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CHAPTER 9: Performance Management Skills - Coggle Diagram
CHAPTER 9: Performance Management Skills
Helps employees develop and improve their performance and to address more long term career goals and aspirations.
Being able to serve as coaches, to observe and document performance accurately, to give positive and negative feedback and conduct useful and constructive performance review discussions.
Coaching
Ongoing process in which the manager interacts with his or her employees and takes an active role and interest in their performance.
Coaching also include giving advice, providing guidance for employees and support being when the employee needs help.
Major Functions
Give advice
Provide guidance
Give support
Give confidence
Promote greater competence
Key behaviors
Establish dev.objectives.
Communicate effectively
Motivate employees
Document performance
Give feedback
Diagnose problems
Develeop employees
Coaching process
Set developmental goals
Identify dev. resources and strategies
Implement strategies
Observe and doc. development behavior
Give feedback
Observe behavior and outcomes
Time constraints
Managers may be too busy to gather and document information.
Situational constraints
unable to observe employees as they
engage in developmental activities.
Activity constraints
activity is highly unstructured.
Coaching Styles
Driver
Tell the employee being
coached what to do
Persuader
Try to sell what they want the employee to do.
Amiable
Provide opportunities for employees to express views and opinions that they feel are the right thing to do.
Analyzer
Analyzing performance in a logical and systematic way and then follow rules and procedures
when providing a recommendation.
Giving effective feedback
Specific
Verifiable
Frequent
Consistent
Consequential
Timely
Descriptive first and evaluative second
A confidence builder for employees
Praise
Sincere
Specific
behaviors or results
Take time and act pleased
Avoiding the above pitfalls will minimize the possibility of problems during the formal
disciplinary process.