Easy Tips To Implement Employee Coaching

Regular private sessions with each of my employees is something that I do in my SEO company. What I do is I prepare these feedback details in short bullet points. Timely employee coaching is the key to provide feedback as soon as they need it to improve on their tasks. You have to make sure that you do this often to make it more effective for all your employees. I’ll share some tips on how to provide appropriate feedback because I believe many people give feedback and then it gets taken the wrong way at times.

An important tip is to take notes and document everything that should be discussed in the feedback session. You can have these points as handy reference materials for your follow up sessions with your employees. Do this to trace the progress and improvement that your employees did the last time that you had a coaching session with them. You will definitely get much more out of your team when you begin to get to know them because effective managers should know their team members well. That is the way you do business with your virtual team.

A reality with coaching employees, is that you are going to do this with all of your virtual team members, especially if they are starting to familiarize themselves in doing a new SEO services task for your campaign. It is better to do this early on so you can guide them to the right direction, instead of waiting for them to finish the task only to find out that there are a lot of missed steps that they incurred along the way.

Small things like that can be a little bit frustrating, so you do it on a really granular level first, give them a small piece, quality check it, quality check it and then you can start to scale up. That’s key. With feedback, you need to make sure that you do it regularly and give positive and negative feedback a well. If you’re someone who’s always on the back of your staff members and you might say, hey, can I give you some feedback and all the feedback that you always ever give them is, you’re doing a really bad job, you need to lift your game, no one is going to want to listen to that feedback. You need to also give good feedback as well.

Employee coaching also needs to be specific per person. For example you ask Ryan on how he does the customer support task or Grace on how she relays tasks to the rest of the staff. You should make sure that you do lots of positive feedback, that way once you do mention the negative things, and that I don’t say it’s negative because it’s exactly about enhancing your performance, for me personally, it’s more acceptable that they think of it that way.

That is one of the expectations I set when someone comes on board, that is for them to take good feedback. This means that you as an employee should be able to take both negative and positive feedback. Good managers should always request improved performance that is why I always ask more out of my guys all the time. How do you do it? Keep pushing yourself beyond your safe place. In the long run, it is good for you and it is best for me. Anthony Robbins calls it Cani, Constant, constant improvement.

Some employers use the sandwich technique, but I don't. Some individuals utilize this technique where they’ll say, you’re carrying out a great job using this, oh incidentally you’re carrying out a really bad job with this particular and you’re doing a great job with this one. They’ll sandwich the area that they have considered trying and improve with two positive feedback either side. It is like doing kiss, then kick, then kiss to close the feedback session.

I’m not just a fan of this because I would rather keep it direct to the point so that they would remember the important points that I will share to them during feedback session. I personally prefer to do it that way for better retention of what they need to improve on. That explains why I am not a fan of this sandwich method.

It is best to give positive feedback if it is due, and give negative feedback simply to help your employee improve his performance through proper and timely employee coaching on time, all the time.