Performance Management & Coaching Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management & Coaching flashcards as text
Which of the following best describes 'feedforward' as a coaching technique?
Answer: Offering future-focused suggestions for improvement rather than analyzing past errors
Feedforward focuses on what the employee can do differently going forward, making feedback more actionable and less threatening.
A manager conducts quarterly check-ins instead of relying solely on annual reviews. What is the primary benefit of this approach?
Answer: It enables timely course corrections and stronger employee engagement
Frequent check-ins allow managers to address issues early and maintain ongoing alignment between employee effort and organizational goals.
In a calibration session, managers review performance ratings together primarily to:
Answer: Ensure consistency and fairness in ratings across teams and managers
Calibration sessions align rating standards across managers, reducing bias and ensuring comparable assessments organization-wide.
Which coaching behavior most directly builds an employee's self-efficacy?
Answer: Asking the employee to reflect on past successes relevant to the current challenge
Helping employees connect current challenges to previous successes reinforces their belief in their own capability.
What is the primary purpose of a 360-degree feedback assessment?
Answer: To gather multi-source input on an employee's behaviors from peers, direct reports, and supervisors
360-degree feedback provides a well-rounded view of an individual's performance and interpersonal impact from multiple stakeholders.
An employee consistently delivers work late despite previous conversations. What is the most appropriate next step in performance management?
Answer: Document the issue and initiate a structured performance improvement plan with clear expectations
When informal coaching hasn't resolved a recurring issue, formal documentation and a PIP provide clear expectations and protect both employee and manager.
Which of the following is an example of extrinsic motivation in a performance management context?
Answer: An employee works harder after receiving a performance bonus
Extrinsic motivation is driven by external rewards like bonuses, recognition, or promotions rather than internal satisfaction.