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21 Cards in this Set
- Front
- Back
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the day to day process of helping employees improve their performances
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coaching
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what is involved in coaching (10)
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- needs analysis
- staff development - interviewing - decision making - problem solving - analytical thinking - active listening -motivation -mentoring - good communication skills |
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what is coaching use for (4)
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-prevent and address problems
- improve problems - retain employees - prevent turnover |
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what is the goal of coaching
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to improve performance and eliminate problems
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steps for day to day coaching (6)
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- state the targeted performance in behavioral terms
- tie the problem to consequences for pt care - explore reasons - ask for solution ideas - decide on formailities - arrange for follow up |
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important when stating the targeted performance in behavioral terms with coachin (2)
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- be objective
- keep emotions out of it |
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ex of tieing the problem to consequence
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w/o wearing mask when need can cause contamination
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how to explore reasons with coachin (2)
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- active listening
-see what was going on right then |
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why is it important to ask the employee for their solution ideas
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bc you get their ideas on how to prevent/correct it
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what should be done in deciding formalities (2)
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-decide what you want to do
-see if its happened before |
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steps in confrontation for a policy violation(5)
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- prepare before the meeting
- obj describe the undesired behavior - ask about reasons and listen w/ empathy - explain why reasons cannot cont, ask for problem solving ideas - set and record a follow up date |
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how to prepare before the meeting with confrontation (4)
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- look at records to see how many times it happens
- objective data -right time -privacy |
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how can one objectively describe the undesred behavior
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state what happened-specific info
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important with asking reasons and listening with empathy
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getting them to talk and explain
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what it important to do with setting follow up date
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to document in case of discipline
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purpose of discipline (2)
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- encourage better outcomes
- teach new skills |
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why is disciplinging hard for managers (5)
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- difficult for them to do
- scared to do it - damaged relationships - lack support system - lack training on how to do it |
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what can help a manager with discipline (7)
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- education
- practice - support -check w/HR to make sure you're following policy - dont do it when youre mad - follow system of progressive penalties - document |
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should be in managers checklist when terminating an employee (2)
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- HR policies
- review personnel file for past performance files to be objective |
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what are the steps for terminating an employee (4)
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- prepare before the meeting
- obj describe the undesired behavior - ask about reasons and listen with empathy - explain why reasons cannot continue |
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Preparation for terminating an employee (9)
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- were clear expectations set from beginning
- was employees performance documented - was the employee informed regularly - did u coach in a timely manner - were you honst about the poor performance - were you consistent - did u follow up - did you document everything in writing - have u notified security |
