Explain the difference between a performance review and ongoing performance coaching.

• A. Coaching is formal, periodic; review is ongoing.
• B. A performance review is a formal, periodic evaluation; coaching is continuous, real-time feedback and development.
• C. They are identical.
• D. Only used for new hires.

Answer: (B)

The main idea here is that performance management uses two different modes: a formal, time-bound evaluation and ongoing, real-time development. A performance review is the formal, periodic snapshot of how someone has performed against set goals and standards—usually done annually or semi-annually, with documented ratings, summaries, and sometimes development plans tied to the longer-term outcomes. Ongoing coaching, on the other hand, is continuous feedback and guidance aimed at building skills and improving performance as work happens—frequent check-ins, immediate feedback on tasks, and collaborative planning for growth.

So why this pairing fits best? It captures the distinction between sitting down at regular intervals to assess overall performance (the review) and continually supporting improvement through real-time input and development actions (coaching). The other ideas either reverse these roles, equate them, or misstate who they’re for (for example, suggesting coaching is only for new hires), which doesn’t align with how performance management works in practice.