Coaching for Performance

G U R U S

September 10, 2023

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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Jonah Soe Kotee is a Liberian human resources and employment-law professional with more than 20 years of experience in human resource management, employment relations and workforce development in Liberia and internationally. He holds an LLM in Employment Law from the University of Leicester and a Master’s degree in Strategic Human Resource Management from the University of Roehampton in the United Kingdom. He is also a Certified Global Talent Management Professional (GTML) and has undertaken professional training in Strategic HR through Cornell University. Jonah is the Chief Executive Officer of Gurus HR Consultancy Group, a Liberia-based human resources advisory firm providing recruitment, HR consulting, payroll, HR outsourcing, Employer of Record solutions, training, compensation and benefits, and employment-law advisory services. He also serves as an Adjunct Lecturer in Human Resources at AME University, where he contributes to the development of graduate-level HR professionals. Jonah has a particular professional interest in Liberia’s labour and employment framework, human capital development, workplace compliance, compensation, employment relations and the future of work in Liberia. Through his professional work and public commentary, he advocates for a labour market that protects workers while enabling responsible employers to grow, invest and create sustainable employment opportunities. His perspective is informed by practical HR experience as well as academic training in employment law and strategic human resource management. About this article: This article represents the author’s professional perspective on issues that should be considered in discussions surrounding the modernization and reform of Liberia’s labour and employment framework. It is intended to encourage informed dialogue among employers, workers, HR professionals, policymakers, trade unions, legal practitioners and other stakeholders.