Starting Coaching Conversations
Performance management sounds easy enough—staff members and their managers have regular conversations throughout the year. But it can feel harder in practice.
Here are a few helpful tips to start the conversation, both for managers and for employees:
Be empathetic. Whether staff members are navigating emotions around global unrest, family issues, or stress at work, it's important to come to conversations from a place of empathy and support. This can include sharing resources like Harvard's EAP, adjusting work priorities, or simply being a sympathetic presence.
Be prepared. Come with a couple of items you want to talk about. That could be the status of a project you’re working on, a question you have about priorities for the next few weeks, or a challenge for which you want to brainstorm solutions.
Be consistent. Like anything, coaching conversations get easier with practice. Try to set aside regular time to meet and keep to your schedule. Conflicts come up, but making sure you have consistent time scheduled to talk can help keep the conversation flowing week to week.
Be an active listener. Listening is an essential skill in any conversation. Whether you’re receiving feedback or trying to understand a particular problem, focus on listening to what the other person is saying instead of trying to formulate a response.
Be fully present. Whether you’re meeting in person or remotely, take the time to focus on the conversation. Avoid checking email or your phone. This is your time to connect.