Improve Employee Performance by Following these 7 Steps (Part 5 of 5)
By Michael Duke on February 6, 2017
STEP 7 â€“ EXPLAIN HOW YOU WILL FOLLOW UP WITH THE EMPLOYEE
When a coach sees a player struggling with a specific skill in practice it would be common to ask the player if he wants to get better. If he does, the coach may commit to spending some additional time with the player after practice. This focused attention may only be 15 minutes per practice for a week or two but it can make a huge difference. Why? Because it tells the player two things. First that the coach believes in the player. Second, that the coach cares enough about the player to invest time and energy into their development.
At the end of each coaching conversation the “where do we go from here” question needs to be addressed. A common way for the manager to engage with the player would be to set up brief but regular follow up meetings to check in on their progress. When an employee understands they have to report in it is amazing to see how quickly performance can improve. I suggest regular weekly check-in meetings be set up be set up for at least 4-6 weeks. If the employee is on target after several weeks then the check-in meetings can be backed off to every other week. As progress improves meetings can then be moved to monthly.
Once the manager is assured that the employee has formed new habits and achieved the desired performance the meetings can end. One of the reasons employee performance does not change is the unwillingness of the manager to engage in meaningful follow through. As the coach or manager how committed are you to helping your employee get better at their job? Perhaps their mediocre performance is a reflection of your mediocre commitment?
As you can see, just as in sports an effective coach who is highly engaged and willing to offer timely, honest feedback and then follow up â€” all for the purpose of helping them improve performance will make a tremendous impact on the team. Who on your team has tremendous potential but is not there yet in actual performance? Is it possible that a little extra time and attention from you could make a difference? Great leaders are often great coaches. They see as their primary responsibility the need to develop the character and skills of the players on their team. It makes sense doesn’t it? That your team will perform at a higher level only when the attitude and skills of each and every team member are sharpened and improved. What are doing to make this happen? Are you accepting the responsibility to coach your players? When you do you will begin to see amazing improvement. Review each of the steps. Practice them.
When you become a focused and accomplished coach you will witness the performance and the attitudes of your team transform!