Multiple Select QuestionSelect all that applyFace-to-face performance reviewsMultiple select question.are stressful for both managers and employees.usually lead to a false sense of optimism.are a regular occurrence for most professionals.tend to be more stressful when they are negative.

Multiple Choice QuestionFace-to-face performance reviewsMultiple choice question.have little emotional impact on managers.generate less stress when they are negative.are often intensely stressful for managersare among the least stressful experiences for employees.

Multiple Select QuestionSelect all that applyThe failure to share bad news within an organizationMultiple select question.sometimes happens because employees don't want to be blamed when things go wrong.gives top-level officials the impression that things are more positive than they actually are.leads to lower morale within the organization.is a characteristic of a high-performing organization.

Multiple Select QuestionSelect all that applyWhich of the following statements about performance feedback are true?Multiple select question.It is important, even if it is negative.It can be counterproductive if you react to it improperly.It helps you improve your skills.It tells you little about how to improve your skills.

Multiple Select QuestionSelect all that applyWhich of the following are good strategies to use when delivering negative performance reviews?Multiple select question.Investigate reasons for the person's inadequate work.Mention that poor performance limits the person's opportunities at the company.To keep the person from becoming defensive, be flexible instead of firm.Explain that the employee's underperformance affects the organization.

Multiple Select QuestionSelect all that applyEstablishing clear expectations, especially when you are the supervisor or manager, directlyMultiple select question.cultivates interpersonal trust.miscommunicates your intentions.improves your credibility.raises your FAIRness rating.