Performance Management and Appraisal Session Five

Why is setting smart goals important?

• To decrease efficiency

• To increase motivation and focus

• To confuse employees

• To avoid accountability

What is a key best practice for aligning individual goals with organizational objectives?

• Set vague and unmeasurable goals

• Avoid clear communication

• Provide training and development opportunities

• Discourage collaboration and teamwork

What is the importance of filling out a performance appraisal?

• To decrease productivity and job satisfaction

• To recognize achievements and measure performance

• To avoid setting goals for the future

• To discourage employee development

What is the role of feedback in shaping employee performance?

• To understand strengths and areas for improvement

• To avoid employee growth and development

• To confuse employees

• To demotivate employees

What are the elements of effective feedback?

• Generality, Praise, Negativity

• Delay, Ambiguity, Criticism

• Specificity, Constructiveness, Positivity

• Timeliness, Vagueness, Destructiveness

What is a strategy for providing ongoing coaching?

• Ignore employee progress

• Discourage feedback loop

• Set unclear expectations

• Encourage development and offer training opportunities

What does feedback help employees align with?

• Departmental goals

• Organizational goals and expectations

• Personal goals

• Team goals

What should be included in a performance appraisal?

• No feedback

• General feedback

• Specific examples of performance

• No goals for the future

What is the purpose of regular performance reviews?

• To avoid assessing progress

• To provide feedback on alignment with goals

• To discourage adjustments

• To decrease efficiency

What can setting smart goals lead to?

• Decreased motivation

• Decreased efficiency

• Increased productivity

• Decreased achievement