Multiple Choice QuestionWhen giving a negative performance review of an employee, you shouldMultiple choice question.focus only on the attitude of the employee.provoke the employee into becoming defensive and speaking up.comment only on things that you have observed, not thoughts and feelings.act as if the employee has personally hurt your feelings.

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 applyWhich three of the following should be done when giving a negative performance review?Multiple select question.Seek solutions that emphasize optimism for the employee's future with the company.Explain how poor individual performance affects the organization.Blame the employee for damaging the well-being of the company.Ask for the employee's perspective concerning their unsatisfactory performance.

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 Choice QuestionSeeking performance feedback at workMultiple choice question.puts you at risk for being made into a scapegoat.is looked upon unfavorably in most organizations.helps you develop skills to move ahead.is only a good idea if you are sure it will be positive.

Multiple Select QuestionSelect all that applyWhy should you give feedback only on observable behaviors during a performance review?Multiple select question.If you focus on attitudes, you will seem judgmental.You can never be sure that you know someone's thoughts and feelings.Such feedback gives you extra power over employees.The employee is less likely to become defensive.