Ongoing feedback and coaching
Providing ongoing feedback to employees about their performance is important for maintaining productive working relationships, accomplishing goals, and creating a fruitful work environment that allows employees to succeed. Managers should engage in performance coaching with the employees to acknowledge successes, provide balanced feedback, share opportunities for growth, and mentor employees so that they realize their potential.
- How to view the Talent@VCU employee profile and snapshot for direct reports
- Ongoing: Feedback and communication between managers and employees should be integrated throughout the performance management cycle.
- Productive: Ongoing feedback and communication should be proactive, positive, and designed to help people be successful.
- Constructive: Ongoing feedback and conversations should enable individuals to correct mistakes, align actions with processes, identify problem or nonproductive behaviors and interactions, and seek alternative, productive behaviors.
- Timely and Specific: Hard conversations are easier when behaviors, problems, and course corrections are addressed close to the occurence.
- Open and Engaging: Feedback conversations should be two-way streets. Make observations and gather data to be sure feedback is on target and ask questions. Employees likely have insights about their choices and performance that managers do not have.
- Practice: Practice feedback conversations before you have them.
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