PowerPoint Presentation

[Audio] Let's begin this course with an overview of the progressive coaching policies and processes, how coaching will help you through difficult conversations, and some key things to watch out regarding the policy..

[Audio] Our progressive coaching policy requires us to shift from punitive to positive engagement and performance improvement approach. this approach to improving performance provides leaders like yourself more discretion in how to address performance issues. After the disciplinary issues arises, you have options available to you as a leader. As you notice from the illustration, the first option is coaching before. This approach to corrective action engages our employees in a positive way to address issues without the requirement for supervisors to execute specific punishment or assign points according to a specific policy. Instead, you can work with the employee to identify a solution that works for both you and the employee. The more we engage with our employees through coaching, the more likely we are to motivate and retain our employees..

[Audio] The C&S Progressive Coaching policy moves away from a traditional pint system of improving performance and moves to more modern process of shared accountability between supervisor and employee to improve performance. A traditional point-based system is ineffective in responding the overall performance of an employee and it removes the ability for Supervisors to use discretion when dealing with performance issues. Taking advantage of a coaching approach to performance correction creates a positive, progressive, whole person approach..

[Audio] With Progressive Coaching, there are some areas you will want to be aware of and prepare for alternative coaching solutions. First, you are guiding employees to a solution to problems with their performance. This may open us up to legal exposure and potential financial risks. During this course, you will explore basic legal considerations and it is up to you to remember this information when coaching your teams. If you have any concerns, it is also up to you to reach out to HR and address those concerns. Second, documentation is always key when working with employees to improve their performance. Workday is available to facilitate this documentation process, so be sure to reference it and use the tools available frequently. Finally, some may consider this a more lenient policy given that we don't have specific prescriptions for each violation. Instead, this policy puts more accountability on you as Supervisors and your employees to act and improve performance. When an issue comes up, they need to take action and you as leaders need to make sure they are taking the actions and escalating the issue if they aren't taking action. Remember—if you have any questions, comments, or concerns with this while working through this process, please contact your local HR Business Partner..

[Audio] You are empowered to take ownership of your team. Progressive coaching help you and your employee understand the causes of their issue and allows you to work with your employee to solve their challenges. When working with them, you are assessing them as a whole person and assessing their performance in the company. You will be working with your team to help them overcome barriers to their performance instead of just punishing them when they can't do what's required. You will also have the convenience of using Workday to document and track your coaching efforts. The notes you capture in Workday will be available to you at any time and those notes will also be accessible by other managers and supervisors to help with consistency..

[Audio] Remember that coaching not only helps make difficult conversations easy for the supervisor, it also shows your employee how much the matter..