Mentoring employees is the sole job of a boss, as he will always want his company to get better in every way. And that is possible only through his employees doing and getting more performance enabled. Although on the first hand, employees don’t have that level of working experience. That is due to a low level of working background. Coaching employees is easy; as you might be familiar with the topics as well they already know. Al they need is a little jumpstart with a good experience on the way.
There are several ways to provide guidance. But some specific keys to coaching and mentoring employees in the workplace require a bit of critical analysis. If you are confused, here are some of the keys to keep in mind.
Identify their Strengths:
One of the key things to keep in mind is that every employee has his strengths. That is their capability unless recognized. Identifying and understanding that capability is very important as you won’t be able to inspire and make them better unless you understand them.
Everybody has their Strength and own Superpower:
Your employees depend on you for giving and teaching them the right experience. But that should never belittle their strengths.
Another key reason to keep this in mind is that you can use your employees’ strength to good use. You need to find a way to make sure, it works in the right field. Recognize that filed and take on them to give better work aside experience.
Give them Tasks:
Completing jobs is the best way to prove that a person knows how to work. Coaching and mentoring your employees at your workplace most simply and effectively is to give them daily tasks and deadlines. This makes them work to their full potential to meet your ends at work.
Performance and productivity are defined only working:
While they work, you have to do their performance check. Ensure how they perform, identify the underperformers and encourage them to learn and adapt to their speed. Don’t rush on them as it only decreases self-confidence. You might even see a surprise that your employees might go to any extent to please you. And that’s how it works on its own.
Make sure they trust you:
Trust matters. Unless your employees trust you and you trust them, there is no point of mentoring them. Since without trust, the employees won’t be clearing their doubts to you. As a result, your company would be a loss of bearer.
Build up trust among them. Get to talk and socialize with them once in a week (not more than that, since it might not be good for your self-respect, as they might take it to their advantage). Socialize, but to the limit in the workplace. That should do it. Assure them of full support and help from you. Try to provide a weekly address to make sure your employees are getting better on account of time.
In this way, you can better mentor and provide better coaching to your employees to get more productive and experienced in their job within no time. There are few great mentors like Rob Morton and others always available to teach students, in the best way, all you need to do is the see if all he has everything you need. Toronto based financial executive Rob Morton Home Capital is an accomplished leader in financial, strategic and general management.
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