Coaching for Performance

The annual staff performance review process should never be a witch-hunt of staff by supervisors or organizations. To get the best out of the process, businesses or organizations need to make the process more inspiring, add more coaching to the process, and increase staff knowledge that will define the business objective.

Managers and employees need to set clear expectations. Let employees know what your expectations are from them and explain how these expectations will help in fulfilling the business objectives. Establish an effective line of communication between individuals and teams that will bring a cultural shift to today’s workplace. Set performance standards; Setting the right performance standards can help you build a better performance plan and determine employees’ training and performance plans.

Make feedback a continuous process and not an annual process. A continuous performance management system (i.e., annual reviews) provides more insight into employee performance and overall organizational strategies in a timely manner. It also gives you an opportunity to reevaluate and quantify various goals and their viability. Not to mention, it keeps everyone on the same page. 

At the end of the year, many employees are evoked when it comes to their performance.  Managers must understand the need and importance of maintaining regular contact with employees and keeping keep them updated on all relevant levels. It is also important to give them opportunities and psychologically safe space to talk about their work, lives, goals, etc.


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