辅导的技巧课程.pptVIP

辅导技巧 (3) - 提供反馈 正面反馈 表扬员工优点 ? B = Behaviour 表扬员工工作价值 E = Effect 说明工作的重要及其贡献 T = Thank You 感谢员工付出努力 辅导技巧(3) - 提供反馈? 纠正反馈 改善员工行为, 希望 保留员工 B = Behaviour 表示员工行为是不能接受 E = Effect 解释原因及有关影响 E = Expectation 说明期望的改善 R = Result 知会后果 三明治式反馈 正面反馈 纠正反馈 Once goals have been established, you can begin to track performance. Other alternative methods of tracking performance over time: Computer reports, Graphs Bar Charts Comparison reports The graphs are one of the best ways to see performance at a particular point in time and to be able to compare that performance with previous time periods. The graph has the goal on one axis and the time period on the other anis. Plotting the performance over time allows the coach to me * Develop tracking system can be used to measure performance over time. Before tracking performance, goals and objectives have to be established. One way to do this is to have an MBO (Mgmt by Objectives) system or process. * An important part of the coaching process is to: Recognize employee behaviour during various growth stages Adjust the leadership style to meet the particular needs of the employee during that growth stage. Most employees need a good leader/coach to move through the growth stages. * * Stage 1 The employee needs the highly directive and close supervision style of the Director. If this is a skilled worker that has been promoted or recruited, the need for this leadership style will be less and for a shorter time than that of an inexperienced worker. Stage 2 Training and supervision are still necessary but there is also great need for soliciting the employee’s ideas, two-way communication, and generally a more supportive, Coaching environment. Given those considerations during the final training phrases, the employee will progress to . . . Stage 3 Problems can arise when the skilled worker is seemingly ignored. To become a high performer, the capable employee needs praise, recognition, and the opportunity to so