As a manager, you have an important responsibility at GW. Coaching and counseling staff is a part of your job. Use the resources provided and build time into your schedule to perform these valuable functions.
A manager is any university employee who is responsible for administrative supervision of other employees; managers are expected to follow the conventions contained in the Manager's Handbook. In addition, managers are expected to be familiar with university policies and follow them. As regular university employees, managers are also expected to be knowledgeable about the information and guidance found in the Employee Handbook. Reinforcing policies and practices is an essential responsibility you have to perform.
In doing so, you shape our culture, encourage fairness, and demonstrate your commitment to the GW Values. The GW value of teamwork encourages you to collaborate to meet common goals and create a sense of shared responsibility. Investing in strengthening your team can create an atmosphere of engagement by encouraging co-operation, teamwork, interdependence, and trust among team members.
Start now to identify what your team needs to reach its full potential. Take a team assessment, and review the learning resources available to help your team today. Using what you learn from the assessment, take action now to learn new skills or improve existing skills.
The high note
Ongoing coaching, feedback, and recognition build strong relationships, motivate employees, and create a culture of growth and development. Build informal coaching opportunities into your day-to-day interaction with staff and utilize performance checkpoints as a formal platform for providing guidance. First, you need to set and clarify expectations for what needs to be accomplished e. Once expectations are set and clear, manage them.
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If things are going well, give recognition. If things are off track, give feedback. Start working on your managerial courage, and begin counseling right away.
Recommendations for performance counseling include:. Review the job description with an employee who is struggling to perform.
Use the job description as a framework for explaining what needs to improve. Do not forget that part of your job is to manage performance issues and that your manager is responsible for coaching you on how to navigate challenging situations.
Contact your HR Business Partner for help with difficult situations, disciplinary actions, and grievances. Use performance counseling trainings and resources on [ protected] - Learning before, during, and after a challenging situation to continuously improve your ability resolve performance issues. Ongoing coaching is at the core of determining and maintaining successful performance. Use the following strategies to facilitate a culture of continuous development:.
Make sure you are giving and receiving the coaching needed for you and for others to be successful at GW. These resources will both help managers onboard new employees in a way that will speed up the time it takes for them to contribute fully in their new role and also reduce the risk of new employees underperforming. We highly recommend you watch the minute webinar below that provides an overview of the IEP guidance along with best practices and resources to support you during the IEP process.
Introductory Employment Period Manager Webinar. Clarifying Expectations Tool PDF : A customizable document deed to help clarify which expectations are most important for a successful transition. Employee Recognition Profile PDF : A worksheet a new employee can fill out to articulate what motivates them to help provide meaningful recognition.
In addition to the toolkit, your manager and HR Business Partner are available to help you navigate the onboarding experience with new employees. If you need additional guidance, please contact Talent and Organizational Development at [ protected].
Browse additional GW training resources. The university provides a of resources where you can reference important policies and practices:. GW Policy Website.
Identify the policies that are relevant to your staff and ensure that they review them periodically. Provide new staff members with early access to these policies and also provide them with time to complete any relevant compliance training. Phone: Fax: : [ protected]. GW. Enter the terms you wish to search for.
Team Development Coaching Managing New Employees Policies and Practices The GW value of teamwork encourages you to collaborate to meet common goals and create a sense of shared responsibility. Identify the Right Opportunities for Your Team to Learn Now Take a team assessment, and review the learning resources available to help your team today. Coaching and Counseling Ongoing coaching, feedback, and recognition build strong relationships, motivate employees, and create a culture of growth and development.
Where should most of my time be spent? Recommendations for performance counseling include: Review the job description with an employee who is struggling to perform.
Resources for counseling Contact your HR Business Partner for help with difficult situations, disciplinary actions, and grievances. Set appropriate goals and manage them throughout the year using performance checkpoints. Provide and solicit feedback on a regular basis.
Commit to taking action on the feedback you receive. Recognize individual and team successes.
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Take advantage of opportunities to provide both formal and informal recognition using the Recognition Toolkit. Who is responsible for coaching? Find out how coachable you are PDF. Find out how effective of a coach you are DOC. Introductory Employment Period Toolkit These resources will both help managers onboard new employees in a way that will speed up the time it takes for them to contribute fully in their new role and also reduce the risk of new employees underperforming. The university provides a of resources where you can reference important policies and practices: GW Policy Website Manager's Handbook GW Values Ensure staff compliance Identify the policies that are relevant to your staff and ensure that they review them periodically.