Performance Management & Coaching Flashcards

Which term describes the degree to which a performance appraisal tool measures what it is intended to measure?

Answer: Validity

Validity refers to whether an assessment instrument accurately measures the construct it is designed to measure — in performance management, whether the appraisal tool truly captures job-relevant performance.

The 'halo effect' in performance appraisal refers to:

Answer: Allowing one strong trait or impression to positively influence ratings across all performance dimensions

The halo effect occurs when a rater's positive impression of one characteristic (e.g., communication skills) causes them to rate the employee favorably across all other performance dimensions, regardless of actual performance.

In performance management, 'leniency bias' occurs when a rater:

Answer: Consistently assigns higher ratings than performance warrants to avoid conflict or discomfort

Leniency bias is the tendency of a rater to give employees inflated, overly favorable ratings regardless of actual performance, often to avoid difficult feedback conversations.

Which element is most critical when setting performance goals as part of a coaching conversation?

Answer: The goals should be SMART — Specific, Measurable, Achievable, Relevant, and Time-bound

SMART goals are the gold standard in performance goal-setting because they ensure goals are clearly defined, trackable, realistic, aligned with organizational priorities, and have a defined timeframe for achievement.

When coaching an employee who is resistant to feedback, the most effective initial strategy is to:

Answer: Acknowledge the employee's perspective and use active listening before presenting data

Acknowledging the employee's viewpoint and practicing active listening builds trust and reduces defensiveness, creating a more receptive environment for the employee to hear and engage with the feedback.

What does 'recency bias' mean in the context of performance appraisals?

Answer: Overweighting recent events or behaviors when evaluating an entire review period

Recency bias occurs when a rater gives disproportionate weight to the employee's most recent performance — positive or negative — rather than assessing performance across the entire review period.

How does linking individual performance goals to organizational strategy primarily benefit an organization?

Answer: It ensures that employee efforts contribute directly to achieving the organization's strategic priorities

Aligning individual performance goals with organizational strategy ensures that employees' day-to-day work directly supports the broader mission and objectives of the organization, improving overall effectiveness and coherence.