• Review their appraisal before sitting down with them and prepare yourself, words, feelings, examples, etc
• Dont forget to ask them for their ‘highs & lows’ for the year and anything they would have liked to have done differerently
• Praise them for the work they’ve done in the previous year
• Be honest about their development areas, focusing on their behaviour, rather than making it personal
• Agree business & development objectives for the coming year and check motivation levels to achieve them
• Remember if the employee ‘owns’ the objective and can ’see’ it happening they are far more likely to achieve it
• and dont forget YOU need to support them…that’s another lesson in coaching and one that can start with a great read - Coaching For Performance: Growing People, Performance and Purpose

Maybe if everybody went through a similar process there might, just might, be one or two more motivated staff willing to go that extra mile to ensure a change to the ‘bottom line’?

The new site should be fully operational by the end of next week including an RSS newsfeed to keep up to date with all of the latest developments at Iceberg Vision, new coaching opportunities and special offers.

If you need anything in the meanwhile, please don’t hesitate to contact us.