Coaching Plan for Addressing a Key Employee Behavior Term Paper

Coaching Plan for Addressing a Key Employee Behavior - Term musical composition ExampleIn addition, it is never obvious that the new employee will turn out to be more(prenominal) productive and thus the manager might have to go through the same expensive carry through severally before obtaining a productive workforce. On the other hand, coaching enables a union to expend the resources for its betterment since the productivity of the employee is increased without having to undergo costs of hiring and training new employees. In most instances, the employees unaccompanied require minimal coaching to realize their faults or weaknesses. Adopting the option of coaching employees other than firing too increases the job satisfaction and loyalty of employees towards the employer. There are several coaching strategies, besides they all commence at improving the performance of employee both qualitatively and quantitatively hence overall organization supremacy (Emerson and Loehr 5-10 ). This paper is a case study of Joan, an employee in research institute, who has a enigma with her productivity but is adamant about her performance. She does not appear to be well organized and constantly misses meeting deadlines. The paper seeks to establish a five step coaching process that can be used to tending Joan improve her performance. Joan is a research assistant in a medical research institute and has been works with the institute for the last one year. Joan was employed immediately after graduating and received minimal training since she was academically qualified. She also had some experience in medical research as she had attended a trine months attachment in a different medical research institute during her college training. Her roles include visiting hospitals to roll up samples for laboratory tests, recording the results, and writing the reports on the research experiments. Some reports are required for print thus strict deadlines are occasionally set. From t he start, Joan has never been prompt enough in forwarding the reports, which has resulted in delaying the publishing process hence lowering the overall performance of the institute. Another riddle is that her reports are disorganized at times such that the chief technician has to correct several errors before publishing. The chief technician realized Joans problem and wanted her sacked by the management. However, the manager felt that the poor performance was because Joan was new in the company and thus suggested they give her some time to get oriented after which they would asses her productivity. Seven month later, Joans performance improved slightly but she was still disorganized and failed to meet deadlines quite often, which worried the manager. At one time, the manager had moved her to a different position but he noticed she disliked the position, seemed unsatisfied and her performance had not changed. The manager realized that sacking Joan would not be the appropriate fina l result since he has used this strategy severally while attempting to replace underperforming employees, but he keeps encountering the same problem or a different problem with new employees. The Manager thus decided to try a different approach of coaching which had been suggested to him some time back but he had ignored it sentiment it was time consuming and expensive. When he first requested Joan to see him, she gladly accepted. However, when the manager told her of his