As a leader, one of your most important roles is to coach your people to do their best. By doing this, you’ll help them make better decisions, solve problems that are holding them back, learn new skills, and otherwise progress their careers.
Coaching your employees requires a continuous effort to make it a part of your management practices. Below you find some useful tips that helps you incorporate coaching techniques into your management practices:
- Set meaningful goals: Collaboratively set goals with action plans that define the key steps for achieving the goals. Define the results that need to be achieved and how the goals will be measured.
- Assess employee performance: Don’t wait for the annual review. Meet one-on-one at least once per quarter to review performance; adjust plans accordingly to keep priorities current.
- Motivate employee performance: Give timely recognition for a job well done and provide favorable assignments that challenge your staff and meet business needs at the same time.
- Give performance feedback: State what you observe, be specific and direct, show sincerity, and communicate face-to-face for both positive (always to start with) and negative performance efforts.
- Reinforce good performance: Catch employees doing quality work and demonstrating positive behaviors with the same effort that you catch them when performance doesn’t go as well as needed.
- Employee growth: Pass on words of wisdom that guide behavior for success and ask employees for ideas to make improvements and solve problems.
- Delegate: Articulate the results you want to see, set parameters, determine what support the employee needs, and set times to conduct progress reviews along the way.