INSTRUCTION Agree Please circle the number that best Applicable describes how you feel the following statements. Not Disagree Disagree Undecided Agree Strongly Strongly Performance Feedback continued: 19. My manager regularly invites me to provide feedback on her/his performance. 0 1 2 3 4 5 20. I am reluctant to provide feedback on my manager's performance because: My honesty may upset our future working relationships. 0 1 2 3 4 5 A suitable opportunity or process is not available. 0 1 2 3 4 5 My manager's likely defensive reaction to criticism from me. 0 1 2 3 4 5 My lack of knowledge about my manager's objectives. 0 1 2 3 4 5 Personality conflict/prejudice. 0 1 2 3 4 5 Other (specify): 0 1 2 3 4 5 The quality of feedback I receive about my current performance is influenced by: Lack of knowledge about my 0 1 2 3 4 5 performance. 21. Personality conflict/prejudice. 0 1 2 3 4 5 Lack of measurable performance 0 1 2 3 4 5 objectives. My historical performance. Other (specify): 0 1 2 3 4 5 Comments… 0 1 2 3 4 5 Rewarding Performance
INSTRUCTION Please circle the number that best describes how you feel the following statements. Not Applicable Strongly Disagree Disagree Undecided Agree Strongly Agree 19. 20. 21. Performance Feedback continued: My manager regularly invites me to provide feedback on her/his performance. I am reluctant to provide feedback on my manager's performance because: My honesty may upset our future working relationships. A suitable opportunity or process is not available. My manager's likely defensive reaction to criticism from me. My lack of knowledge about my manager's objectives. Personality conflict/prejudice. Other (specify): The quality of feedback I receive about my current performance is influenced by: Lack of knowledge about my performance. Personality conflict/prejudice. Lack of measurable performance objectives. My historical performance. Other (specify): Comments… 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5 5 Rewarding Performance