What is the purpose of a performance feedback session with an associate?

• A. To discuss achievements, identify development opportunities, set goals, and agree on a plan to improve performance.
• B. To assign blame for failures.
• C. To increase workload without support.
• D. To replace annual review altogether with a quick chat.

Answer: (A)

The main idea is that a performance feedback session is a constructive, collaborative moment to help an associate improve and grow. It starts by recognizing what the associate does well and then identifies development opportunities. From there, you and the associate set specific, doable goals and agree on a concrete plan that outlines what steps to take, what support or resources are needed, and when to check in. This two-way conversation creates clarity about expectations, builds accountability, and provides a path for ongoing development between formal reviews.

This approach is best because it focuses on learning and progress rather than punishment, and it ties day-to-day work to long-term growth. It also reinforces trust, since the associate is actively involved in shaping their own plan and timeline. In contrast, blaming someone for failures isn’t productive and can erode motivation. Asking for more work without giving support misses the development need, and treating the session as a quick chat to replace the annual review can undermine structure and accountability.