The frequency of your coaching conversations will vary depending on your employee and their needs. There are a few rules you can follow to help you better assess when you’re going overboard and when you’re too absent.
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The most straightforward time to check-in is when your employee has reached a benchmark in their improvement. During your goal planning session with them you should have come up with SMART goals which can be tracked and measured. It’s important that you recognize this with encouragement.
2. When results are due
Even if your employee didn’t reach the benchmarks you set together, when results are due it’s time to discuss what they did do and what they could have done differently in order to reach their objective.
3. Weekly, bi-weekly, monthly?
It all depends on the type of work your employees are doing. Are their assignments more long or short term? A weekly check in is ideal in most cases but make sure you give your reports time to show improvement. At the same time, if you notice something they’re doing that may hinder their progress it’s always ok to jump in and send them some helpful advice. For example, if your employee is trying to improve their teamwork skills but you notice they have trouble voicing their opinions during meetings, offer some tips that will help them the next time.
4. Ask them
The easiest way is to ask them. After initially setting up goals with them ask your employee how often they would like you to check in. Would they like you to set up a standing appointment with them once a week or would they like some space to implement changes and check-in in 2-3 weeks when they can produce some results? They may or may not have an idea of how often they want to be coached but asking the question demonstrates your willingness to provide advice when they need it.
This article is part of a management guide about following up after a performance review.
Manager’s Handbook: Following-up After a Review
Why should I follow up after a review?
Becoming a mentor