06: Performance Management

What is the first step in an effective performance management system?

• Monitor & Evaluate Performance

• Review Performance

• Provide Consequences

• Define Performance

What does Step 2 in performance management involve?

• Deliver feedback and coaching.

• Set goals and communicate performance expectations.

• Measure and evaluate progress and outcomes.

• Administer valued rewards and appropriate punishment.

What is the focus of Step 3 in performance management?

• Define Performance

• Monitor & Evaluate Performance

• Review Performance

• Provide Consequences

What does Step 4 of the performance management system entail?

• Set goals and communicate performance expectations.

• Measure and evaluate progress and outcomes.

• Deliver feedback and coaching.

• Administer valued rewards and appropriate punishment.

What is one of the purposes of performance management?

• To decrease employee morale

• To make employee-related decisions

• To reduce customer service quality

• To increase employee turnover

Effective performance management can lead to:

• Lower profitability

• Lower productivity

• Higher employee engagement

• Decreased customer service

Which of the following is NOT a result of well-executed performance management?

• Higher profitability

• Lower turnover

• Lower productivity

• Higher customer service

Why do many organizations fail to effectively manage employee performance?

• Performance management policies are updated with organizational changes.

• Project management is efficiently executed.

• Performance reviews cover a wide range of elements.

• Performance management policies fail to keep pace with organizational change leading to disconnects.

What is a common issue with performance reviews?

• They are too comprehensive.

• They measure a wide variety of elements.

• They are not time-consuming.

• They often measure only a limited set of elements.

Why are goals important for workers?

• They decrease productivity.

• They lead to unhappier workers.

• They can lead to happier workers who achieve more.

• They reduce commitment.