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The annual performance evaluation is an opportunity to enhance staff performance and create greater success for the organization and the staff member. My intent is to explore how coaching skills can be used in creating a good performance appraisal experience for both the staff member and the supervisor. With our focus on how to maintain good performance going throughout the year. Annual evaluations are often dreaded by both the employee and the supervisor. Often the manager talks about issues that the employee didn’t expect. With the supervisor as a mentor and partner committed to building the staff member's results the environment can shift. This is achieved by reframing the evaluation experience, fostering a positive, goal oriented environment that thrives on success. By using coaching focused questions you have the chance to create powerful positive energy, find out what the gaps are and what the resources needed are. In meetings with the employee: o Be in the present, focused on the employee o Listen actively, with focus and eliminate all other distractions o Recognize their strengths, their value 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 business owner 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 managers, our role is to build high performance teams and we have to have successful team members in order to do that. If we spend our energy 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 progress the plan or give any feedback. So, how do we make them measurable? Measurable means you can count it, you can score it • 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 vital to break them down into smaller steps. Make goals achievable and not overwhelming. Building in accountability in your annual success plans is vital. Often performance appraisals are done, and then left without a glance until the following year. This causes the original framework of stress and discomfort to begin again. Accountability is your responsibility. Schedule regular meetings with staff, go over 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 annually and say you didn’t accomplish what we outlined in your plan. In addition, if it 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 plan created are focused on creating better results for the company. You want that. Focus on the plan. Each meeting: • Look at the vision • Acknowledge 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 chance to really check-in with staff and support them in developing success. It prevents the annual performance review dread. Employees know you are invested in their success as well as that of the company. This is significant. You become a partner of the staff and strengthens you as a leader and gives you information about 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.
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About the Article Author
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 administrator 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 training to business owners 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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