One of the most effective ways to help your staff succeed is to provide regular, consistent coaching throughout the year. A Progress Review is a specific kind of coaching discussion, tied to the employee”s Annual Objectives and Standards as listed in the Gallagher Performance Appraisal Document. It is an informal discussion in which the manager coaches the direct report to meet any unmet goals that are below target, and praises him or her for goals that are being met. Conducting progress reviews are a very important role for being an effective leader or coach. It is suggested that each of your direct reports receive a progress review discussion from you at least 2-3 times per year.
An outline of process for conducting a Progress Review is below:
1. Refer to the objectives and standards listed in Section 9 of the most recent Performance Appraisal Document. Give a copy to the employee.
2. Ask the employee to review his or her progress to date.
3. Praise the employee for all on-target performance.
4. For below-target performance, ask the employee for suggestions to improve. After all the employee”s suggestions have been made, contribute any additional ideas you may have.
5. Revise and change the standards or objectives where necessary.
6. Set a date for the next progress review session.
If you schedule progress reviews with each of your direct report at designated intervals throughout the year, you will find that it helps you remember to conduct these very important coaching discussions. The end result is that your staff will be more productive, and you will be an excellent leader. Don”t put them off! Schedule progress reviews today!
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