Staff Performance

What is the primary purpose of setting performance goals for staff?

• To increase the workload

• To provide clear expectations and direction

• To reduce staff morale

• To create competition among employees

Which of the following is a key characteristic of effective performance goals?

• Vague and general

• Specific and measurable

• Difficult to achieve

• Irrelevant to the job role

What is the best time to provide constructive feedback to an employee?

• During their annual performance review only

• Immediately after observing the behaviour

• At the end of the month

• When the employee asks for it

Which of the following is an example of constructive feedback?

• "You always make mistakes."

• "You did a great job on the report, but it could be even better if you included more data analysis."

• "You are not good at this task."

• "You need to improve."

What is the main objective of conducting performance evaluations?

• To criticise employees

• To identify areas for improvement and recognise achievements

• To reduce salaries

• To compare employees against each other

Which of the following is NOT a benefit of setting performance goals?

• Increased motivation

• Clearer focus

• Higher stress levels

• Better performance tracking

What should be included in a performance evaluation?

• Personal opinions about the employee

• Specific examples of the employee's work

• Gossip from other employees

• Irrelevant information

How often should performance evaluations be conducted?

• Once a year

• Every six months

• Quarterly

• It depends on the organisation's policy

What is a common mistake managers make when providing feedback?

• Being specific and clear

• Focusing only on negative aspects

• Offering solutions for improvement

• Being timely with feedback

Which of the following is a good practice when setting performance goals?

• Setting goals that are impossible to achieve

• Involving employees in the goal-setting process

• Setting goals that are unrelated to the job

• Keeping goals secret from employees