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in their future with the company by making sure they have time for learning and development will make those four hurdles easier to jump. Have weekly or monthly one-


on-one meetings to discuss your employees’ progress. Ask them what learning techniques are working best for them, which style of coaching they favour, and if there’s a mentor they click with especially well. Going over these three questions and opening the floor for them to discuss any other issues or concerns will equip you to set up future goals and expectations together.


There’s constant attention on improving


Focusing on improvement can only be done if leaders understand exactly what each person needs to improve upon and what tools will help them reach each specific goal.


We use performance tools


daily to live out our culture of coaching and feedback. Using a manager-employee one-on-one tool makes manager-employee meetings efficient, productive and engaging. With an employee feedback tool, our team is able to give or receive anonymous or attributed feedback, any time and in real-time. Also, peer-to-peer recognition boards and goal-tracking software provides managers with the information they need to be good coaches. We also continue with pulse


surveys to give employees and managers a 360 degree look into their learning and development structure. Tey allow employees to openly express what is working for them, so you can quickly alter coaching strategies to fit their needs and lessen wasted time and money. A 360 degree feedback approach


also means giving employees frequent and immediate feedback – even if it’s negative. Your team wants to know where they stand in their development. Effective coaching can’t begin if employees and leaders aren’t on the same page about progress. Managing and coaching are similar in their desired end result, but a continuous coaching strategy allows for employees to be proactive about their progress. Giving each person the opportunity to gain experience and grow within, or beyond, their own position instils motivation, passion and productivity.


Greg Harris is the president and CEO of Quantum Workplace. Find out more at quantumworkplace.com


Reference 1 http://bit.ly/2r188D2


www.trainingjournal.com


| June 2017 | 21


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