When you properly coach your employees you can reap numerous benefits that include everything from improved performance and productivity, to staff development, to improved relationships, to better use of intellectual resources and a more motivated staff. In “Coach Employees: Part One,” we identified different learning styles to help you get the most from coaching.
This week, we look at when (and why) you should consider coaching an employee.
Jewelers of America’s Director of Education David Peters says coaching can be used under the following circumstances:
- To address performance issues
- To create a development plan
- To help employees develop new skills or take on new responsibilities
- Before delegating an assignment
- When an employee asks for help
- When an employee fails to apply skills learning in training
- When an employee is unsuccessful at completing a task, assignment or process
Peters notes that coaching shouldn’t be confused with other owner/manager activities such as making annual review assessments and compensation decisions, disciplining employees, or holding store meetings or group discussions.
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