The costs of terminating an employee can be expensive both emotionally and financially for all stakeholders. For some at-risk employees, termination is the only alternative to poor performance or other work related indiscretions. Alternatively, if you are considering termination for an employee who has veered off track, success coaching can be a worthwhile investment.
What are the Benefits of Success Coaching?
With success coaching, an at-risk employee has the opportunity to:
- Objectively and honestly address performance issues and concerns that may lead to termination
- Co-develop a plan for improving performance over a specific time period
- Have an accountability partner (the coach) without involving the manager or other coworkers
- Develop or regain confidence by working toward goals with support
- Feel valued because the organization is investing in success coaching
How does Success Coaching Work?
- Manager briefs the coach about the employee's performance issue
- Manager, employee, and coach meet to determine if success coaching is a viable solution
- Manager, employee, and coach agree on the objectives and time frame for success coaching
- Coach and employee meet for weekly confidential coaching sessions during the agreed time frame
- At the conclusion of the success coaching period, the coach, employee, and manager will meet again to assess the progress of the employee and together they will decide on the next steps.
Note: A behavioral assessment or 360 Feedback assessment may be administered to enhance the employee’s self-awareness and improve communication with others.
Some Tips for Getting Best Results from Success Coaching
Get Buy In - The manager, employee, and coach must all agree that success coaching is a good option to address the performance issues.
Get On the Same Page - The manager and employee must agree to the objectives, time commitment, and time frame.
Know What Success Looks Like - Define and agree on how you will measure success at the end of the success coaching period.
Make the Commitment - Determine what needs to happen to ensure that the employee can invest the time in success coaching such as reducing work load or modifying schedules to accommodate coaching sessions.
Respect Confidentiality - The coach will not discuss the coaching sessions with the manager. General updates may be provided but no specific details.
Be Realistic - Change and improvement do not happen instantly. It's a process that requires time and commitment.
