“It does very little good to try to ‘motivate’ an employee in an effort to influence good performance when they don’t have the ability.”
Now that you have diagnosed the results, ability, and attitude of your direct report, four performance levels are possible. Each level has an appropriate corresponding coaching style.
Performance Level 1
- Performance results are below acceptable standard – employee might or might not have the ability – and lacks commitment and/or confidence for the task. Coaching Style:
– Structure. This style provides high amounts of structure, teaching and direction and little involvement and autonomy.
Performance Level 2
- Performance results that are below acceptable standard – employee might or might not have the ability – but has commitment for the task and the confidence to learn and perform. Coaching Style:
– Structured Involvement. This style provides a high amount of structure and direction and high amounts of involvement, and participation – but not autonomy.
Performance Level 3
- Performance results at or above the acceptable standard – employee has the ability to perform the task – lacks either commitment for the task or confidence to do the task independently – or both. Coaching Style:
– Involved Autonomy. This style provides low amounts of structure and direction and high amounts of involvement, and some autonomy.
Performance Level 4
- Sustained superior performance for the task – possesses the ability to perform – and has both commitment for the task and a high level of self-confidence. Coaching Style:
– Autonomy. This style provides very low structure and direction, moderate involvement, and high autonomy.
Key Takeaways
- Each employee is an individual, so managers need to demonstrate flexibility in their coaching methods. Leaders need a clear understanding of what direct reports’ tasks are, and whether their team members are able to accomplish those tasks.
- Managers should break the employee’s performance down into specific tasks for optimally effective coaching. Then, when the performance issue is identified, managers must diagnose the employee’s performance level. The performance level will determine the most effective coaching style.