Conducting Performance Reviews Workshop for Managers

What is the primary purpose of performance management?

• To rank employees from best to worst

• To determine who gets promoted every year

• To facilitate ongoing communication between managers and employees to achieve organizational goals

• To track attendance and punctuality

The SBI model in feedback stands for:

• Situation-Behavior-Impact

• Systematic-Behavior-Interaction

• Structure-Bias-Intervention

• Standards-Benefits-Integration

What does the GUIDE framework help managers do?

• Create team-building activities

• Evaluate employee salaries

• Identify biases in hiring

• Deliver structured and effective performance feedback

Which of the following is a best practice in delivering constructive feedback?

• Using extreme words like "always" and "never"

• Comparing employees to their peers

• Using specific examples and balanced language

• Apologizing after giving feedback

Which of the following is a key principle of effective performance management?

• It should be an ongoing process, not just an annual review

• It should only focus on correcting poor performance

• It should be conducted by HR without manager involvement

• It should be based on personal opinions rather than objective data

What is the best way to start a performance review conversation?

• Begin by listing all the employee’s weaknesses

• Ask the employee for their perspective on their performance

• Explain what the company expects from them before allowing them to speak

• Immediately discuss improvement areas

Why should managers avoid using labels like “careless” or “incompetent” when giving feedback?

• Employees will not take feedback seriously if it is too direct

• Labels make feedback feel like a personal attack rather than a constructive discussion

• It is illegal to use negative language in performance reviews

• Employees prefer direct and harsh criticism

Which of the following best describes the role of a Coaching Log in performance management?

• It serves as a record of informal conversations between employees

• It tracks progress and documents coaching discussions for employee development

• It is a document used to justify terminations

• It is primarily used to evaluate salaries

An employee reacts defensively when receiving negative feedback. As a manager, what is the best response?

• Repeat the negative feedback until the employee accepts it

• Allow them to express their emotions and listen actively

• End the conversation immediately and reschedule for another day

• Compare their performance to another employee to justify your feedback

Which of the following is an important factor when setting development goals in an Individual Development Plan (IDP)?

• Goals should be tied to both strengths and areas for improvement

• Goals should only focus on fixing performance gaps

• Goals should remain unchanged once they are set

• Goals should be general and not linked to specific job responsibilities