PEAT Performance Analysis and Feedback 3 — Questions and Answers
Question 1: Which feedback model is structured as Situation-Behavior-Impact (SBI)?
- A rating scale used in annual reviews
- A framework that describes the context, specific actions, and resulting effects (Correct answer)
- A peer comparison ranking system
- A technique for setting long-term career goals
Correct answer: A framework that describes the context, specific actions, and resulting effects
The SBI model anchors feedback in a specific situation, observable behavior, and its impact, making it concrete and actionable.
Question 2: A team consistently meets individual targets but fails to achieve collective project goals. This gap most likely indicates a problem with:
- Individual motivation levels
- Cross-functional collaboration and shared accountability (Correct answer)
- Excessive workload for each team member
- Lack of technical skills across the team
Correct answer: Cross-functional collaboration and shared accountability
When individual metrics are met but collective goals are not, the root cause is typically poor collaboration or misaligned team accountability.
Question 3: In continuous performance management, how frequently should formal check-ins ideally occur?
- Once per year during annual reviews
- Regularly throughout the year, such as monthly or quarterly (Correct answer)
- Only when a performance issue is identified
- At the discretion of each individual employee
Correct answer: Regularly throughout the year, such as monthly or quarterly
Continuous performance management replaces or supplements annual reviews with frequent touchpoints to keep feedback timely and actionable.
Question 4: When analyzing performance data, the 'recency effect' refers to the tendency to:
- Over-weight recent events when evaluating overall performance (Correct answer)
- Focus only on the employee's oldest performance records
- Use the most current industry benchmarks for comparison
- Weight all performance periods equally
Correct answer: Over-weight recent events when evaluating overall performance
The recency effect causes evaluators to over-emphasize recent performance while ignoring earlier accomplishments or issues.
Question 5: A manager rates all employees as 'average' to avoid conflict. This behavior is an example of which rating error?
- Halo effect
- Central tendency bias (Correct answer)
- Strictness bias
- Contrast effect
Correct answer: Central tendency bias
Central tendency bias occurs when raters cluster all scores around the midpoint to avoid making difficult high or low ratings.
Question 6: Which of the following is the MOST effective way to set performance feedback goals that motivate employees?
- Assign goals without employee input to maintain objectivity
- Collaboratively set SMART goals that align individual and organizational objectives (Correct answer)
- Use identical goals for all employees in the same role
- Set aspirational goals that are deliberately difficult to achieve
Correct answer: Collaboratively set SMART goals that align individual and organizational objectives
Collaboratively set SMART goals increase ownership, clarity, and alignment between individual effort and organizational priorities.
Question 7: Which data source provides the most objective performance information for a sales representative role?
- Peer personality assessments
- Revenue generated and deals closed compared to quota (Correct answer)
- Manager's subjective impression of attitude
- Number of emails sent per week
Correct answer: Revenue generated and deals closed compared to quota
Revenue generated and deals closed against quota are quantifiable outcomes directly tied to the sales representative's core responsibilities.
PEAT Performance Analysis and Feedback 3
Which feedback model is structured as Situation-Behavior-Impact (SBI)?