5 elements you must have when coaching employees
Coaching your employees refers to you getting them to do things differently and, ultimately, more effectively in the workplace.
It's about clearing any obstacles which could affect an employee's performance and nurturing their potential so as to enhance their overall performance.
Having said that, here are 5 elements, as identified on inc.com, which you must include as part of your coaching...
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
The first performance review software is now available in South Africa.
This software will help you determine quickly and accurately:
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.
You should have a clear vision for your company and ensure that all employees are focussed on the same goals.
Having a clear vision provides a foundation for you to coach towards achieving solid results.
In other words, you can't coach towards a goal which isn't there. You need to have the vision in the first place so that your employees can work towards it.
Element#2: Align the employees' goals with those of the company
If this doesn't happen, progress will be very slow and almost non-existent.
A classic system to use here is the S.M.A.R.T Goals system.
Element#3: Close talent gaps
Instead of just filling open positions, look for talent gaps within your organisation and seek to fill them.
Don't hesitate to give employees extra roles and responsibilities if they have the traits you're after.
Element#4: Communication styles
At the end of the day, people respond better to communication styles which they can understand and feel comfortable with.
So word selection, tone of voice, and listening skills are key here.
Acknowledging achievements among employees is a great way to maintain morale within the company.
But if you do this, ensure that you're consistent. Because if you don't recognise someone for their hard work, in the wake of acknowledging others, their morale can easily fall to rock bottom.
*To learn more on coaching, including what the S.M.A.R.T model is, simply page over to chapter P22: Performance Management: Aligning an employee's goals, in your Practical Guide to Human Resources Management handbook.
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