Improve Workplace Performance by Coaching and Developing Your Employees to Succeed
Posted on October 7th, 2016 Read time: 2 minutes
Coaching helps develop your employees as valued members of your organization. Find out how you can implement coaching in your small business, and why it’s essential for growing your bottom line.
Steps to Coaching Your Employees
When coaching your team members, remember that mutual trust is required for positive and corrective feedback. Otherwise, your advice won’t be put into action, and nothing will improve.
Using a neutral tone, begin by discussing your specific objective for meeting with your employee. Point out at least one positive aspect of your team member’s actions, along with a specific performance issue that needs improvement. Talk about the potential results if the worker doesn’t change their behavior in similar situations.
Discuss ways the performance issue may be improved. Ask your team member for their input before offering your own solutions. Aim for specific actions they can take, and discuss the pros and cons of each choice. Ensure your worker chooses the solution so they feel they have a role in making the decision and are more likely to carry out the solution accordingly.
If your team member makes excuses for their behavior, choose part of what your worker said and rephrase it so they can see how their actions are detrimental to work production. Be empathetic while showing support for your team member and your understanding of their circumstances.
Ask your employee for a commitment in implementing their performance solution. Ensure they understand what action needs to be taken and when it needs to happen. Praise your team member whenever you see them engaged in the proper behavior you discussed.
Important Points to Recall
Ensure you follow set guidelines when providing feedback, so that it’s most effective. Give positive or corrective feedback as quickly as possible after witnessing interactions. Events will be clearer in your and your team member’s minds, so you may reference applicable actions. Be as specific as possible when describing your employee’s behavior, so they gain insight into what interactions you’d like repeated or improved. Avoid judgement by stating the action you observed and the words you heard and how they impact your team, client, and/or business. Show sincerity in helping your employee improve their work performance so they can advance within the organization. Be sure you always praise your workers for appropriate actions.
It’s important you coach your employees so they succeed within your organization. For more help with building a business, reach out to the friendly staff at Innovative Employee Solutions today!
Related Articles
Posted on October 7th, 2016 Read time: 2 minutes
Coaching helps develop your employees as valued members of your organization. Find out how you can implement coaching in your small business, and why it’s essential for growing your bottom line.
Steps to Coaching Your Employees
When coaching your team members, remember that mutual trust is required for positive and corrective feedback. Otherwise, your advice won’t be put into action, and nothing will improve.
Using a neutral tone, begin by discussing your specific objective for meeting with your employee. Point out at least one positive aspect of your team member’s actions, along with a specific performance issue that needs improvement. Talk about the potential results if the worker doesn’t change their behavior in similar situations.
Discuss ways the performance issue may be improved. Ask your team member for their input before offering your own solutions. Aim for specific actions they can take, and discuss the pros and cons of each choice. Ensure your worker chooses the solution so they feel they have a role in making the decision and are more likely to carry out the solution accordingly.
If your team member makes excuses for their behavior, choose part of what your worker said and rephrase it so they can see how their actions are detrimental to work production. Be empathetic while showing support for your team member and your understanding of their circumstances.
Ask your employee for a commitment in implementing their performance solution. Ensure they understand what action needs to be taken and when it needs to happen. Praise your team member whenever you see them engaged in the proper behavior you discussed.
Important Points to Recall
Ensure you follow set guidelines when providing feedback, so that it’s most effective. Give positive or corrective feedback as quickly as possible after witnessing interactions. Events will be clearer in your and your team member’s minds, so you may reference applicable actions. Be as specific as possible when describing your employee’s behavior, so they gain insight into what interactions you’d like repeated or improved. Avoid judgement by stating the action you observed and the words you heard and how they impact your team, client, and/or business. Show sincerity in helping your employee improve their work performance so they can advance within the organization. Be sure you always praise your workers for appropriate actions.
It’s important you coach your employees so they succeed within your organization. For more help with building a business, reach out to the friendly staff at Innovative Employee Solutions today!
