Page 13 - Coaching & Feedback_8-22-17_PRISMA_Neat

Putting it on paper

The coaching and feedback process begins before the discussion happens, and getting prepared is the very first
step .
The appropriate form is always available on FOXCentral as a reference . Once a manager is ready to fill it out for
the employee, these guidelines for completing the Coaching and Feedback form will come in handy . As a coach,
remember to…
 Base your answers on observable performance events and behaviors . Forget about what you think and focus
on what you know .
 Consider the full range of relevant behavior and explore strengths and weaknesses from every angle .
 Make fair and consistent evaluations between employees . Don’t let tenure or personal relationships get in the
way of unbiased coaching and feedback .
 Remember that coaching and feedback is an ongoing activity .
 Be timely in completing the form . Meeting deadlines sets a good example and ensures the entire process
meets the employee’s expectations .
 Build on strengths but stay away from insincere or excessive praise .

Conducting a successful meeting
When the appropriate form is complete, the manager (coach) will arrange a meeting with the employee and follow
these guidelines to conduct a successful coaching and feedback session .
 Identify a location outside of the restaurant so interruption and distraction are not a problem . This allows the
focus to be on the conversation and not about the setting .
 Ask open ended questions and actually listen to their answers . That’s how a conversation works—2 ways!
 Be positive and assume the role of a coach . Ask open ended questions and use the “we” approach during
the discussion .
 End the meeting on a positive note and be clear when setting expectations for the next session .

 Stay away from discussing personality traits or being overly influenced by recent events that could take away
from exploring performance over the entire look-back period .

 Don’t let positive financial results overshadow competence deficiencies .
 Avoid giving an employee a strength to avoid an uncomfortable conversation .

Next Steps

The last part of the coaching and feedback session should be the manager’s opportunity to clearly define the next
steps and opportunities the employee should take . This is accomplished through the Development Action Plan . This
form can also be found on FOXCentral .

The Development Action Plan can be one of the most important tools in employee development . Successful
realization of behavior changes or skill improvement requires not only solid coaching and communication, but a clear
plan to make the necessary behavior changes or skill improvement to come to fruition .

As you complete with the employee, provide the right amount of direction while leading the employee through their
own thought process into setting goals and developing a game plan .

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