Defining the three phases of performance management: phase one – coaching
Performance management provides a structured plan for developing, managing, and continuously improving employee performance. Accurate documentation, consistently maintained for each employee, tracks growth and development.
To ensure that excellent product quality and service are consistently delivered, employees must be challenged not only to meet, but to exceed, company and position standards. Performance management offers three basic phases or stages for employee development: coaching, corrective action, and termination.
The first phase, coaching, involves the process of orienting, training, and encouraging employees. During coaching, expectations and performance standards are outlined, both new and seasoned employees receive ongoing feedback regarding their performance, and employees are encouraged to challenge themselves to improve continuously.
Effective coaching creates an environment that encourages rapid development of new job skills. Both you and the employee can benefit from coaching in the following ways:
- Employees receive proper training
- Duties involved in a new position are clearly outlined
- Employees have higher job satisfaction
- Turnover is reduced
Coaching and motivation go hand-in-hand to generate continued improved performance. Tips for effective coaching and motivation include:
- Employees work harder for recognition than pay
- What gets measured, gets done
- Praise publicly and frequently
- Encourage role-playing of positive behaviors and skills
- Create an environment that seeks ideas and suggestions
- Encourage friendly competition
- Make work fun
- Satisfied employees work harder and produce more
Whenever possible, it is always preferred to resolve performance issues and retain employees.