Monitoring

What is the primary purpose of performance monitoring in performance management?

• To find reasons to terminate employees

• To ensure employees are at their desks at all times

• To provide feedback and identify areas for improvement

• To create competition among employees

What role does constructive feedback play in performance monitoring?

• It's a way to embarrass underperforming employees

• It's not necessary if employees are doing their jobs

• It helps employees understand how they can improve and grow

• It's only necessary for new employees

How often should performance monitoring occur?

• Only when there is a problem

• Once a year during annual reviews

• On a regular and ongoing basis

• Quarterly

Which of the following is NOT a benefit of effective performance monitoring?

• It helps identify areas for improvement

• It provides a basis for distributing rewards and promotions

• It creates unnecessary stress and competition among employees

• It helps align individual and organizational goals

What is a common pitfall to avoid in performance monitoring?

• Providing regular feedback to employees

• Setting clear and measurable performance goals

• Focusing only on negative aspects and ignoring positive performance

• Aligning individual performance goals with organizational objectives

Why is it important to involve employees in the performance monitoring process?

• It's not really important

• It helps employees feel valued and heard

• It allows managers to delegate their responsibilities

• It creates a sense of competition among employees