Performance Management & Coaching Flashcards

When coaching an underperforming employee, a manager should first:

Answer: Identify the root cause — whether a skill gap, motivation issue, or external barrier

Diagnosing the root cause ensures the coaching intervention targets the actual problem rather than symptoms.

Which rating scale format is designed to minimize leniency bias by forcing differentiation among employees?

Answer: Forced distribution (stack ranking)

Forced distribution requires managers to place employees across a predetermined curve, preventing everyone from receiving top ratings.

An active listening technique in coaching that involves restating the speaker's message in your own words is called:

Answer: Paraphrasing

Paraphrasing confirms understanding and shows the employee that the manager is truly engaged in what they are saying.

A manager sets individual performance objectives that directly align with the company's strategic goals. This practice is best described as:

Answer: Cascading goals

Cascading goals translate organizational strategy into department and individual objectives, ensuring everyone's work contributes to the bigger picture.

During a coaching conversation, a manager asks 'What would success look like for you in six months?' This is an example of:

Answer: A powerful open question

Powerful open questions invite reflection and help employees envision their own goals, a core coaching technique.

Which approach to performance management emphasizes continuous dialogue, employee development, and shared accountability between manager and employee?

Answer: Ongoing performance management (OPM)

Ongoing performance management replaces periodic reviews with continuous feedback loops, development conversations, and mutual goal ownership.

A new manager avoids giving critical feedback because they fear damaging team morale. This behavior is most likely to result in:

Answer: Performance issues going unaddressed and eroding team standards

Avoiding difficult feedback allows performance gaps to persist and can signal to the team that low performance is acceptable.