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The annual performance appraisal is an opportunity to improve employee performance and create improved success for the company and the individual. My intent is to explore how coaching skills can be used in creating a positive performance appraisal experience for both the staff member and the supervisor. With our focus on how to maintain good performance going throughout the year. Performance appraisals are often filled with anxiety by both the employee and the supervisor. Often the manager talks about concerns were unexpected by the staff member. With the manager as a mentor and partner committed to building the staff member's results the environment can shift. The goal is to reframe the experience, fostering a positive, goal oriented environment that thrives on success. By using coaching type questions you have the opportunity to create powerful positive energy, find out what the gaps are and what the resources needed are. In meetings with the employee: o Be totally present o Listen actively, with focus and eliminate all other distractions o See their greatness Simple Coaching Style Questions will assist you: o What’s going right? o What makes it right? or Why does it go well? o How can we build on this success? o What is it that would be ideal o What are the challenges you are dealing with? o What resources do you need? You, the manager become the coach – coaching staff members for success. In creating a plan focused on success for the employee, the manager begins to shift the paradigm to one of employee and coach/partner. As supervisors, our job is to build successful teams and we have to have successful team members in order to do that. If we focus on creating successful team members we are more likely to create it. Focus on the positive, the solutions. What’s going right, how do we create more of it? In working with teams I have found that when I focus on what they are doing well and how we do more of it – we build on our success. Use goals that are “SMART”, we can measure them, and track their progress. If goals are soft, not measurable it becomes difficult to succeed or give any feedback. So, how do we make them measurable? Measurable is countable, how many, when, who? • Goals tie into the company vision and the employee’s vision. • Each goal points to an exciting and inspiring future. • SMART Goals are positive, specific, measurable, attainable, relevant and time bounded Annual goals are bigger than individuals can usually handle at once. It’s important to break them down into smaller steps. Make goals attainable and not overwhelming. Building in accountability in your annual success plans is vital. How many performance appraisals have you had or have you done, that didn’t get looked at until the next year?. This causes the original framework of stress and discomfort to begin again. Accountability is your responsibility. Schedule regular meetings with staff, reviewing the goals and create new plans for the upcoming month. Spending time with staff each month or more frequently gives you as the supervisor continuous information about what is happening. It’s unfair to come at a staff person at the end of the year and give them negative feedback on their performance. In addition, if the plan is never mentioned it gives staff the impression that it wasn’t that important and they don’t need to work on the goals outlined. Remember the goals outlined are focused on developing better results for the company. You want that. Put your energy into staff and their plan. Each meeting: • Review the vision • Review the accomplishments (What’s going right?) • Review the goals and score them: 60%; 85% • When a goal is less than 80% use coaching skills to help figure out what the problem is and how to change it. Yes, you can accomplish some things just by writing down the goal, but the level of accomplishment is usually lower than what we want in our companies. The monthly review of the performance goals gives you the opportunity to really check-in with staff and support them in developing success. It prevents the annual performance review dread. Employees know you are committed to their success as well as that of the company. This is powerful. It develops you as a leader and partner of the staff member and lets you know where the focus needs to be. You have created a regular stream of communication-both ways that can only improve results. Coach them to succeed.
Article Source: http://www.onlineseohelp.com/articles
Donna Price, President of Compass Rose Consulting, LLC, provides business coaching to small business owners, business leaders, and work teams; using her experience as a senior level manager and extensive background working with people to achieve their goals. Donna’s work focuses on building success in business and working with individuals to launch their dream. Donna provides mentoring to managers on coaching their staff to success. Visit www.coachingstaffforsuccess.com; for info on our new tele-seminar series; visit www.compassroseconsulting.com 973-948-7673 Call today for your complimentary strategy session to put this report into action or visit: www.compassroseconsulting.com/strategysession.html to schedule your personal session.
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