PEAT Performance Analysis and Feedback 2 — Questions and Answers
Question 1: A manager notices an employee's output has declined over the past month. What is the FIRST step in a structured performance analysis?
- Document the performance gap with objective data (Correct answer)
- Schedule a disciplinary meeting immediately
- Replace the employee with a higher performer
- Notify HR before taking any action
Correct answer: Document the performance gap with objective data
Documenting the gap with objective data establishes a factual baseline before any corrective action is taken.
Question 2: Which metric is MOST useful when analyzing whether a training program improved employee performance?
- Employee satisfaction survey scores
- Pre- and post-training KPI comparisons (Correct answer)
- Number of training hours completed
- Cost of delivering the training program
Correct answer: Pre- and post-training KPI comparisons
Pre- and post-training KPI comparisons directly measure performance change attributable to the training.
Question 3: A 360-degree feedback process differs from traditional supervisor feedback primarily because it:
- Focuses exclusively on measurable output metrics
- Collects input from peers, subordinates, and customers in addition to supervisors (Correct answer)
- Is administered only once per year
- Eliminates the need for manager evaluations
Correct answer: Collects input from peers, subordinates, and customers in addition to supervisors
360-degree feedback gathers perspectives from multiple sources to provide a well-rounded view of performance.
Question 4: When providing corrective feedback, which technique helps ensure the employee understands the expected behavior change?
- Using vague language to avoid conflict
- Asking the employee to restate the feedback in their own words (Correct answer)
- Delivering feedback only in written memos
- Waiting until the annual review to address issues
Correct answer: Asking the employee to restate the feedback in their own words
Having the employee restate the feedback confirms comprehension and shared understanding of expectations.
Question 5: In performance analysis, a 'leading indicator' is best described as:
- A metric that reflects past performance outcomes
- A predictor metric that signals future performance trends (Correct answer)
- A benchmark set by external industry groups
- A summary score on an annual performance review
Correct answer: A predictor metric that signals future performance trends
Leading indicators predict future outcomes, enabling proactive intervention before performance declines.
Question 6: An organization wants to reduce bias in performance reviews. Which practice BEST addresses this goal?
- Relying solely on manager intuition and experience
- Using calibration sessions where managers align ratings across teams (Correct answer)
- Allowing employees to choose their own reviewers
- Skipping formal evaluations in favor of informal check-ins
Correct answer: Using calibration sessions where managers align ratings across teams
Calibration sessions normalize standards across managers, reducing individual bias in rating decisions.
Question 7: Which of the following BEST describes the purpose of a performance improvement plan (PIP)?
- To document reasons for terminating an employee
- To provide a structured path with goals, support, and timelines for an underperforming employee (Correct answer)
- To rank employees against each other for promotion decisions
- To replace the annual performance review process
Correct answer: To provide a structured path with goals, support, and timelines for an underperforming employee
A PIP outlines specific improvement goals, resources, and milestones to help an underperformer return to acceptable performance.
PEAT Performance Analysis and Feedback 2
A manager notices an employee's output has declined over the past month.
What is the FIRST step in a structured performance analysis?