Effective employee coaching is an essential part of any manager’s ongoing success. The goal of employee coaching is not only to address major problems but to prevent such problems from happening. By helping an employee stay on track and be a productive part of the overall team, a manager can maintain positive forward progress.
Successful Employee Coaching
Total HR Management has discovered four key factors that help to make an employee coaching session successful. By making managers aware of these factors and effectively implementing them in the employee coaching process, your company can continue to run and perform like a polished car after a full tune-up.
Ultimately, the goal of successful employee coaching sessions is to allow a manager to motivate and work with employees on a one-to-one basis, thus emphasizing individual challenging Through employees coaching, a manager can resolve specific issues that do not reflect the performance of the entire team. As a result, time is not taken away from the bigger picture.
Employee Coaching Strategies:
Provide Needed Clarity
Without clarity, an employee coaching session can result in confusion and mixed signals. By keeping the focus on clarity, a manager can make sure that the right message is being communicated to the employee. In this process, it’s important not to mix apples and oranges. When you explain a process to an employee, make comparisons that make sense and work within the context of their job.
Confirmation through Repetition
Repeating a phrase and using repetition as a communication tool does not imply that a manager thinks an employee is stupid or incapable of getting it the first time. Rather, repetition tends to be a valuable tool that is used by the smartest people in the world. By making a point twice and emphasizing what is essential in an employee coaching session, a manager is much more likely to find later that their advice has been implemented. Since so much can be missed the first time around, making key points twice helps to avoid unnecessary attrition of a manager’s core message.
Communicate the Point
Managers make mistakes when fail to express the greater goal to their employees. By communicating the point of a project, an employee coaching session is given a larger context. Once basic intentions and goals are communicated in an employee coaching session, there is a much greater chance of success. If an employee understands “why” they are being asked to do something on a project, the “what” and the “how” become that much easier to accomplish. For example, ask “Who else will you tell about this?” or “Who else needs to be involved in helping you accomplish this?”
Ask for Commitment
By asking for a commitment from an employee to help turn an employee coaching session into palpable action, a manager can foster immediate motivation. Make points in an employee coaching session that can lead right away to a specific goal to be accomplished. By providing a specific action, a manager opens the door to a sensible follow up to the employee coaching session. For example, “What was the outcome of your phone call to the customer?” or “How did your team respond to the decision to update to the new software for this project?”
Total HR Management Can Help
As a professional employer organization, Total HR Management has extensive experience helping our client companies motivate their employees and maximize their value. To learn more about how we can support your company with tailored PEO services, please call (800) 975-5128 today to consult with a human resources professional.
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