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The annual performance appraisal is a chance to enhance employee performance and create greater success for the organization and the individual. My intent is to explore how coaching skills can be used in creating a positive annual evaluation experience for both the employee and the supervisor. With our focus on how to keep 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 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. 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, determine what the gaps are and what the resources needed are. When meeting with a staff member: 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 responsibility is to build successful 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. Why is it right? Why does it go well 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 • Vision is central in establishing the plan, the company vision, the employee's vision. • Goals Point to an exciting future. • SMART Goals are positive, specific, measurable, attainable, relevant and time bounded Annual goals are typically big. It’s important to break them down into smaller steps. Make them attainable and not overwhelming. Having an accountability approach to your plan's success is essential. 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. Meet with staff regularly, 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 at the end of the year and say you didn’t accomplish what we outlined in your plan. In addition, if it is never mentioned it leaves staff with 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 creating better results for the company. this is important to you. Focus on the 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 regular review of the PLAN gives you the opportunity to really check-in with staff and support them in developing success. These regular meetings build rapport and the manager as an ally and support person. Employees know you are committed to their success as well as that of the company. This is significant. It develops you as a leader and partner of the staff member 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 Success.
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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 vast experience working with people and building effective teams. Donna’s work focuses on building success in business and working with individuals to launch their dream. Donna provides coaching to supervisors 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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