Coaching Your Employees to Success
By SAMANTHA RUSSELL
According to the Bureau of Labor Statistics, turnover is highest in industries such as trade and utilities, construction, retail, customer service, hospitality, and service. Whether you’re just starting your own business or you’ve been in business management for years, coaching your employees is a necessary part of being an effective leader (not to mention the hundreds, maybe thousands, of dollars you can save by getting it right). If you’ve ever had a great manager, then you will know what it feels like to be encouraged, inspired, or properly guided by your supervisor.
So how can you coach your employees without turning into Michael Scott from “The Office”? Here are a few experts tips that we think will help you rock at being the boss.
- Establish trust.
Trust between employee and manager/business owner is imperative. Show confidence in your employee’s ability to accomplish the task at hand. And in general.
- Describe the problem or set a goal.
If the employee is underperforming, try to identify the issue at hand. If not, brainstorm a list of potential goals for the employee to set sail towards. Don’t make it personal (you can do this by focusing on the work as opposed to the individual). Studies have shown replacing someone in an entry-level position can cost a company as much as 40 percent of an employee’s salary, so making sure your employees are happy and productive is key.
- Get to know your employees.
Put yourself in their shoes. Are there issues out of the employee’s control getting in their way? Four common barriers are time, training, tools, and temperament. Are any of these affecting your employee? If so, how can you help to remove the barrier(s)?
Brainstorm. Think of potential solutions. What can be done better next time? If there is no problem, or if the employee is performing at or above the expected level, discuss how to maintain the efficiency and identify stretch opportunities for your excelling worker.
- Determine plan of action.
Write a list of steps to accomplish the new goal or maintain the high level of performance. Think of this as the “roadmap” for your employee’s success. Bite-sized coaching is trending with developing new employees, so consider how to adopt this approach.
- Set a check-in date.
Make sure to set a followup appointment to discuss progress made and evaluate the plan of action. If needed, make adjustments to the initial plan. Make this a time for the employee to ask questions. Feel free to respond openly and honestly. To make this a “full circle” moment, go back to step 1 and reinforce your confidence in your employee’s ability to succeed. Remind them that you hired them because you knew they would elevate your business.
In addition to these steps, make sure you enter the conversation and actively maintain a sincere tone. You and your employees are working together in a symbiotic relationship for the greater good of your company and it’s important that you make that evident in your personal and professional interactions. And don’t be afraid to give feedback- the more specific, the better.
When all is said and done, a company is only as good as its employees. And the same can be said for a leader. With these steps, you’re on your way to conquering the world… one action plan at a time!
How do you coach your employees to success?
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