05 Performance Management Free Online FlashCards

What is performance management?

Performance management is an ongoing process of clarifying expectations, supporting employees, reviewing results, and improving performance.

What makes a work goal useful?

Useful goals are specific enough to guide action, challenging but attainable, relevant to the role, and supported by feedback and resources.

What makes feedback timely and evidence-based?

Give feedback regularly and, when possible, close to the relevant event. Base it on observable evidence rather than assumptions about personality or intent.

How do rating scales assess performance, and what is a key risk?

Rating scales assess performance against defined criteria or levels. Vague criteria can make judgments inconsistent.

What should a performance improvement plan specify?

A PIP states the performance concern and required standard, measurable improvement steps, available support, check-in dates, and consequences for not meeting expectations.

Why is an appraisal not a substitute for ongoing performance management?

An appraisal is one part of performance management; it does not replace regular conversations about work and progress.

What two kinds of performance can goals target?

Goals can target results, such as completing work by a deadline, behaviors, such as following safety procedures, or both.

When are team goals especially important?

Use team goals when results depend on coordination among employees.

What is a risk of using overly narrow performance measures?

Measures should not reward one narrow outcome at the expense of quality, collaboration, or ethical conduct.

What elements should effective feedback include?

Describe the situation, identify the behavior, explain its impact, and agree on a practical next step.

What makes behaviorally anchored ratings distinctive?

They use specific examples of job-related behavior to describe different performance levels, making expectations more concrete.

What do results-based reviews compare, and when are they most useful?

They compare agreed goals with actual outcomes. They work best when goals are within the employee’s influence and measures account for quality and context.