It’s important to remember that all performance can be coached. We coach when the employee is not meeting the expectations or job standards. We also coach when the employee is doing a stellar job. For the employee who is falling below expectations, getting on-purpose about coaching gives us a clear picture if we’ve done a good job at communicating expectations, defines exactly where the employee is off base, and helps them build a plan to correct.
For employees with stellar job performance employee, it reassures them that we recognize their contributions. It strengthens their confidence in taking on challenging assignments and it encourages them to explore new ways to enhance their performance.If you are intent on excelling at coaching, join me for Supervisor Boot Camp and learn how to lead, manage and coach your team! The supervisor needs coaching! Network and learn solutions, techniques and approaches that empower you to excel in your job as a manager.
Here are two key points that will help you coach your employees effectively:
1. Communicate Clear
Expectations
a.
Put it in writing
b.
Use straightforward
language
c.
Be proactive
d.
Show, don’t just tell
e.
Meet with each employee
individually to collaborate and discuss expectations
2. When Performance Issues Surface Look for
Obvious Reasons
a.
Review and confirm
expectations
b.
Is this a case where
your employee has insufficient resources? If an employee doesn’t have adequate time,
budget, or access to required tools/information/material, no amount of coaching
can correct the problem.
c.
Does the employee
have adequate training for the job?
d.
Does the employee
have the capability to do the job?
e.
What is the
employee’s level of interest in the job
Still learning,
Honey
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