Coaching takes time and a commitment to relationship building. Remember, coaching is not for every situation. Serious, blatant, and/or ongoing employee performance problems may need to progress to the next level: "Realigning Performance." Remember: When helping others prepare for change, developing staff in new areas, carrying out process improvement, increasing the potential for retention, facilitating growth, building commitment or working to change the coaching may be the tool to organization’s culture, Learn More about Coaching Contact: HR Employee Relations Manager Take a Minute to Reflect Does coaching fit your supervisory style? If yes, what one thing do you plan to do to create coaching relationships with your staff? Performance Management System Realigning Performance You have learned about setting performance expectations and the importance of keeping performance on target through feedback and coaching. Even with the best efforts, sometimes performance goes into a downward spiral. When clear performance expectations, feedback and coaching no longer work in getting the desired performance, it is time to look at realigning performance. The process of realigning performance can be difficult. It is often "put off" or avoided for many reasons, including: Lack of knowledge or structure on how to realign performance; Lack of willingness to confront; Fear of losing control; Fear of hurting the person's feelings; Sympathy; and Hoping it will all just go away. Or thinking the problem will go away if the employee is given praise instead of confronting the issue directly. When entering into this area of performance management, it is a good practice to gather and review all of your information about the employee (e.g., performance expectations, feedback). Then make an appointment to discuss the situation with your manager or HR/ Employee Relations Manager. Realigning performance builds on skills gained in the preceding sections. The skills you will learn revolve around "disciplining" without punishment, dealing with performance problems, documenting performance, performance improvement plans, or progressive discipline. Your goal as a supervisor is to help employees succeed. Remember: is the key! Communication
Coaching takes time and a commitment to relationship building. Remember, coaching is not for every situation. Serious, blatant, and/or ongoing employee performance problems may need to progress to the next level: "Realigning Performance." Remember: When helping others prepare for change, developing staff in new areas, carrying out process improvement, increasing the potential for retention, facilitating growth, building commitment or working to change the organization’s culture, coaching may be the tool to Learn More about Coaching Contact: HR Employee Relations Manager Take a Minute to Reflect Does coaching fit your supervisory style? If yes, what one thing do you plan to do to create coaching relationships with your staff? Performance Management System Realigning Performance You have learned about setting performance expectations and the importance of keeping performance on target through feedback and coaching. Even with the best efforts, sometimes performance goes into a downward spiral. When clear performance expectations, feedback and coaching no longer work in getting the desired performance, it is time to look at realigning performance. The process of realigning performance can be difficult. It is often "put off" or avoided for many reasons, including: Lack of knowledge or structure on how to realign performance; Lack of willingness to confront; Fear of losing control; Fear of hurting the person's feelings; Sympathy; and Hoping it will all just go away. Or thinking the problem will go away if the employee is given praise instead of confronting the issue directly. When entering into this area of performance management, it is a good practice to gather and review all of your information about the employee (e.g., performance expectations, feedback). Then make an appointment to discuss the situation with your manager or HR/ Employee Relations Manager. Realigning performance builds on skills gained in the preceding sections. The skills you will learn revolve around "disciplining" without punishment, dealing with performance problems, documenting performance, performance improvement plans, or progressive discipline. Your goal as a supervisor is to help employees succeed. Remember: Communication is the key!