Certified Aviation Manager (CAM) Practice Test

When providing feedback on an employee’s marginal performance, what is the best approach?

1. Focus on personal attributes

2. Critique the employee's character

3. Hold the employee responsible without guidance

4. Focus on the employee's performance, not the person

The correct answer is: Focus on the employee's performance, not the person

Focusing on the employee's performance rather than their personal attributes or character is crucial when providing feedback on marginal performance. This approach allows for a constructive dialogue that emphasizes specific behaviors and outcomes rather than making the employee feel personally attacked or criticized. It creates a safer environment for the employee to receive feedback and encourages them to view the conversation as a growth opportunity rather than a personal indictment. By concentrating on performance, you can pinpoint areas where the employee may need improvement, provide actionable steps for development, and set clear expectations moving forward. This method helps keep the discussion objective and can foster a more positive workplace culture. It also aligns with best practices in performance management, ensuring that employees understand that feedback is aimed at enhancing their skills and contributions rather than diminishing their sense of self-worth. This constructive feedback fosters personal responsibility and can lead to better performance outcomes.