Before conducting a coaching session answer all of the questions below about the employee and the situation. Doing so will help you focus on what to say.
1. Does the employee know what is supposed to be done and when?
2. Does the employee have the skills required to do the job?
3. Has the employee been trained sufficiently in the organization's culture and the skills needed to do the job?
4. Have I adequately defined the ongoing job performance expectations for the employee?
8. Does the employee have adequate resources to do the job?
9. Are obstacles beyond the employee's control affecting performance? Can these obstacles be removed?
10. Are consequences positive for positive performance?
11. Have I given immediate reinforcement for improvements?
12. Have I been inadvertently rewarding poor performance by ignoring it rather than coaching to correct it?
13. Does the employee trust me and feel I am here to help him/her be successful in this job?
14. Do I have a plan to develop the employee's skill or motivation?
(If no, develop a plan before conducting a session. Then, during your session, be sure you solicit the employee's ideas first before adding your own. Seriously consider the employee's ideas, and try to develop a plan that blends your ideas with his or hers.)