Any new job title comes with a certain level of reasonable
goals that the employee is expected to strive for.
In run down, inefficient job situations, these goals
are often left undetermined and never accurately evaluated.
For the successful enterprise, however, there is a
high level of clarity when it comes to defining, and
assessing, how an employee measures up to the required
achievements set before him or her. Yet even when the
strategy is clear, many supervisors fail to see the
dynamism of reality and unforeseen circumstances that
can impact normal expectations.
All too often an employee
is given the burden of normal, competitive expectations
alongside a departmental crisis as early on as a
month into his or her employment. High turnover or
scares can send the department reeling, and while
the new employee may the one who actually holds things
together, it is safe to say that all of the initial
expectations for achievement may not have been met
by the time that he or she comes up for review. Nevertheless,
and as odd as it may seem, many supervisors fail
acknowledge the special circumstances under which
such an employee may not have met the predefined goals,
and opt to castigate the exceptional worker without
giving congratulations. This is a perfect example
how having clearly defined goals is really not enough.
Indeed, the clarity often equates to rigidity if
the goals are not attended to by regularly scheduled
What is Interim Performance Management Coaching?
This dynamic process is
a fundamental component to effective performance management.
It works by assessing employee achievement
not only by the goals set before him or her but by the circumstances under
which the employee is working. By its very name – coaching – this
review process does not take six or eight months to start working, but rather
allows the supervisor to take a hands on approach to his or her workers,
continually providing feedback that encourages the employee in the strengths
as well as giving constructive criticism in the areas that need improvement.
The key points to effective coaching include knowing when to praise an employee
for his or her accomplishments. Unfortunately, many supervisors often display
timidity when it comes to employee criticism. Ignoring a worker’s mistakes
can ultimately prove disastrous for the company. That’s why an effective
supervisor will clearly point out a new employee’s areas of weakness,
so as to root out the problems before they become ingrained bad habits.
coaching, the performance manager can use his or her discretion regarding
when it is necessary to sit down and talk about the issues and when to
drop a few instructive words here or there, thus
most effectively promoting the
best level of achievement from the employee. While effective interim coaching
is always recommendable for nearly any performance management strategy,
it has proven exceptionally useful when crises hit.
By shifting goalposts to
admit the priority of a department’s survival over record profits,
a good supervisor can honestly praise a new employee who exhibits a high
level of talent in keeping
things together, rather than chastising him or her for not achieving the