviews serve only one purpose in a performance management system.
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Employees in high-level positions do not need personal development plans.
Employees in high-level positions do not need personal development plans.
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Coaching is a minor function of performance management.
Coaching is a minor function of performance management.
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Development plans are optional and only necessary for underperforming employees.
Development plans are optional and only necessary for underperforming employees.
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Effective communication about an employee's performance can lead to lower performance levels.
Effective communication about an employee's performance can lead to lower performance levels.
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Feedback is always successful in improving employee performance, regardless of how it is delivered.
Feedback is always successful in improving employee performance, regardless of how it is delivered.
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Giving praise to an employee's good performance is not necessary and can be skipped.
Giving praise to an employee's good performance is not necessary and can be skipped.
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Receiving feedback and discussing performance issues hinders employees' understanding of their roles in the organization.
Receiving feedback and discussing performance issues hinders employees' understanding of their roles in the organization.
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Frequency of feedback is not an important factor in enhancing its effectiveness.
Frequency of feedback is not an important factor in enhancing its effectiveness.
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Feedback can only focus on either good or bad performance, but not both.
Feedback can only focus on either good or bad performance, but not both.
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