Page 12 - Coaching & Feedback_8-22-17_PRISMA

WHAT DOES THE PROCESS LOOK LIKE?

The entire coaching and feedback process should be well thought out and organized, starting with the preparation and
ending with a productive meeting with the employee . To better explain, below is an outline of the approach and what
it will take to achieve the best result .

What we are looking to accomplish

Assess Provide
competency of feedback in a
managers more dynamic
(fluid) manner

Enhance
Reinforce two way
company values
communications

Outlay a Help with
career path and goal-setting
strategy

Keep in mind, there is a timeline

Your employees should always know what is expected of them, and will appreciate your ongoing interest in their
success .
Twice a year, in January and in June, we commit the feedback to paper so that it is more specific and meaningful
against established criteria .
In January, there is no “self-evaluation”, and as such the session is more casual and will take less time to discuss .
In June, the coaching and feedback session will require a longer meeting (45 minutes to 1 hour) as it should cover the
preceding 12 months of work . Employees will start the process by filling out “self-evaluation” on the feedback form .
After the self-evaluation, supervisors will complete their portion and plan for the discussion . This more formal coaching
and feedback session works in direct alignment with yearly merit increases – so deadlines are extremely important .

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