We should pay attention to the time, place and people in everything we do. Among them, the timing, geographical location and human harmony are actually the timing. Doing things at the right time often gets twice the result with half the effort.
For example, boys tell girls that timing is important if they want to succeed. The girl just broke up with her ex, but if the boy confesses at this time, there is a great possibility of failure. And if girls choose to confess when they are out of the shadow of lovelorn love and ready to start a new life, the chances of success may be much greater.
In the actual performance coaching work, most managers pay attention to the appropriate coaching methods, but ignore the importance of the timing of performance coaching. For example, some managers immediately conduct performance coaching after employees have just been admonished or punished. Obviously, now is not the time. Because employees have just been punished, they are depressed and too tired to receive counseling. Moreover, employees may be angry with managers because of punishment and are unwilling to receive counseling. No matter what the reason, it will not produce good results to coach employees' performance at this time.
There are also some managers who talk to employees one month or more after the performance appraisal, point out their problems and give counseling. At this time, employees are likely to have forgotten the previous problem and can't remember the reason for this problem. This kind of later performance coaching will greatly reduce the effect.
Generally speaking, there are four best opportunities for performance coaching:
When employees are found to have problems and need your help;
When employees take the initiative to ask for your advice;
When you find a way to improve your performance;
When employees just learn new skills through training.
Performance coaching should not only be conducted after performance appraisal, but should be interspersed in the whole performance management process. In the course of work, employees will inevitably encounter all kinds of problems, which will appear no matter when or where. At this time, managers should provide performance coaching in time to help them solve problems in time.
Generally speaking, performance coaching can be divided into active and passive situations. Sometimes managers should take the initiative to provide counseling, and sometimes managers should hold their breath and wait for employees to ask for help.
If employees encounter problems in the process of performance implementation, managers must hold their horses and never "intervene" rashly. Eager to "intervene" can easily make employees think that managers are "meddling" or "showing off themselves". At this time, the best way is to wait for employees to "take the initiative to come to the door" for help. In addition, if employees only learn a new skill through training, but don't know how to use it in their work, managers also need to hold their horses. On the one hand, this can leave employees more time to think, on the other hand, when they take the initiative to seek help, they can deepen their understanding of new knowledge.
So, when should managers help? If it is found that there is a big problem in the work of employees, which will directly affect the performance of employees and even the interests of the whole team, then managers should take the initiative to provide help. When offering help, don't point out the problem directly, but ask questions to guide employees to think, such as "Will there be some problems" and "Do you find that it is actually very tiring to do so". When employees are aware of the problem, managers can give in-depth counseling. In addition, if managers find good performance coaching methods, they can also actively share them with employees to help them improve their performance.
There is an old saying in China: He who knows the times is a hero. Timing is the most important thing in everything. Therefore, while mastering the methods of performance coaching, we should also know how to seize the opportunity of performance coaching and let it play its due role.