coaching to improve performance
The third technique is to provide feedback and coaching to improve performance. Feedback should be done immediately, while the standard set is violated or the target is not reached. Feedback must be specific and must be communicated in a language that matches the recipient feedback. Coaching is conducted among others by asking questions, using independent data and express the weakness / lack of employees with clear. Employees may also be asked to honestly assess their own performance and compare it with the level of performance they want to achieve. Also, coaching should also produce a commitment from the employer / your staff about what they are ready for change, what support they need to make these changes, and time period to make modifications.
Many people are struggling to learn how to provide feedback and coaching, when they become leaders. However, the technique is not enough.
Leading people to deliver performance that will make an organization achieve its objectives, requires the correct attitude of a leader. In managing the performance of employees / staff, these leaders must be insistent, persistent and consistent.
Is insistent, it means the leader must demand a minimum standard of performance. By demanding a minimum standard, the line between acceptable view of the unacceptable becomes clear. If the leader is insistent, then the employees / staff will set their own behavior. Standards demanded should also include business performance indicators, not just as the level of security or safety course.