Goal Cascading & Performance Reviews Flashcards

A company restructures mid-year and several employees' roles change significantly. What is the correct approach to existing performance goals?

Answer: Review and update goals to reflect the new role responsibilities and realign with organizational priorities

When roles change materially, goals must be updated to remain fair, relevant, and aligned with the employee's actual responsibilities and organizational direction.

In a forced distribution (bell curve) performance review system, what is a common criticism from a people management perspective?

Answer: It can unfairly penalize high performers in an already strong team

Forced distribution mandates a fixed percentage of low ratings, meaning even a uniformly excellent team must have designated underperformers, which is demotivating and inaccurate.

Which goal-setting approach is most appropriate for employees in roles with highly unpredictable workloads?

Answer: Flexible, rolling goals reviewed and updated on a monthly or quarterly basis

Rolling goals reviewed on a short cycle allow managers to adapt performance expectations in real time to unpredictable work demands.

What is the primary purpose of a calibration session in the performance review process?

Answer: To ensure managers apply consistent rating standards across teams

Calibration sessions bring managers together to compare ratings across teams, ensuring fairness and consistency in how performance standards are applied.

An employee exceeds all their performance goals but demonstrates poor collaboration behaviors. In a competency-based review system, how should the manager handle this?

Answer: Reflect both outstanding goal achievement and the collaboration gap in the overall assessment

Competency-based reviews require evaluating both what an employee achieved (goals) and how they achieved it (behaviors), giving a complete performance picture.

When a manager documents performance feedback, which type of language produces the most legally defensible and actionable review?

Answer: Specific, observable behavioral examples tied to measurable outcomes

Specific, observable behavioral examples tied to outcomes are objective, defensible, and give employees clear guidance on what to change or sustain.

Which of the following best describes 'line-of-sight' in the context of goal cascading?

Answer: An employee's understanding of how their individual goals connect to organizational strategy

Line-of-sight means each employee can see a clear connection between their day-to-day work and the company's strategic objectives, increasing engagement and direction.