Conducting an effective performance appraisal meeting
A)is always easier if the rater begins the meeting with a criticism of the employee and moves forward from there.
B)is always easier if the rater limits the number of opportunities the employee has to speak.
C)is facilitated if the rater has empathy for the employee.
D)is easier if the rater completes the performance appraisal form as he talks to the employee during the actual performance appraisal meeting.

Question

Quizplus · Accepted Answer

Conducting an effective performance appraisal meeting is facilitated if the rater has empathy for the employee. This means that the rater should try to understand the employee's perspective and be understanding of any challenges the employee may have faced during the review period. Starting with criticism or limiting the employee's input can create a defensive or closed-off atmosphere, while completing the appraisal form during the meeting can be distracting and take away from the focus on the discussion. Therefore, the best approach is to approach the meeting with empathy and a desire to have an open and honest conversation.

Conducting an Effective Performance Appraisal Meeting