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Providing Feedback and Coaching

General Issues, Leadership, Management, Self-Development, Training, 0 693

A big part of properly managing employee performance is providing feedback and coaching. By frequently communicating with each individual team member about their progress, you can identify issues early on before they become bigger problems while also helping them gain the skills necessary for working efficiently. In this article, we will explore the benefits that come from using feedback and coaching as part of a successful performance management system.

The first benefit of providing feedback and coaching is improved employee engagement. When employers make conversations surrounding professional development regular occurrences instead of something that happens once yearly or every few months only, staff members are more likely to stay motivated. Regular check-ins can help ensure team members understand how their work contributes to overall success which leads to higher levels of job satisfaction resulting in greater commitment towards goals that have been set out by the department or organization at large. Additionally, when employees know where they stand within a company hierarchy, they may be more likely to put forth extra effort since there could be potential promotions down the line if their performance is seen as exemplary.


The second benefit relates to teams being able give timely recognition for good work done by individuals over short intervals rather than waiting until formal reviews come around. This sparks motivation among not just those who receive positive comments, but also others who now aspire towards achieving similar levels excellence in order receive such commendations themselves. As such, having clear established guidelines upon which staff can base expectations allows managers better prioritize tasks depending on workload/time availability while providing constant guidance through direct reinforcement based on recent results. This ensures operations continues to run smoothly without causing disruption in workflow or ongoing projects.
Thirdly, having candid conversations regarding potential areas improvement should be an ongoing practice to make sure everyone in the organization remains up to date on relevant industry best practices and closing knowledge gaps among personnel. This acts as deterrent against future costly errors arising due to lack of information about training needed to carry out specific processes correctly to remediate problems before they turn into severe issues, thus leaving entire business’s efficiency and projected goals and timelines compromised, with direct effect on the business’s profitability.


Finally, it is important to remember that even most senior level executives still need coaching occasionally to manage objectives and long-term plans to break bottlenecks or “silo mentalities" when complex decisions arise. This sets examples for junior colleagues by entrenching a role modelling behavior that allows them to perceive a clear career progression pathway to eventually reach high ranks, hence creating competitive drive and unleashing the highest possible outputs in the organization.
In conclusion, utilizing feedback and coaching during your Performance Management process will allow companies reap countless advantages including increasing productivity rates, boosting morale, gaining valuable market insights whilst developing a pool of talent that can transition easily into positions of higher responsibility whenever the vacancy is presented.


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