Supervisory Test Performance Management and Coaching 2 — Questions and Answers
Question 1: A supervisor notices an employee consistently meets targets but alienates teammates. Which aspect of performance management should be addressed first?
- Reduce the employee's individual targets
- Address interpersonal behavior as part of the full performance picture (Correct answer)
- Praise the employee's results and ignore the team issues
- Transfer the employee to a solo role
Correct answer: Address interpersonal behavior as part of the full performance picture
Effective performance management evaluates both results and behaviors, since interpersonal conduct affects team productivity and culture.
Question 2: Which coaching technique involves asking the employee open-ended questions to help them discover solutions independently?
- Directive coaching
- Socratic coaching (Correct answer)
- Prescriptive coaching
- Evaluative coaching
Correct answer: Socratic coaching
Socratic coaching uses probing questions to guide employees to self-generated insights rather than giving them direct answers.
Question 3: An employee receives a performance rating of 'Exceeds Expectations.' The supervisor should:
- Avoid discussing development since performance is already high
- Discuss stretch goals and career growth opportunities (Correct answer)
- Place the employee on a special watch list
- Reduce the employee's workload as a reward
Correct answer: Discuss stretch goals and career growth opportunities
High performers benefit from continued challenge through stretch goals and career development conversations to maintain engagement.
Question 4: What is the primary purpose of a mid-year performance check-in?
- To deliver formal ratings for payroll purposes
- To course-correct and adjust goals based on current progress (Correct answer)
- To document disciplinary infractions
- To replace the annual review process
Correct answer: To course-correct and adjust goals based on current progress
Mid-year check-ins allow supervisors and employees to review progress, remove obstacles, and recalibrate goals if business priorities have shifted.
Question 5: When coaching an underperforming employee, the MOST important first step is to:
- Issue a written warning to create a paper trail
- Identify the root cause of the performance gap (Correct answer)
- Reassign the employee's key responsibilities
- Schedule a meeting with HR immediately
Correct answer: Identify the root cause of the performance gap
Understanding whether poor performance stems from skill gaps, motivation issues, or external obstacles determines the appropriate coaching intervention.
Question 6: A supervisor gives feedback by saying, 'You always submit reports late.' What is wrong with this feedback?
- It is too positive
- It uses an absolute term and lacks specific examples (Correct answer)
- It should be delivered in writing, not verbally
- It focuses too much on behavior rather than results
Correct answer: It uses an absolute term and lacks specific examples
Words like 'always' are generalizations that employees often dispute; effective feedback cites specific, observable instances.
Question 7: Which performance management approach links individual goals directly to departmental and organizational objectives?
- 360-degree feedback
- Cascading goals (Correct answer)
- Forced ranking
- Critical incident method
Correct answer: Cascading goals
Cascading goals ensure alignment by translating organizational strategy into department, team, and individual-level objectives.
Supervisory Test Performance Management and Coaching 2
A supervisor notices an employee consistently meets targets but alienates teammates.
Which aspect of performance management should be addressed first?