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Coaching & performance management - Coggle Diagram
Coaching & performance management
Managers often ignore poor performance and do the work themselves or delegate to others
The initial problem remains unresolved
This cause problems and lead to low morale
It could be that the recruiting and selection process is flawed, or that orientation and initial training have been done poorly (if at all)
A positive approach to managing performance
Coaches rather than controllers
Effective managers also make sure employees know how they are performing on a regular basis and that effective performance is rewarded when it occurs.
Performance management is also more likely to emphasize employee values, participation, and engagement, rather than the top-down approach common with many performance appraisal systems
performance management and coaching must be connected to the goals and strategies of the organization as a whole.
Coaching can be viewed as a process used to encourage employees to accept responsibility for their own performance, to enable them to achieve and sustain superior performance, and to treat them as partners in working toward organizational goals and effectiveness.
coaching analysis, which involves analyzing performance and the conditions under which it occurs
coaching discussions, or face-to-face communication between employee and supervisor both to solve problems and to enable the employee to maintain effective performance
Role of the supervisor
It is the supervisor’s responsibility to ensure that his or her unit meets its goals, and that means ensuring that employees perform their tasks effectively.
HRDs Role
They can provide training in the coaching process
Help to create a climate that encourages coaching
Are the systems up-to-date
HRD must understand the coaching process
The can help leaders prepare for the challenging and rewarding
SUPERVISORS MAY NEED TRAINING TO BECOME EFFECTIVE COACHES