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 completes work accurately but much slower than the standard rate. The supervisor's coaching plan should prioritize:
Answer: Identifying the efficiency barriers and setting incremental speed targets
A targeted coaching plan should diagnose why productivity is low and set realistic improvement milestones rather than jumping to extreme actions.
Which of the following is the LEAST effective way to recognize employee performance?
Answer: Adding recognition as the last agenda item that often gets skipped
Recognition that is routinely deprioritized and skipped sends the message that it is not genuinely important, undermining its motivational value.
A supervisor is coaching an experienced, high-performing employee who requires little direction. The BEST leadership approach is:
Answer: Delegating — grant autonomy with high-level oversight
High-competence, high-commitment employees thrive under a delegating style that grants autonomy while keeping the supervisor available for support.
What does 'feedforward' mean in a performance management context?
Answer: Focusing coaching on future behaviors and improvements rather than past mistakes
Feedforward shifts the conversation from what went wrong to what the employee can do differently going forward, making it more actionable and less defensive.
Which of the following BEST explains why documentation is critical in performance management?
Answer: It provides an objective record that supports fair decisions and protects against disputes
Thorough documentation creates a factual basis for decisions, ensures consistency, and protects both the employee and the organization if performance actions are challenged.
A supervisor sets goals for an employee without any input from the employee. The likely consequence is:
Answer: Lower employee buy-in and commitment to achieving the goals
Participatory goal-setting increases employee ownership and motivation because people are more committed to goals they helped create.
During a performance review, a supervisor should ensure the conversation is:
Answer: Two-way, allowing the employee to share their perspective and self-assessment
Two-way performance conversations increase employee engagement and often surface valuable context that helps supervisors evaluate performance more accurately.