Coaching Process

Performance Coaching Process

BEFORE THE APPRAISAL	Keep good records	Both praise and criticism are most meaningful when supported by factual examples
	Review previous goals	Use previous goals to evaluate progress
	Get input from others	Seek feedback from others who work with the appraisee in areas they will have objective knowledge of and get examples where available
	Prepare carefully	Prepare in advance so that you can deliver the message that you intend to
	Prepare administrative details	agree on a time – set aside at least one hour. Avoid postponing the appointment, and give the employee full attention. select a location – office or conference room is best. ask employee to prepare – ask the employee to review his/her goals, and come prepared with questions.

DURING THE APPRAISAL	Explain the meeting agenda	Outline what is about to happen for the session
	Encourage communication	listen encourage two-way communication ask for ideas on how they can improve their performance ask for how they feel you can help them ask for feedback on the appraisal section
	Stay focused	Keep the session focussed on past and future performance, summarise discussion issues often to ensure agreement
	Communicating shortcomings	The employee expects and should know what he/she needs to improve
	Be open	Be versatile and open-minded if you hear things that cause you to change your opinion

DURING THE APPRAISAL	Evaluation process	Begin with the positive things that were well done Follow this with areas that need improvement and a plan on how to address them Conclude with a reinforcement of your desire to help the person grow and improve
	Making promises	Don’t make promises you do not have control over (e.g. salary increments, promotions, transfers etc)
	Review goals	Concentrate on a few areas- things that make a difference.  Try to encourage continuation and growth in the areas of strength. Set up “smart” goals that will build strength in areas needing attention

AFTER THE APPRAISAL	Administration	Complete the paperwork required for the results of the appraisal Make sure the appraisee signs on the bottom line Mark the calendar on when your next appraisal session with the person will be
	Follow-up	Follow-up on agreements made during the appraisal
	Learning	Review what you have learnt about the employee, your records and systems, yourself, the appraisal process and your management style