When faced with an underperforming employee, you may instinctively turn to formal training sessions as a solution. But while training is undoubtedly valuable, it’s not the best fit for every situation.
As learning and performance strategist Jess Almlie shared in a recent post, “Sometimes, it doesn’t matter how fantastically designed our learning solutions are because training alone won’t address the root cause of a problem.”
Manager feedback and coaching can sometimes be a more effective approach. Offering personalized guidance addresses specific challenges and supports employees in real time, tailoring the development process to your team member’s unique needs.
Following these manager coaching best practices can help you offer more effective guidance — and build an overall stronger development program.
1. Start with clear expectations
Clear expectations are foundational for effective performance management. Without them, your team members may be unaware of what they need to achieve or how you measure their success.
Set goals with your team members and revisit them during regular one-on-ones to gauge progress. In doing so, your team members shouldn’t be surprised if you bring up poor performance — and they may even proactively reach out for help before you approach them.
Centering performance discussions on goals is a great way to provide objective feedback so you can offer guidance and measure improvement.
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