Quiz – The Problems of Traditional Performance Management – Part II

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Why does traditional performance management often overlook personal growth?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is a major downside of the judgment-driven nature of annual reviews?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Why is it problematic when performance management ignores values aligned behavior?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is a key effect of using individual KPIs in team-based work?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Why is bias such a persistent issue in traditional performance reviews?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is one of the most shocking findings about traditional performance management?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

Which of the following unintended consequences of traditional performance management have you seen, or experienced, in your organization?
☐ Talented people disengaging despite high potential
☐ Strong individual performance rewarded despite poor team behavior
☐ Goals that feel irrelevant or disconnected from day-to-day work
☐ Months of effort invested in review cycles with unclear outcomes
→ What patterns do you recognize, and what would you question if you were redesigning the system?

Reflection questions invite you to connect the topic to your own work experience. There are no wrong answers. It is a moment to pause, think critically, and gain personal insight.

What would be the impact, on engagement, trust, and results, if your organization removed traditional performance reviews tomorrow? What would you replace them with, if anything?

Challenge & Debate open-ended questions are meant to stretch your thinking. You are invited to take a stance, weigh the pros and cons, and consider different viewpoints. Again, there are no wrong answers, only thoughtful ones.

“If we remove ratings, rankings, and formal reviews, how can we ensure accountability, especially for underperformance?”
Do you agree or disagree? Why?