In this video I will cover how to conduct a follow-up coaching session with the goal of improving employee performance.

In my previous video blog I explained how to use a job description to initiate a coaching process with the goal of improving performance. Prior to that, I showed how to write a job description using my job description template in that blog video. You can download the job description template from that blog article.

The follow-up coaching session is really an ongoing process of coaching for continuous improvement through goal setting, problem solving and clear communication between the manager and his/her direct reports.

Here are some suggested steps to run a successful coaching session.

1.       Start of by asking what is going well since the last meeting. Discuss the causes of this and recognize what the employee has done to make this happen. Point to their positive traits and improved behaviors that might have contributed to these results. For example the employee might have said they felt good about putting more time and focus on one of their key tasks that you had discussed with them at the last meeting. You could point out that you are glad to see them making that effort and that their ability to focus on a task is what you see as a key strength of theirs.

2.       Discuss the goal you may have set with them at the last meeting and the progress that has been made. Again recognize the accomplishments and what caused it in their behavior. If the action steps toward the goal had not been fully met discuss what happened. This is another opportunity to identify obstacles to job performance and to find and agree on new solutions.

3.       Review the actions you as a manager were to take to support them and remove any constraints that had been discussed at the previous meeting. See if there is new support action that you need to take.

4.       Review the discussion and summarize and agree on the next action steps both the employee and you will take towards the goals you have set together.

5.       Set the date for the next meeting in both your agendas.

Tip 1: Ask questions and listen. Let the employee come up with their own solutions to problems as much as possible, rather than solving problems for them and telling them what to do. This will develop more autonomous and responsible employees who will become self-sufficient with your coaching.

Tip 2: Never point out negative traits but instead focus on the problem. For example if the employee shows sign of poor work ethic, don’t say you really are lazy. Instead just ask what happened; why did they not do what was agreed.  If what you hear amounts to excuses, you need to challenge them on this without putting them down. Stick to finding out what they will do to correct this by the next meeting. If this behavior continues it is another type of problem that needs disciplinary action.  I will cover this in a future blog article and video.

Stephen Goldberg