Evaluating Employee Performance

What is the primary purpose of evaluation and performance appraisal?

• To identify potential layoffs.

• To evaluate employee performance and guide development.

• To determine salary increases only.

• To assess company profits.

What is the significance of setting SMART goals in performance appraisals?

• SMART goals provide clarity, enhance motivation, and improve performance assessment in appraisals.

• SMART goals are only useful for team building.

• SMART goals complicate the appraisal process.

• Setting SMART goals is irrelevant to performance appraisals.

What role does self-assessment play in performance evaluations?

• Self-assessment has no impact on accountability.

• Self-assessment plays a crucial role in performance evaluations by promoting self-reflection and accountability.

• Self-assessment is only useful for managers.

• Self-assessment is primarily for team evaluations.

How can regular feedback improve employee performance?

• Regular feedback improves employee performance by enhancing understanding, motivation, and alignment with goals.

• Regular feedback leads to increased employee turnover.

• Feedback is only necessary during annual reviews.

• Employees perform better without any feedback.

How can managers effectively prepare for a performance appraisal meeting with their team members?

• By relying solely on self-assessment from the employee.

• By only focusing on the employee's weaknesses.

• By avoiding any preparation to keep it spontaneous.

• By gathering relevant data and feedback beforehand.