Managing Performance with Coaching Tools

— by Tony Kevin (6 min read)

Being a manager of a team can be a difficult job. You’ve got your own performance to worry about, as well as the performance of your team. Sometimes your team isn’t meeting expectations and that may put you under scrutiny. It can be a stressful undertaking and a lot of people don’t handle it well. Too often managers drop the ball on taking the extra step to improve their teams’ performance because it might be awkward to talk about failure and improvement.

So what do we do? Let’s focus on two words: empowerment & tools.

What does it mean to empower managers? It means giving them the tools they need to happily do their job to the best of their abilities. What is a manager’s job? To empower their team members and give them the resources they need to do their jobs to the best of their abilities. Redundant, right? Well if we’re talking about empowerment, I don’t think we can be redundant enough. When an employee or manager doesn’t feel empowered for long enough, they will leave. When a manager isn’t providing empowerment to their team, employees will leave. People leave jobs more often because of their managers than because of the company.

Managers, like all employees, need to be happy in their jobs and feel like they have the tools to help them do so. We don’t ask a carpenter to build a chair without tools, why would we ask a manager to lead and coach a team to bring results without tools? Natural leadership skills are great, but will only go so far. Same goes for natural craftsmanship skills. Without a chisel, saw, or a hammer, good luck building a chair.

Being a manager of a team can be a difficult job. You’ve got your own performance to worry about, as well as the performance of your team. Sometimes your team isn’t meeting expectations and that may put you under scrutiny. It can be a stressful undertaking and a lot of people don’t handle it well. Too often Managers drop the ball on taking the extra step to improve their teams’ performance because it might be awkward to talk about failure and improvement. So what do we do? Let’s focus on two words: empowerment & tools. What does it mean to empower managers? It means giving them the tools they need to happily do their job to the best of their abilities. What is a manager’s job? To empower their team members and give them the resources they need to do their jobs to the best of their abilities. Redundant, right? Well if we’re talking about empowerment, I don’t think we can be redundant enough. When an employee or manager does feel empowered for long enough, they will leave. When a manager isn’t providing empowerment to their team, employees will leave. People leave jobs more often because of their managers than because of the company. Managers, like all employees, need to be happy in their jobs and feel like they have the tools to help them do so. We don’t ask a carpenter to build a chair without tools, why would we ask a manager to lead and coach a team to bring results without tools? Natural leadership skills are great, but will only go so far. Same goes for natural craftsmanship skills. Without a chisel, saw, or a hammer, good luck building a chair. What’s the point of this blog post? Quite simply, it’s that Reviewsnap is a tool to empower managers to be better coaches. It’s yet another tool in a manager’s arsenal to help their team bring results. When an employee is performing and happy, results pour in and turnover goes down, resulting in a return on investment for that employee. How can Reviewsnap help? There are a lot of ways and I encourage you to book a demo with us to find out more. To summarize: Time. Reviewsnap will save your managers’ time during performance reviews. Historically, managers hate performance reviews because they can take a while. We’ll cut that time down quite a bit. Automation and reminders. If a team has goals to work towards, Reviewsnap reminds them when it’s time to update them. “How far along are you on this goal? Time to update it!” Manager training. We’ll make sure your managers are trained on how to use Reviewsnap and utilize it as a new tool in their toolbelt. Coaching tips. In Reviewsnap, managers will find coaching tips. They’re an extremely helpful resource that starts them on the right path to offering effective coaching. We all need tools if we’re going to succeed, especially managers. Learn how to help your managers be better coaches by booking some time with us to look at Reviewsnap. Let us help empower your managers and make your employees work lives more fulfilling.

What’s the point of this blog post? Quite simply, it’s that Reviewsnap is a tool to empower managers to be better coaches. It’s yet another tool in a manager’s arsenal to help their team bring results. When an employee is performing and happy, results pour in and turnover goes down, resulting in a return on investment for that employee.

How can Reviewsnap help? There are a lot of ways and I encourage you to book a demo with us to find out more. To summarize:

1. Time. Reviewsnap will save your managers’ time during performance reviews. Historically, managers hate performance reviews because they can take a while. We’ll cut that time down quite a bit.

2. Automation and reminders. If a team has goals to work towards, Reviewsnap reminds them when it’s time to update them. “How far along are you on this goal? Time to update it!”

3. Manager training. We’ll make sure your managers are trained on how to use Reviewsnap and utilize it as a new tool in their toolbelt.

4. Coaching tips. In Reviewsnap, managers will find coaching tips. They’re an extremely helpful resource that starts them on the right path to offering effective coaching.

We all need tools if we’re going to succeed, especially managers. Learn how to help your managers be better coaches by booking some time with us to look at Reviewsnap. Let us help empower your managers and make your employees work lives more fulfilling.