Managing Performance: Episode Quiz

1.
Asking an employee returning from disability leave to participate in planning for a successful return to work:
  • Rationale: If an employee is well enough to return to work, they should be well enough to participate in discussions about what will impact the success and sustainability of their return.

  • Rationale: This can be the first step towards a sustainable return to work.

  • Rationale: When an employee can begin with those tasks or duties that they feel can be successful at, and then build towards the more onerous or tedious task, the early wins can help build confidence and competence.

2.
A manager asking an employee his/her preferences regarding how direction and feedback are provided:
  • Rationale: The employer/manager's responsibility is to control the work situation. This approach allows the employee to control only how feedback is given, rather than whether or what feedback is provided.

  • Rationale: Every employee is motivated a little differently. Understanding how to provide direction and feedback in a way that can be heard without defensiveness or resistance, is beneficial to both parties.

  • Rationale: Understanding how best to provide direction and feedback should help you to address future issues more effectively.

3.
Focusing performance management on solutions rather than the problems:
  • Rationale: We may never know the real cause of conflict, especially if it's rooted in mental health issues, but getting to the solution is the point of performance management.

  • Rationale: This approach deals with the past problems by focusing on the solution that will avoid repeating these problems.

  • Rationale: If handled well, this approach has the potential to focus everyone's attention on how to create a positive way forward.

4.
George's poor performance:
  • Rationale: George's poor performance is one example of when to rule out a health condition before beginning discipline.

  • Rationale: Although attempting to understand the employee is good management practice, it is not always possible if the employee does not wish to discuss his or her situation. And it is not always necessary in order to focus the discussion on workplace solutions.

  • Rationale: This is a possibility if the employee's behavior begins to negatively affect co-workers. This is one reason that early intervention can be best for all concerned.

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