Coaching In Performance Review

This is the time of the year when you are already in the process of conducting performance review of employees
We have experienced that Managers and sometimes employee also shy away from these discussions because many times it reveals unclear, unmet expectations, shifting of responsibilities, surprises, reactions from employees which are difficult to manage.
Keeping up with the intent of the discussion to be development, I recommend managers and leaders use coaching conversations which are empowering for employee and hence give a better result compared to the evaluation mode.
Performance coaching with your best, most contributing employees is easy and is likely to produce increased results for the organization and team.
Coming to the difficult part where employee is not performing upto mark,then how can you be a supportive coach to your employee.
This is the time of the year when you are already in the process of conducting performance review of employees
We have experienced that Managers and sometimes employee also shy away from these discussions because many times it reveals unclear, unmet expectations, shifting of responsibilities, surprises, reactions from employees which are difficult to manage.
Keeping up with the intent of the discussion to be development, I recommend managers and leaders use coaching conversations which are empowering for employee and hence give a better result compared to the evaluation mode.
Performance coaching with your best, most contributing employees is easy and is likely to produce increased results for the organization and team.
Coming to the difficult part where employee is not performing upto mark,then how can you be a supportive coach to your employee.
Some tips to help you:-
1. Demonstrate your belief in the employee’s ability to improve – Show confidence in the employee’s ability and willingness to solve the problem. Ask him or her for help in solving the problem or improving their performance
2. Describe the performance problem to the employee– in your conversation focus on the problem or behavior of employee that needs improvement, not on the person. Use descriptions of the behavior with examples so that it is specific and support the problem with data. Example if employee has missed deadlines, furnish the data to support instead of saying you are always behind schedule.
3. Ask for the employee’s view of the situation –Do they see the same problem or opportunity for improvement that you do?
4. Check whether issues exist that limit the employee– Ask yourself whether the employee has the ability to perform the task and does he /she have the necessary resources training, tools, to perform. check whether the employee needs your help to remove the barriers or if he or she is able to tackle them alone.
5. Discuss potential solutions –ask the employee for their ideas about how to correct the problem and prevent it from happening again.
6. Agree on a written action plan– after the discussion listout who will do and what to improve the situation. Identify the core goals that the employee must meet to achieve the appropriate level of performance that the organization needs.
7. Set a date and time for follow-up – so that you know how the employee is progressing and there is accountability built in the process Emphasis often that he or she is the one who is ultimately in charge of his /her  growth.
Hence, coaching conversations can prove to be more confidence building solution oriented and best way to work effectively as a team.