Managers should engage in performance coaching with the employees to acknowledge successes, provide balanced feedback, and share opportunities for growth.
Objectives of Performance Coaching
- To establish performance expectations with regard to goals core competencies and goals.
- To communicate clearly and in behavioral terms what good work performance looks like.
- To monitor the employee’s progress in achieving goals.
- To identify problems hindering progress, discuss strategies to remove barriers and constructively criticize work that falls short of standards.
- To ensure that the employee receives the training needed to perform successfully.
- To create an environment that will spark the employee’s motivation to perform his or her work successfully.
- To praise on an ongoing basis work that meets or exceeds the standards.
- To consult with an employee who does not meet standards for reasons other than lack of skills (e.g., attitude, motivation, personal problems, etc.) or who still does not perform to standards after receiving appropriate coaching/training.
- To encourage the employee to set goals for further improvement.
- To provide a non-threatening atmosphere in which the employee can freely express tensions, conflicts, concerns and problems.
- To help the employee realize their potential.
Types of Coaching
- Reinforce good performance
- Correct performance
- Teach new skills and procedures
- Mentor employees
Benefits of Coaching
- Increases productivity, quality and effectiveness of the employee and the work group
- Increases employees’ motivation, initiative and success
- Increases creativity, innovation and engagement
- Makes the manager’s role easier when employees build their skills and independence