Terma Glosari Pengurusan Sumber Manusia dan Manfaat Pekerja
Employee coaching is a strategic and ongoing process designed to unlock an employee's full potential and drive improved performance.
Employee coaching is a strategic, ongoing process focused on unlocking an employee's full potential and propelling them towards improved performance. It's a collaborative effort between an employee and a coach (often a manager, HR professional, or external expert) designed to provide guidance, support, and encouragement.
Employee coaching best practices:
Benefits of employee coaching for employees:
An effective employee coaching plan serves as a blueprint for unlocking an employee's potential and propelling them towards improved performance. Here's a breakdown of the key steps involved in building such a plan:
1. Needs assessment: The foundation of any coaching plan lies in a thorough needs assessment. This involves identifying both individual and organizational needs.
2. Matching coaches & employees: A successful coaching relationship hinges on a good fit between the coach and the employee.
3. Goal setting & action planning: With a clear understanding of the employee's needs and the coach assigned, it's time to establish SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound).
4. Regular coaching conversations: The magic of coaching unfolds through consistent coaching conversations.
5. Feedback & evaluation: Continuously gather feedback from both the employee and the coach to assess the effectiveness of the coaching plan.
The key to unlocking the true potential of employee coaching lies in creating a culture of open communication and psychological safety. When employees feel safe to express themselves honestly, ask questions without fear of judgment, and take risks without undue repercussions, they are more receptive to coaching and feedback. This fosters a trusting and supportive environment where employees can thrive and learn from their experiences.
Here are some strategies to cultivate this crucial foundation for successful coaching:
Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).
Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.
eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.
Building a sustainable employee coaching program: