amudu: How to Improve Employee Performance Through Appraisal & Coaching

Wednesday, July 6, 2011

How to Improve Employee Performance Through Appraisal & Coaching

A performance appraisal or coaching session is a way to give feedback and define behaviors for improvement. Managers committed to the success of their team take the time to frequently coach and mentor employees. Providing guidance and input on employee performance encourages positive behavior. The key to performance improvement begins with recognizing employee contributions while helping plan for future development and growth. Performance discussions should be timely, informative and comprehensive.

Difficulty:: Challenging

Instructions

- 1
  Review the last performance appraisal or notes from a previous coaching session if they exist. Taking the time to carefully prepare for the appraisal meeting is important. Outline the key points you wish to discuss with the employee. Make sure to include recommendations on how to improve performance.
- 2
  Notify the employee in advance of the meeting. Surprise appraisal meetings are unprofessional, especially if critical information is part of the discussion. Give the employee time to prepare. They may wany to bring a written progress update, work samples or goals they wish to discuss.
- 3
  Plan to meet in a quiet setting away from interruptions and other employees. A cafeteria or cubical environment is not the place to give feedback. Secure an office where you can close the door.
- 4
  Begin the discussion with a positive statement regarding the employee's value to the organization. Be sincere in citing notable contributions made by the employee.
- 5
  Discuss areas that need improvement. Be specific as to why improvement is required. Offer your thoughts on how the employee could develop soft areas. If the employee needs to make substantial changes in their work habits, take the time to review critical areas.
- 1
  Turn the discussion over to the employee for input. Listen carefully. If the employee goes off course, gently bring the conversation back to an improvement plan. Let the individual know that you are willing to help them develop and succeed. Be sincere. Employees can sense when a manager is just going through the motions.
- 2
  Bring the meeting to a positive conclusion. Review the steps for improvement. Obtain consensus from the employee on the objectives of the plan, how to execute, and what criteria will be used to determine success.
- 3
  Follow up in writing. If the session involved a formal performance appraisal, give a copy to the employee and also add it to the personnel file. If a more informal coaching meeting was held, it is still advisable to follow up in writing. Prepare a memo or email reviewing the important action items that were agreed upon.
- 4
  Schedule a follow up meeting. Assure the employee of your availability to answer any questions or give advice prior to the next appraisal. Look for improvement and give formal or informal recognition whenever possible.