The Progress Coaching Blog

Take Caution When Coaching Your Weakest Link

February 1, 2014 Posted by : Tim Hagen
0 comment

When coaching employees that perform at different levels, it is critical that you be conscious of the amount of time you spend coaching each employee. You may instinctively want to spend more time and effort working with your weakest employee(s) to guide him or her to perform better. However, over-coaching your weakest link can be risky. Coaching down to an underperforming employee is an easy trap to fall.

Weak performing employees usually struggle with blaringly obvious issues, which will entice you to jump right into problem solving coach mode. First, keep an eye your weakest employee(s) to observe his or her behavior and attitude. More often than not, a destitute employee is aware that he or she is a mismatch for the position and therefore has stopped trying to improve. They may exude low participatory levels, become disengaged from his or her work, and potentially even be seeking a new job. This is a bad investment scenario for you. You will be squandering valuable coaching time trying to develop the skills of an employee who does not intend on producing a return on your investment.

More over, you will be unintentionally ignoring your top performing employee(s). Even though high performing employees may not have overt weaknesses, he or she will have areas that are in need of improvement and require your coaching attention. It is more logical for you to invest your time, effort, and guidance in a high performing employee who has historically produced more sales/revenue…simple ROI principles applies here.

When faced with splitting time between high and low performing employees, be sure to evaluate the your employee’s level of commitment and dedication to grow within your organization, and then decide how, and with whom you will be investing your coaching and development efforts with. 

For more information on smart coaching, click below for a free whitepaper download: "Invest In The Good Things"

Download White Paper:  Invest in the Good Things
The Super Bowl and peer-to-peer coaching
Watch for Great Coaching During the Olympics

About Author

Tim Hagen
Tim Hagen

Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

Related Posts
Solve the Number One Coaching Problem
Top 10 Characteristics We Want in Employees
Coaching Must Involve Practice

Leave a Reply