5 Team Performance Online Quiz Questions

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Tell the contributor to work faster without discussing the task.

Explain how the task supports the team's purpose and meets a stakeholder need.

Replace the task with a rigid target unrelated to the team's work.

Wait until the project ends to explain the task's value.

Involve contributors in planning and problem-solving where appropriate.

Match work to people's skills and provide opportunities to develop new ones.

Keep useful information or equipment unavailable so people become more self-reliant.

Remove barriers such as inadequate information, equipment, or time.

Give timely, specific feedback and acknowledge meaningful contributions.

Use the same rigid target regardless of whether the work is complex or requires learning.

Avoid setting any goals because complex work cannot be assessed.

Use a narrow fixed target even if it conflicts with quality or learning.

Set clear, relevant, appropriately challenging goals, while avoiding rigid targets that could undermine learning and judgment.

Make the goal unrelated to the work so that it remains impartial.

Describe observable events and their effects, then discuss the change needed.

Listen to each person's account.

Assign blame before hearing the people involved.

Agree on practical next steps.

Follow relevant organizational procedures if an informal discussion does not resolve a serious or persistent issue.

Ignore the issue until it affects a performance target.

Set expectations, assign blame for any shortfall, and leave the plan unchanged.

Agree on expectations, observe results, discuss progress, address obstacles, and adjust plans or support.

Wait until the end of the year to review results, then change the team structure.

Recognize only people who meet a target, regardless of quality or collaboration.

Prevent members from helping outside their assigned tasks.

Remove the primary owner so everyone is equally responsible for every task.

Keep the primary owner clear while encouraging members to help where needed.

Let members decide independently whether to meet the deadline.

Set a more ambitious deadline so the contributor has a stronger incentive.

Provide the equipment needed to complete the work.

Recognize the contributor publicly before addressing the obstacle.

Reassign the work without discussing what is preventing progress.

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Tell the contributor, “Good job,” without mentioning a specific action.

Praise the contributor for being the team’s most valuable member.

Explain that their early update gave the design team time to correct an issue before handoff.

Thank the whole team for working hard, without discussing particular contributions.

Leave task ownership unassigned so everyone can decide who will handle it.

Name a primary owner, while allowing teammates to help if the deadline is at risk.

Assign every task to the whole team and discourage members from assisting outside their usual duties.

Give the task to the fastest available person without clarifying who approves the result.

Use the same fixed output target for every task, regardless of complexity.

Avoid goals entirely so contributors can decide whether work is complete.

Set a rigid target and assess only whether it was met.

Use clear, relevant goals, but allow flexibility when complex work requires learning and judgment.