Being able
to effectively coach and mentor your employees on an individual basis allows
you to build both trust and respect within your work environment. It provides
your employees with an added level of comfort knowing they can not only count
on you when they need your help but that you are also advocating their own
successes. Supervisor training often omits skills this aspect of education.
A successful employee leads to a successful company. Keep this in mind and you'll make the right decision 90% of the time.
A successful employee leads to a successful company. Keep this in mind and you'll make the right decision 90% of the time.
Exercise:
Note:
Depending on the number of employees under your supervision, you may want to
increase the number of employees you meet with each week.
Select one
day a week to schedule an hour of your time to meet with one employee for a
one-on-one
session.
To make the
selection process easier, begin with an alphabetized list of your employees, by
first or last names. Start at the top of the list and work your way down the list
until you have met with each employee over the time frame allotted.
Prior to
your one-on-one, type a list of questions, concerns, goals, etc. to act as your
personal guide throughout the meeting. The following is a suggestion to help
you create your personal guide:
1. Begin
with setting expectations for the meeting and thanking employee:
a. meeting length: approximately one
hour
b. purpose of meeting: recognize
goals/projects completed
address employee concerns
establish future goals/projects
c. "[Insert employee's preferred name], I appreciate you taking the
time to meet
today. Our meeting shouldn't take more than about an hour. The main
purpose
is to evaluate your performance the past quarter and address any concerns you may
have."
2.
Recognize and acknowledge goals/projects completed:
a. Provide construction feedback on
any goals achieved during the past quarter
b. Briefly discuss projects
completed during the past quarter
c. Ask employee for his/her own
feedback in regards to goals/projects
1. Were you able to meet
your goal(s) in the time you hoped? Why or
why not? What can you do in the future to
ensure you meet all of
your quarterly goals?
2. Were you able to
complete all assigned projects/tasks in the allotted
amount of time? Why or why not?
3. Are you satisfied
with the outcome of your goals and projects? Why or
why not?
3.
Addressing employee concerns:
a. This is the time to address any
of your employee's concerns that have not been yet
been raised during the course of this meeting
1. Outside of what we
have discussed thus far, do you have any concerns that
need to be addressed today?
