Performance Management and Coaching Flashcards
7 cards from real Supervisory Test practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management and Coaching flashcards as text
An employee disagrees with their performance rating. The supervisor should:
Answer: Listen to the employee's perspective and explain the rating criteria and evidence
Allowing employees to voice disagreement and providing clear evidence-based rationale maintains trust and procedural fairness even if the rating is unchanged.
Which of the following BEST describes the difference between managing and coaching?
Answer: Managing directs task completion; coaching develops employee capability and potential
Management typically oversees task execution and accountability, while coaching builds skills, confidence, and long-term employee growth.
A new employee is struggling with a task. The MOST appropriate coaching style at this stage is:
Answer: Directing — provide clear step-by-step instructions
New employees with low skill levels require a directing style that provides explicit guidance until competence and confidence develop.
Performance improvement plans (PIPs) are MOST effective when they include:
Answer: Specific measurable goals, timelines, and support resources
PIPs must specify what improvement looks like, by when, and what help is available so employees have a clear, achievable path forward.
Which bias occurs when a supervisor's overall positive impression of an employee inflates ratings across all performance dimensions?
Answer: Halo effect
The halo effect causes one strong positive trait to color evaluations of unrelated competencies, leading to inaccurate overall ratings.
An employee has strong skills but low motivation. The supervisor's BEST coaching approach is to:
Answer: Explore what drives the employee and align work to their interests
When skill is present but motivation is lacking, the supervisor should diagnose engagement barriers and reconnect the employee to meaningful work.
Behavioral anchored rating scales (BARS) improve performance evaluations primarily because they:
Answer: Provide specific behavioral examples for each rating level
BARS tie rating levels to concrete, observable behaviors, making evaluations more objective and consistent across supervisors.