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NORTHERN NEW ENGLAND CENTER FOR FINANCIAL TRAINING Presents a Professional Development Program for Bank Managers: Performance Management and Coaching Developed and Delivered by Linda Blessing, M.S.

How to fill out performance management and coaching

How to fill out performance management and coaching:

1. Start by setting clear performance goals: Identify the key performance objectives and expectations for the individual or team you are managing. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
2. Regularly assess performance: Schedule regular check-ins with your employees to monitor their progress towards their goals. During these assessments, provide constructive feedback on their performance and address any areas for improvement.
3. Provide ongoing coaching and support: Offer guidance, resources, and training opportunities to help your employees develop their skills and enhance their performance. Be available to answer questions, offer advice, and provide feedback on an ongoing basis.
4. Recognize and reward achievements: Acknowledge and appreciate the efforts and achievements of your employees. Recognize their hard work and provide meaningful rewards or incentives to motivate them to continue performing at their best.
5. Address performance issues: If performance issues arise, address them promptly and professionally. Have open and honest conversations with the employee to identify the root causes of the problem and work together to find solutions and develop an improvement plan.
6. Document performance management discussions: Keep a record of all performance management discussions, including goals, feedback, coaching sessions, and any relevant documentation. This documentation will help you track progress, identify patterns, and provide evidence if further action is required.

Who needs performance management and coaching:

1. Employees at all levels: Performance management and coaching are beneficial for employees at all levels of an organization. It helps them understand expectations, identify areas for improvement, and develop professionally.
2. New employees: Performance management and coaching are particularly important for new employees who require guidance and support to learn their roles, adapt to the company culture, and perform effectively.
3. Underperforming employees: Performance management and coaching can be instrumental in helping underperforming employees improve their performance. By identifying the underlying causes of the performance issues and providing targeted support, managers can help these employees develop their skills and regain their productivity.
4. High-potential employees: Performance management and coaching are not only for those who need improvement. They are also essential for high-potential employees who have the potential to excel and take on increased responsibilities. By offering them guidance and development opportunities, organizations can nurture and retain these valuable talents.
5. Teams and departments: Performance management and coaching are not limited to individual employees. They can also be applied to teams and departments to foster collaboration, enhance teamwork, and improve overall performance.

In conclusion, filling out performance management and coaching involves setting clear goals, assessing performance, providing ongoing coaching and support, recognizing achievements, addressing performance issues, and documenting discussions. It is essential for employees at all levels, including new employees, underperforming employees, high-potential employees, and teams/departments.

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What is performance management and coaching?

Performance management and coaching is a process that involves setting goals, evaluating progress, providing feedback, and developing skills to enhance performance.

Who is required to file performance management and coaching?

Employers are typically required to implement performance management and coaching for their employees.

How to fill out performance management and coaching?

Performance management and coaching can be filled out through regular meetings, feedback sessions, and performance evaluations.

What is the purpose of performance management and coaching?

The purpose of performance management and coaching is to improve employee performance, productivity, and overall job satisfaction.

What information must be reported on performance management and coaching?

Information such as employee goals, progress towards those goals, feedback from supervisors, and development plans must be reported.

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