Performance Evaluation & Development Planning Flashcards

On a 9-box grid, an employee with high performance but low potential is typically best developed by:

Answer: Retaining and recognizing them while deepening expertise in their current role

Strong current contributors with limited upward potential are valued and developed for mastery within their role.

A manager consistently rates employees who share their background and interests more favorably. This is:

Answer: Similar-to-me bias

Similar-to-me bias favors people who resemble the rater rather than reflecting actual performance.

Marshall Goldsmith's 'feedforward' approach emphasizes:

Answer: Suggestions for future improvement rather than critiques of the past

Feedforward focuses on future-oriented ideas, which people tend to accept with less defensiveness.

An employee has the skills for a task but shows low commitment. Under Situational Leadership, which style fits best?

Answer: Supporting

High competence with variable commitment calls for a supporting style that is high on relationship and low on direction.

Which is an example of a leading indicator for a sales rep's development goal?

Answer: Number of qualified discovery calls completed per week

Leading indicators track activities that predict future results, while lagging indicators measure outcomes after the fact.

To make performance documentation legally defensible in the U.S., it should be:

Answer: Job-related, specific, objective, and recorded consistently over time

Consistent, job-related, factual records support fair decisions and reduce discrimination risk.

A reviewer rates an average employee poorly because they were evaluated right after an outstanding colleague. This is:

Answer: Contrast effect

The contrast effect distorts ratings by comparing employees to each other instead of to the standard.