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Julia has been working in the same position for 10 years. While she does a good job in her position, she doesn’t seem to want to advance and hates change. Julia is likely which type of employee?

 
 
 
 
 
 

Julia does sound more like a consistent performer because she has just stayed doing the same thing, isn’t looking to promote, and dislikes change.

Other Questions Of This Category

Who are the three types of employees that managers experience at any given time on their team as part of the employee performance continuum? (Select all that apply.)

Mohinder is constantly asking his supervisor what he needs to do in order to make a difference in the company. Mohinder is likely which type of employee?

What are some ways to engage a consistent performer? (Select all that apply.)

A person who has been identified as a poor performer likely will benefit from which of the following types of coaching?

Does tactical or developmental coaching work better for someone whom you’ve identified as an ascending employee?

The way to coach someone to arrive to work on time is to make suggestions to the employee on how to go about doing so, such as “Have you thought about leaving earlier?”, or “Have you thought…

Coaching someone who was once highly successful in their position, but isn't any longer is typically an example of: (Select all that apply.)

What are some advantages to having a consistent coaching practice? (Select all that apply.)

Coaching someone who misses deadlines on a regular basis is typically an example of: (Select all that apply.)

Coaching the person who is frustrated with a difficult colleague isn’t helpful, it’s best to go directly to the source and coach the difficult colleague instead. True or false?

Merida needs to report her time on task every day within her company’s project tracking tool. This is an example of which type of goal, productivity or personal development?

To what is Kris referring when she discusses the danger of not coaching the person in the room?

Coaching someone who is frustrated with a colleague who doesn't meet their expectations is typically an example of: (Select all that apply.)

A director is ultimately responsible for holding the employee accountable for their performance, not the manager that employee reports to. True or false?

When coaching managers, it is important to establish key performance indicators, goals, expectations, etc. for them, just as you would with any other employee. True or false?