Performance Coaching

By na - This dynamic process is a fundamental component to effective performance management. It works by assessing employee achievement not only by the goals set before him or her but by the circumstances under which the employee is working. By its very name – coaching – this review process does not take six or eight months to start working, but rather allows the supervisor to take a hands on approach to his or her workers, continually providing feedback that encourages the employee in the strengths demonstrated as well as giving constructive criticism in the areas that need improvement. (Added: 29-Jul-2005 Hits: 615 )

By Kelly Mollica - Your employees routinely come to you with complaints about each other, involving everything from co-workers with negative attitudes and poor cubicle manners to team members who aren't pulling their share of the workload. And you get involved because it is the manager's job to resolve conflicts among employees, right? Not necessarily. Sometimes the best thing you can do is push back by asking complaining employees to quit bellyaching and address interpersonal conflicts on their own before they try to unload them on you. (Added: 31-Jul-2007 Hits: 594 )

By Donna Ronayne - Feedback is key. It’s the process of giving and receiving information that is pertinent to the work being performed in real-time: information exchange. The goal of this exchange is to ensure that there is a common agreement of what good performance looks like. It provides information about the quantity, quality, and characteristics of work, and attempts to steer performance in the right direction. When done well and in a timely fashion, feedback is ‘news one can use.’ (Added: 17-Oct-2009 Hits: 425 )

By Susan Heathfield - Managers can help employees improve or address performance problems if they develop and use some basic coaching techniques. This article presents some basic principle and coaching techniques for managers (Added: 8-Aug-2005 Hits: 700 )