You probably spend hours preparing to review your workers’ performance, but the thirty minutes you spend with them during the evaluation isn’t enough.
New approach: Try coaching your employees on a regular basis rather than evaluating them a few times each year. This way, you can establish successful habits and root out problems.
However, there are a few things to keep in mind when setting up a coaching strategy.
Hold your team accountable. While you want your staffers to be successful, you can’t hold yourself accountable for their performance. Your job is to promote your team’s confidence and skill, not rack your brain trying to figure out what you did wrong.
Believe in your team. You must truly believe in your employees’ ability to perform tasks well. If you don’t believe in them, not only will they fail to excel at the job but their performance will bottom out -- leaving you with a worker who was better off without your help.
Open up conversation. Healthy communication is the best tool you can use to create successful employees. You should keep an open line of dialogue with your subordinates so that they feel comfortable coming to you with problems or concerns.
Best: Don’t expect your staffers to be the talkers -- make sure you ask questions and listen attentively