Employee Performance — Follow Up And Reinforce

By Staff Reports

(Victor Valley)–You have a successful coaching meeting with your employee, you’ve documented the action steps and the timeframe, you can just sit back and relax, right? Wrong. Now you need to follow up and reinforce the changes. It is critical that you follow up on the action items. Some things may need daily follow-up, sometimes weekly or monthly will work — you’ll need to determine that on a case-by-case basis. You need to calendar it, set up a meeting and discuss the progress (or lack thereof). It is also critical that you reinforce the importance of doing a job correctly. Reinforcement may happen in one of 4 ways:

1.Positive – they get rewarded for doing the right thing

2.Negative – you stop complaining about what they are doing wrong

3.Punishment – they get “punished” or disciplined for doing the wrong thing

4.Erasure – their efforts get ignored (and they go back to doing what they used to do)

Think carefully about how you respond to the changes that an employee is making and make sure you are reinforcing the correct behavior/performance. This was submitted by Sharon Page of the HR Edge. To get in touch please call 760-218-6960 or email at sharon@hredgeonline.com

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