Most HCMs come with embedded performance management tools. The question is, are they effective, and user-friendly, enough to meet your coaching, feedback, and employee engagement needs? In most cases, the answer is a resounding NO. Don’t compromise these critical talent processes with a bundled solution designed to accomplish different goals.
Too often, we assume managers know how to give feedback. It’s a fundamental skill, right? Unfortunately, like most assumptions, this thinking is off base and can have serious consequences, especially since managers influence up to 70% of an individual’s success (Gallup). The fact is, you can’t be an effective coach unless you provide your people with an ongoing stream of quality verbal and written feedback.
As technology is redefining the learning experience and as corporate training shifts toward talent development, we must engage our learners and employees through impactful coaching and learning experiences. This requires an understanding of generational differences and their unique perspectives toward coaching and leadership, as well as their learning preferences.
Managers, looking for practical tips on how to coach to different personality styles? Download our new infographic on the 10 Essential Tips to Coaching Introverts and Extraverts.