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Put me in, Coach! Constructive Performance Management in the Workplace.

Mar 14, 2018 2:32:00 PM

The concept of performance management  has been present in the workplace for as long as most people can remember. Annual reviews are a performance management staple, and working at a company for an entire year can help identify the effectiveness and development of an employee. However, this technique is slowly being phased-out in favor of a solution with much faster and more consistent distribution of feedback called “Coaching”. Starting today, and over the next several weeks, we will be discussing how the concept of coaching is quickly rising in popularity, as well as why it might be worth implementing in your own workplace.

When thinking of a coach, more than likely the picture of a sports coach is the first thing that comes to mind. A good sports coach doesn’t sit with their players once per year to discuss what they can do better, they are constantly coaching their players often so they can achieve success as a team. In this article we are going to introduce Workplace Coaching and how it can tremendously benefit a productive workplace environment.

A typical performance review will often focus on what an employee can improve upon. Managers will take feedback they receive about their employees and craft a review to make them into what they believe is a better worker. While coaching does include constructive feedback, one of its most important factors is how much of an emphasis it places on positive feedback. Susan Heathfield, of "", explains how this can work:

“Regular coaching brings performance issues to an employee's attention when they are minor. Your coaching feedback assists the employee to correct these issues before they become significant detractions (sic) from her performance.” […] “Coaching often provides positive feedback about employee contributions. Employees need to know when they are effective contributors. By providing this positive feedback, you are also letting the employee know the actions and contributions that you'd like to reinforce so that you see more of them.”

(Heathfield, 2018)

Heathfield continues by noting that the goal of workplace coaching is not to berate an employee with criticism, nor is it to allow HR professionals or managers to lord their power/knowledge over said employee. Rather, coaching aims to solve performance problems while helping an employee improve, impacting not only the employee, but the entire team, and department.

Want to learn more about Performance Coaching? Keep tabs on the Proliant Twitter page for the release of our next blog where we will go in-depth with coaching tips for the workplace.



Heathfield, S. M. (2018, Jan. 1). Employee Management. Retrieved from the balance:




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