Performance Management - Topic 5 - Monitoring.pptx

2. Roles in
Monitoring
Step
Direct
Supervisor
Performance
Specialist

3. Direct
Supervisor
Coaching Feedback

4. What is Coaching
The first step in any effort to improve employee
performance is counseling or coaching.
Counseling or coaching is part of the day-to-day
interaction between a supervisor and an employee.
Coaching often provides positive feedback about
employee contributions. Employees need to know
when they are effective contributors.

5. What is Coaching
At the same time, regular coaching brings
performance issues to an employee's attention when
they are minor.
Coaching feedback assists the employee to correct
these issues before they become significant
detractions from his/her performance.

6. What is Coaching
The goal of performance coaching is not to make the
employee feel bad, nor is it provided to show how
much the HR professional or manager know.
The goal of coaching is to work with the employee to
solve performance problems and to improve the work
of the employee, the team, and the department.

7. What is Coaching
The first step in any effort to improve employee
performance is counseling or coaching.
Counseling or coaching is part of the day-to-day
interaction between a supervisor and an employee.
Coaching often provides positive feedback about
employee contributions. Employees need to know
when they are effective contributors.

8. What is Coaching
Employees who respond positively to coaching and
improve their performance can become valued
contributors to the success of the business.
Employees who fail to improve will find themselves
placed on a formal performance improvement plan,
known as a PIP.

9. What is Coaching
In a second example of the use of performance
coaching, managers can use performance coaching to
help employees who are effective contributors
improve and become even more effective
contributors.
Done well, coaching can help an employee
continuously improve their skills, experience, and
ability to contribute.

10. What is Coaching
From years of observing managers coaching, the time
managers spend in performance coaching with their
best, most contributing employees is time well spent.
It is more likely to produce increasing results for the
organization and for the manager's department and
priorities

11. What is Coaching
It is ironic that many managers find that they spend
the majority of their time with their troubled, or
underperforming employees.
This is despite the fact that the most significant value
from their time and energy investment comes from
the opposite priority.

12. What is Coaching
Coaching is an effective tool for managers to deploy
in their efforts to help employees succeed, and
especially help employees increase their skills and
their potential opportunities for promotion or lateral
moves to more interesting positions.

13. What is Feedback
Feedback is about giving information in a way that
encourages the employee to accept it, reflect on it,
learn from it, and hopefully make changes for the
better. Being able to give feedback is a skill that is
useful in our personal in general and work lives.
Feedback is important to the ongoing development of
learners in organizations.

14. What is Feedback
Specifically, feedback can:
o Clarify good performance
o Help develop self-assessment (reflection)
o Deliver high quality information
o Encourage dialogue
o Encourage motivational belief and self-esteem
o Provide opportunities to close the gap
o Provide information to supervisors to improve their
management skills.

15. Performance
Specialist
Track Goal
Progress
Monitor
Improvement
Plan
Mid Year
Review

16. a- Track Goal/Objective Progress
Once you’ve established your company-wide
goal and individual objectives, the next step is
tracking progress on those objectives. It’s
important for employees to track their progress
because they need to have the information
available during the all-important review
process.

17. Track Goal/Objective Progress
Additionally, managers need to be aware of
progress on goals to step in with assistance or
resources when it appears that goal targets will
possibly be missed

18. Track Goal Progress
Having this information handy is also helpful
when management is not aware of all of the
steps involved in reaching a goal and strong
documentation assists you in discussions of
past projects and successes when review time
rolls around.
Tracking your goals in a centralized location
helps you stay on track in several ways with
subordinates:

19. Track Goal Progress
a. Organize, manage and reassess your goals frequently
b. Create action plans with milestones for larger goals
c. Track the time to make sure the daily efforts are
focused on meaningful tasks