Coaching and Counseling

Ongoing coaching, feedback, and recognition build strong relationships, motivate employees and create a culture of growth and development. Build informal coaching opportunities into your day-to-day interaction with staff and utilize performance checkpoints as a formal platform for providing guidance.

Where should most of my time be spent? Expectations.

First, you need to set and clarify expectations for what needs to be accomplished (e.g., job description, annual goals, special assignments). Next, set and clarify expectations for how work needs to get done using the Clarifying Expectations tool (DOC) that outlines the GW performance factors. Once expectations are set and clear, manage them. If things are going well, give recognition. If things are off track, give feedback.

Counseling for Change

When performance is not meeting expectations and corrective action is required, don’t hesitate. Start working on your managerial courage and begin counseling right away. A couple important recommendations:

  1. Review the job description with an employee who is struggling to perform. Use the job description as a framework for explaining what needs to improve.
  2. Do not forget that part of your job is to manage performance issues and your supervisor is responsible for coaching you on how to navigate challenging situations.

Resources for counseling

Tools to Use Today

Developing direct reports

Developing Direct Reports

Help your employees build their skills. Work on your ability to develop your direct reports.

Giving and Receiving Feedback

Give constructive, focused feedback and learn how to apply feedback you receive with the Giving and Receiving Feedback guide.

Motivating Others

Motivating Others

Inspire your staff to go the extra mile. Strengthen your ability to motivate others.