Coaching is essential and it is probably among the most basic and important responsibilities of a manager or supervisor. If you’ll ask me, coaching should be done periodically and it depends on you if you want it weekly, monthly, every other 10 days, etc. Periodic coaching usually consists of performance reviews and the time frame may differ depending on your line of business. Now, aside from these periodic coaching, there are certain instances when you may need to coach someone immediately and for a specific reason.
One sure sign that you need to coach someone is when you see a steep drop in the quality of the employee’s performance. An employee may perform great but if a time comes when the work suddenly becomes sloppy, you probably need to coach him/her immediately. One of the mail goals of the coaching is to identify what the root problem is. Dealing with it could help the employee. Usual issues when this happens could be low motivation, personal problems, fatigue or any physical condition that could affect work, and/or attitude. You don’t have to wait until the end of the month to coach that employee. The sloppy work could affect the company’s productivity and credibility and if it continues, the employee may just give up or get burned out.
Attendance issues are a big and common problem in most companies. Employees are often given certain number of days in a month to be off work in case of emergencies. Well, sad to say some people see it as an excuse to just get off work to rest. You need to coach people who are absent weekly or are habitual offenders. Something could be wrong and do it immediately as it may affect your workforce.
Attitude problems are probably one of the most difficult and a lot of you may agree that coaching someone specifically for attitude is not easy at all. Behavior towards work, colleagues and to you is not in your total control especially negative ones. You can give advice but I find it really difficult to tell someone to change his/her attitude or at least do something to make a positive change. There are a few who always spark conflicts that sometimes affect interpersonal relationships at work and may even affect the quality of work itself. The least we could do is to inform that employee that we have observed his/her behavior and if something could be done.
Sometimes, employees voluntarily approach their superiors to ask questions but some of them approach superiors for personal advice on a personal problem and such. Well, it is not needed but this way, you become closer to your employee. Take it as a chance to bond with them and if you have time, I would suggest you give a few of it to them.
Well, situations will be different in every company and even on the personal level. We have different needs at work, we have different approaches when it comes to coaching, and we deal with different problems, etc. As a manager or supervisor, use your best judgment in every situation and always be fair, truthful, sincere, and firm.