Performance Management Phase II: Check-in
Once performance objectives are set, managers should check in regularly with employees to discuss the status of objectives and to provide feedback based on observations of an employee's performance. It is equally important to provide feedback on areas of success as on those requiring improvement.
Effective Coaching
Coaching is a method of providing feedback. It helps shape performance and increases the likelihood that the employee's results will meet expectations. A coaching session generally focuses on one or two aspects of performance, rather than the total review that takes place in a formal performance appraisal.
Key Elements of Coaching
- Coach to focus attention on any specific aspect of the employee's performance.
- Observe the employee's work and solicit feedback from others if appropriate.
- Take the time to understand why performance is successful or needs improvement.
- Advise the employee ahead of time on issues to be discussed.
- Involve the employee in identifying successes and solutions
- Discuss alternative solutions.
- Agree on action(s) to be taken.
- Recognize successes and improvements.
- Document key elements of the coaching session.
- Schedule follow-up meeting(s) to measure results.
Some Questions to Consider When Coaching
- Do both the employee and manager have a common understanding of what "success" looks like?
- Do both the employee and manager recognize and agree on when performance needs to be improved?
- What elements contribute to the employee's success (adequate time or resources, support from management or other employees, the employee's talent and interest in the project)?
- In what ways can the manager and employee support continued positive results and/or turn around difficult situations?
- Does satisfactory performance result in excessive work being assigned?
- Does unsatisfactory performance result in positive consequences such as an undesirable task being reassigned?
