while implementing performance management system where should we add counselling and coaching.
Dear Banuka Gunathilaka
Performance coaching focuses on development and future goals, working collaboratively with motivated employees to improve skills. Performance counseling, on the other hand, addresses current performance issues, taking a more directive approach to solving problems and potentially leading to corrective actions.
I hope this helps.
Performance Counseling:
- Reactive process to address performance issues or deficiencies
- Focuses on identifying and resolving specific performance problems
- Involves formal feedback, action plans, and potential disciplinary actions
- Initiated by the manager/supervisor when performance does not meet expectations
Performance Coaching:
- Proactive and ongoing process to support professional growth and development
- Focuses on improving overall performance, skills, and capabilities
- Involves regular feedback, guidance, goal-setting, and development opportunities
- Collaborative process between manager/supervisor and employee
- Aims to foster a growth mindset and continuous learning
In a performance management system:
- Performance coaching should be an ongoing process throughout the performance cycle
- Performance counseling should be initiated when specific performance issues arise that require corrective action, despite coaching efforts
An effective performance management system should balance both coaching (for continuous development) and counseling (for addressing performance deficiencies) to support employee growth and ensure organizational performance objectives are met.
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