Which of the following is NOT one of the techniques related to subordinate's performance?

The technique that is not typically associated with directly influencing a subordinate’s performance is conducting peer reviews. While peer reviews can provide valuable feedback and insights, they are primarily focused on evaluating colleagues’ contributions rather than directly managing or improving a subordinate’s individual performance. The central focus of performance management is to guide and enhance the abilities of subordinates through techniques that foster personal growth and accountability.

On the other hand, setting goals is a key approach to clarify expectations and provide targets for individuals to aim for, which can significantly drive performance improvement. Problem-solving is critical in addressing barriers to performance, as it enables the manager and the subordinate to collaboratively identify issues and create solutions. Documenting performance evaluations plays an essential role in tracking progress over time and providing formal feedback, which is fundamental in the performance appraisal process. Each of these techniques is designed to directly influence and support a subordinate’s development and success.