CPM Performance Management & Coaching

Question 1

What is the primary purpose of performance management?

Accepted Answer

Ensuring employee alignment with organizational goals

Answer

Monitoring social media activity.

Answer

Creating daily attendance logs.

Answer

Reducing the workforce.

Question 2

What is a coaching conversation designed to do?

Accepted Answer

Guide improvement and encourage goal achievement

Answer

Criticize employee errors only.

Answer

Discuss unrelated personal matters.

Answer

Delay employee progress reviews.

Question 3

What makes feedback most effective?

Accepted Answer

Specific, timely, and actionable

Answer

General and delayed.

Answer

Vague and judgmental.

Answer

Focused only on past mistakes.

Question 4

What is the purpose of setting SMART goals?

Accepted Answer

They provide clarity and achievable targets

Answer

They reduce accountability.

Answer

They encourage team conflict.

Answer

They eliminate performance evaluations.

Question 5

What is a key component of successful employee coaching?

Accepted Answer

Active listening and collaboration

Answer

Ignoring employee input.

Answer

Setting goals without discussion.

Answer

Focusing only on negative feedback.

Question 6

What outcome does regular coaching support?

Accepted Answer

Skill development and improved confidence

Answer

Decreased employee engagement.

Answer

Higher turnover rates.

Answer

Increased disciplinary actions.

Question 7

How should performance improvement plans (PIPs) be used?

Accepted Answer

As a supportive framework for improvement

Answer

As a tool for immediate termination.

Answer

As a surprise without discussion.

Answer

As an informal conversation only.

Question 8

What motivates employees to perform better?

Accepted Answer

Recognition and growth opportunities

Answer

Micromanagement.

Answer

Public criticism.

Answer

Punitive policies.

Question 9

What is the leader's role in continuous coaching?

Accepted Answer

Continuously guide and support employees

Answer

Limit feedback to annual reviews.

Answer

Assign coaching to external consultants only.

Answer

Avoid involvement in employee development.