Performance management has changed enormously over the last few decades. An annual review, where a line manager leads the discussion, rates the employee and dictates their objectives is no longer fit for purpose. Employees want to be included in the conversation, have the opportunity to air their opinions and take control of their own development.
More and more organizations are adopting regular reviews to enable line managers and employees to work collaboratively, pulling in the same direction to achieve common objectives rather than being pitted against each other.
These regular one-to-ones provide the ideal opportunity for coaching and performance management to align. A coaching approach which is about developing employees to produce improved work is exactly what performance management should be focused on. Coaching is about being non-directive, encouraging employees to find their own solutions. It helps them to understand what their strengths are and recognize where they can improve.
Line managers are expected to do a lot. On top of their own work, they are also required to help and support their direct reports. Many are put into managerial positions because they are good at their role, not because they have the right skills to manage people.
Research suggests that as many as 80% of managers receive no formal management training. Coaching is not something that anyone can instinctively do without coach training. If it is to be done effectively, line managers need training to understand the process and how to implement it within their one-to-ones.
Everyone is different, with their own distinct personalities, characteristics and learning styles. Some people need to be very hands-on and physically do tasks to learn how to do them. Others are more cerebral and like to read about the theory before putting it into practice. Line managers must recognize their employees are individuals and adapt their approach accordingly.
Creating a structure for your one-to-ones that supports their line managers and enables employees to take control of their own development is far from simple, and each business has their own unique requirements.
However, we have learned a lot over the years and have seen first-hand the benefits of integrating coaching and performance management. Here are our tips on how to introduce this approach successfully.
As more and more employers embrace hybrid working with employees trusted to work remotely for a significant period of time, coaching becomes increasingly important.
Employees need to be able to motivate themselves and trust their own judgment. Combining coaching and one-to-one reviews is an effective way for employees to develop the skills they need to thrive in the future.
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In this high impact nine week program Coach Marlee will help you to increase your self leadership and general wellbeing while also helping you to break through self sabotage, develop life long skills for emotional resilience and self-esteem, all crucial skills for sustaining high performance coaching. Enjoy weekly cutting edge science backed wellbeing resources from Blisspot.
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