The Importance Of Performance Coaching

Performance coaching is an improvement based role taken up by a manager to provide support and encourage employees to work towards up-skilling their existing capabilities and to motivate employees to complete their performance improvement plan through close communication, monitoring and by providing positive reinforcement (Kirkpatrick, 2006). Coaching is an ongoing, collaborative process in which the manager takes an active role in the development of their employee, involving motivating, directing and rewarding employees in their day to day role with the aim of improving performance and ensuring performance standards do not drop (Aguinis, 2013). This suggests that performance coaching is a positive input for improving performance however what

This contends that all employees are willing to work on improving and working with a manager to better improve their output, unfortunately this is not always the case and can result in just wasting time for the manager, so it would be beneficial to the business to remove the employee (Werner et al, 2012). Furthermore, there are considerations when managing poor performance to find the root cause of the problems, these are a combination of declarative knowledge of both the manager and the employee knowing the job deliverables, procedural knowledge or the employee’s lack of opportunity to perform their duties which can lead frustration and anger (Aguinis, 2013). If following a performance improvement plan sufficient progress has not been forthcoming then a dismissal process can start which initially would be a discussion on the shortfall of the employee performance with the purpose of the meeting

However, when not using facts, emotions and symbols in their communication managers can leave out added meaning that could stimulate the transfer of meaning and quality decision which could have an effect on employees being open to provide suggestions (Crossland et al, 2002). Communication can be the key to solving underperformance of an employee as well as providing clarity about the expectations and objectives early on when underlying problems are identified (Armstrong, 2009). When there are specific problems with employee performance, methods can be adopted to allow the company and employee to take ownership and collaboratively work through any issues, this can be done through being transparent and clarifying issue’s by getting straight to the point, asking the employee what they think about what’s been said and listening to see if they accept accountability (Eisaguirre, 2009). Furthermore, problems can arise through the breakdown of communication between a manager and employee so it is important to be clear and concise when communicating so that the recipient understands the what, why, when and how to undertake an instruction