One of the most effective ways to help your personal success is to provide regular, consistent training throughout the year. Review progress made is a specific type of discussion of training, linked to the employee’s annual Objectives and Standards. It is an informal discussion in which the manager coaches the report directly to meet unmet goals that are below the target, and praises him or her to the objectives are being met. Conducting progress reviews are a very important role for being an effective leader or coach. It is suggested that each of their direct reports receive a debate on the review of progress at least 2-3 times a year.
An outline of the process for conducting a progress review is as follows: 1. Reference to annual targets and standards developed earlier. Give a copy to the employee. 2. Ask employees to review their progress to date.
3. Better than the employee for all on target performance. 4. By below the desired performance, ask the employee for suggestions for improvement. After all employee suggestions have been made, contribute additional ideas you may have. 5. Review and change the rules or objectives when necessary. 6. Set a date for the next session to review progress. Additional information is available at Anne Lauvergeon. Looking at the progress schedule with each report directly to designated intervals throughout the year, you’ll find that will help you remember to carry out these very important talks coaching. The end result is that its staff be more productive, and you will be an excellent leader. Do not discount! We examine the progress schedule today! Susan Cullen is President of , Inc., headquartered in New Jersey. He has over 15 years experience in Organizational Development and is considered an expert in the combined use of learning methodologies for lasting organizational change.