How to Create Employee Coaching Plans

by Laura Bramble; Updated September 26, 2017
Businessman in meeting

Coaching has become an integral part of the corporate landscape. It is used to improve the performance of employees, to hone the effectiveness of management and as a means of recruiting and retaining top talent. Since most corporate coaching is done either one-on-one or in small groups, coaching plans can vary widely. Even though each plan may differ, the basic approach to creating employee coaching plans is the same.

Step 1

Perform an assessment of the employee who is being coached. Discover his strengths, weaknesses and capabilities. This can be done through the use of an interview, a question-and-answer written assessment, a personality test or a combination of all three.

Step 2

Ensure that the employee understands what is expected of her in her career position and why she is in the coaching program. Go over the goals of the coaching plan with her to be sure you are both in agreement about what is expected from both of you and from the coaching program.

Step 3

Make sure the employee is committed to the coaching process and the goals. Unless he is an active and willing participant, you are both wasting your time. Get his involvement in creating a plan that will be effective and that speaks to him.

Step 4

Set up an action plan based on the skills and concepts that the employee needs to learn or change. Build in concrete steps and timelines so that both of you are clear on where you should be in the process and what will be happening next.

Step 5

Create a way to measure progress by setting up concrete goals with each step, whether it’s sales numbers, test scores, productivity level or a behavioral change. Hold her accountable through regular contact with you, as well as involving others if necessary. Keep the involvement of outsiders limited to just the issues that are relevant to them and respect the privacy of the employee when and wherever possible.

Step 6

Be sure to find suitable rewards and punishments for not achieving goals or following through that are constructive and relevant to the employee. Work with his personality. A person who is driven will be very affected just by not reaching a goal, while another person may need some encouragement and a bit of hand-holding to remain motivated.

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