Rating Question – Rating questions are used to get an employee to upfront about his or her view of their performance. Rating questions have the added convenience of categorizing performance into either a knowledge, skill, or behavior based function. Knowing how your employees rate themselves will help you to discover any major performance gap issues.

DIRECT COACHING

Not all employees learn the same, and group sessions may intimidate some. So, managers need to be prepared with other methods that will encourage workers to put their best foot forward. There are two types of coaching that encourage training reinforcement and continuous learning without using an employee’s peers.

HOW TO CREATE A COACHING PLAN

An important element of employee coaching is planning. After an initial employee assessment has been completed, it is vital that a coaching plan be created. The coaching plan can contain any combination of the 5 types of coaching depending on the area of improvement as well as depth of improvement. Below is a sample-coaching plan created for an employee that needs..

COACHING IS NOT OPTIONAL

Somewhere along the way coaching employees has gotten the incorrect reputation of being this cute, soft, cuddly feelings focused hoo rah rah. Believed to be nothing but a superficial moral boost with no result producing capabilities, the employee coaching concept has been brushed off by many who continue to manage (and lose) employees using more “traditional”..

3 STEP PROCESS OF EMPLOYEE COACHING

Look, if we engage with employees on a day to day basis and, most managers do, why not make the most of it? But how does a manager do that? First we need to be equipped with three fundamental first steps to start the coaching process:

HOW TO DEAL WITH BAD APPLES

Bad Attitudes can hinder a business, but with coaching they can be solved. Bad attitudes can tear co-workers apart, can decrease productivity through out the office, and make co-workers unwilling to work together.

One of my client's managers recently told me that he did not have time to coach. I asked him why he felt that way and he stated "I have so many things on my plate I cannot even see straight". Now that's a mouth full and he is a good guy who genuinely feel that's way but I thought to myself "As a leader is he thinking of himself or his staff"? We need to drive our employee's performance because..