Chapter 11 – Evaluating performance

Question 1

Poorly done performance evaluations can actually do more harm than ……….

Answer 1

No performance evaluation at all

Question 2

Immediate and ongoing ……….throughout the year is essential to keep your employees on track in achieving goals and meeting expectations

Answer 2

Feedback

Question 3

Affective performance evaluation is built around continuous and ongoing feedback. There should be ……… during a formal evaluation interview

Answer 3

No surprises

Question 4

The evaluation serves as a ……..purpose and is not a punitive or discipline process

Answer 4

Developmental

Question 5

During performance evaluations you should always focus on ………. not on personality or personal shortcomings and failures.

Answer 5

Performance results

Question 6

Employees should be praised for all jobs completed satisfactory and ……..

Answer 6

On schedule

Question 7

In cases where goals were not met, you should help your employees determine what problems occurred and ……..

Answer 7

How they can be overcome

Question 8

How often should you develop and discuss with all team members their goals for the next work and review period?

Employees should contribute as much as possible to setting their goals at this stage.

Answer 8

6 to 12 months

Question 9

You should have at least ……..formal evaluation interview each year with each member of your team.

Answer 9

1

Question 10

During the interview you should encourage ………. dialogue. Listen to the comments and respond appropriately.

Answer 10

2-way

Question 11

Always document factual information about employee progress and place this in the……..

Answer 11

Employees personal file

Question 12

Your goal is to do whatever will help your employees including performance. Constant …….. including a written notice of a job well done, will help employees improve their job performance and reinforce the message that they are valued team members.

Answer 12

Feedback

Question 13

An evaluation error that happens when the supervisor reads everyone at the midpoint of the scale, regardless of their performance.

Answer 13

Central tendency effect

Question 14

An evaluation error that occurs when the supervisor rates an employee on the basis of a recent event (either positive or negative) and disregards the remainder of the evaluation period.

Answer 14

The recency factor

Question 15

An evaluation error that happens when the supervisor lets especially positive or negative performance in one area influence the ratings for other areas.

Answer 15

The halo or horn effect

Question 16

An evaluation error that occurs when the supervisor allows factors not related to job duties to influence employees performance ratings

Answer 16

Personal bias

Question 17

4 typical evaluation errors include:

Answer 17

1. The central tendency effect
2. The recency factor
3. The halo or horn effect
4. Personal bias