Anamcgary's Blog

Leadership thoughts from PeopleFirst HR

Not just once a year – Performance Coaching

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A critical part of the manager/employee relationship is open communication between the two.  What is  expected from the employee and how well are they accomplishing their responsibilities.  How should they expect you to lead them. Most Companies have a formal Performance Management Program used to evaluate performance on an annual basis, but informal, on-going performance coaching is critically important.  Reviewing performance should not just be an annual event, but rather a continuous cycle.

More specifically, performance management:

  • is a shared responsibility between you and each individual who reports to you; some of us forget this
  • provides mutual understanding between the manager and employee regarding what is expected of the employee and how well the employee is meeting those performance standards;  Employees can’t meet expectations, if they don’t know what they are.
  • empowers the employee to perform a variety of tasks, and face new challenges for growth;
  • sets and monitors progress against clear goals;
  • includes regular documentation of performance;
  • includes timely feedback on performance between the manager and employee;
  • includes discussion on professional development;
  • recognizes hard work and success; not just areas for improvement!

An effective performance management program provides many benefits to the organization and to its managers and employees.  Good performance management results in:

  • focused movement towards organizational goals;
  • informed employees;
  • more successful and productive employees;
  • more meaningful work for employees;
  • better working relationships between managers and employees;  Mutual respect
  • increased communication;
  • legally defensible management decisions;
  • all around better quality of interaction.

Remember regular communication and feedback doesn’t need to be complicated or a long process, it just needs to be regular. Some simple steps and commitment is all you really need.

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One thought on “Not just once a year – Performance Coaching

  1. Very nicely put, if only every company would follow this structure of continued coaching. It would guarantee that each and every employee would be much more productive allowing for less overhead. It would also allow for a decreased amount of employees, who in turn can be better compensated for their hard work which would also increase moral, versus an increased amount of employees that are less productive. I would hire you in a heartbeat if I had my own business.

    -Joseph Lenis
    Service Manager
    Nalley Audi of Roswell

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