Performance appraisal methods and effective employee feedback practices from an intro management course.
30 cards · basic cards · AI-written, checked twice. Edit anything.
- What is 360-degree feedback?
- A performance appraisal method where feedback is collected from multiple sources: the employee's manager, peers, direct reports, and sometimes customers or the employee themselves.
- Define Management by Objectives (MBO).
- A performance appraisal approach where managers and employees jointly set specific, measurable goals at the start of a period, then measure actual performance against those objectives.
- What is forced ranking (or forced distribution)?
- A performance appraisal method that requires managers to classify employees into predetermined performance categories, such as top 20%, middle 70%, and bottom 10%.
- What does BARS stand for in performance appraisals?
- Behaviorally Anchored Rating Scale, a method that uses specific behavioral examples to define each point on a rating scale, making judgments more concrete and consistent.
- Describe the critical incident method of performance appraisal.
- A method where managers document specific examples of good or poor employee performance as they occur throughout the evaluation period, then use these incidents as evidence during the appraisal.
- What is a halo effect in performance appraisal?
- A bias where a manager's overall positive impression of an employee causes them to rate that employee high on all dimensions, even when performance varies across different areas.
- What is central tendency bias in performance ratings?
- A tendency for raters to avoid extreme ratings and cluster most employees in the middle of the scale, avoiding both very high and very low ratings.
- Define leniency bias.
- A rater bias where a manager consistently gives employees ratings that are higher than their actual performance warrants, making it hard to differentiate performance levels.
- What is strictness bias in performance appraisal?
- A rater bias where a manager consistently gives lower ratings than performance actually deserves, causing all employees to appear underperforming.
- Explain recency bias in performance evaluation.
- A bias where a manager relies too heavily on recent employee performance or behavior when making appraisal decisions, rather than considering the entire evaluation period.
- What is the primacy effect in performance appraisal?
- A bias where an employee's early performance or first impression disproportionately influences the manager's overall rating throughout the evaluation period.
- Describe the contrast effect in performance ratings.
- A bias where a manager's rating of one employee is influenced by comparisons to other employees recently rated, rather than against an objective standard or job requirements.
- What does SMART stand for in goal-setting?
- Specific, Measurable, Achievable, Relevant, and Time-bound; a framework for setting clear, realistic performance goals that can be tracked and evaluated.
- What is a Performance Improvement Plan (PIP)?
- A formal document created when an employee's performance is unsatisfactory, outlining specific performance expectations, required improvements, the timeline for improvement, and consequences if standards are not met.
- What role does peer feedback play in performance appraisal?
- Peer feedback provides perspectives on how an employee collaborates, communicates, and contributes to team success; peers often observe behaviors that managers may not see directly.
FlashKeepers