Title: Coaching Employees Effectively to Improve Performance
Headings: 
Human Resources Employee Management
Use Coaching to Improve Employee Performance
Use 6 Steps to Coach Employees to Help Improve their Work Performance
The First Step in Coaching an Employee
Coaching When Performance Issues Exist
Second Example of Performance Coaching
6 Coaching Steps to Follow
Demonstrate your belief in the employee's ability too improve
Describe the performance problem to the employee.
Determine whether issues exist that limit the employee
Discuss potential solutions to the problem or improvement actions to take
Agree on a written action plan
Set a date and time for follow-up
The Bottom Line

Content: Employees need to know when they are effective contributors. By providing this positive feedback, you are also letting the employee know the actions and contributions that you'd like to reinforce so that you see more of them. Coaching When Performance Issues Exist
At the same time, regular coaching brings performance issues to an employee's attention when they are minor. Your coaching feedback assists the employee to correct these issues before they become significant detractions from her performance. The goal of performance coaching is not to make the employee feel bad, nor is it provided to show how much the HR professional or manager knows. The goal of coaching is to work with the employee to solve performance problems and to improve the work of the employee, the team, and the department. Employees who respond positively to coaching and improve their performance can become valued contributors to the success of the business. Employees who fail to improve will find themselves placed on a formal performance improvement plan, known as a PIP. This sets up a formal process wherein the manager meets regularly with the underperforming employee to provide coaching and feedback. At the meetings, they also evaluate how well the employee is performing in achieving the performance goals that were enumerated in the PIP.