Managing frustrated employees

A manager evaluates an employee who initially seems to perform well but receives negative feedback from peers. After confronting her with the feedback, she reacts emotionally. The manager decides to promote her, which leads to her blossoming in the new role. The manager reflects on whether the decision was based on skill or luck, concluding that promoting her was more effective than suppressing her behavior.

What was the initial perception of the employee's performance based on her written work?

• She was seen as strategic and creative.

• She was considered disorganized.

• Her work was deemed unoriginal.

• She was thought to be unreliable.

How did the employee react when she received the feedback from her colleagues?

• She argued with her colleagues.

• She burst into tears and left the room.

• She was indifferent to the feedback.

• She calmly accepted the feedback.

What action did the narrator take that helped the employee improve her performance?

• Demoted her to a lower position.

• Promoted her to head of department.

• Transferred her to another team.

• Gave her a warning.

What was the likely reason for the employee's previous rebellious behavior?

• She felt held back and was ready for more responsibility.

• She disliked her colleagues.

• She was not interested in her job.

• She was planning to leave the company.

What lesson does the narrator suggest about handling rebellious behavior?

• Feedback should be avoided to prevent emotional reactions.

• Rebellious employees should be isolated.

• Promoting individuals can sometimes resolve underlying issues.

• Rebellious behavior should always be punished.