Common use of THE INFORMAL PROCESS Clause in Contracts

THE INFORMAL PROCESS. The underlying goal of the Informal Process is to prevent problems from developing and to quickly eliminate problems that do arise. Six strategies and techniques have been determined to be important components of an effective Employee Development and Performance Program, especially a program that places a great deal of importance on supervisor and employee responsibility. When these strategies and techniques are properly utilized, supervisors should have very few discipline problems. When a problem is first identified, the supervisor and employee attempt to resolve it through these six strategies:  Developmental Coaching  The application of Training  The removal of Obstacles  The timely delivery of Feedback  The arranging of Consequences  Provide Counseling COACHING Coaching is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills, and abilities. It is the everyday interaction between supervisor and employee that leads to employee development. Praise and encouragement are the most effective coaching tools. They enable the supervisory coach to define exactly what he or she expects in a positive way. A good coach tries to be a “people developer” and you can’t develop people by tearing them down. There are several coaching actions that can contribute to effective supervision:  Provide employee with positive feedback.  When you have to criticize, focus on the problem, not the individual’s personality.  Give employees both positive and negative feedback.  Build and maintain strong relationships with employees.  Confront employees with problems in their performance.  Use active listening skills.  Listen more than you talk. As an effective supervisor, you will need to know what to coach and when to coach. Generally, you will need to assume the role of coach when a member of your work team does not know how to do an assigned task, performs a job incorrectly, or does not perform to prescribed standards. Generally, if the performance problem is one of attitude or motivation, you may need to counsel the employee. Once you identify an area that requires coaching, either through direct observation or an employee’s direct request for help, you can develop a coaching plan. Elements of a plan may include:  Let employees know what is expected of them by clearly defined standards and job responsibilities. Develop a work plan with agreed upon tasks and completion dates.  Let employees know how they are doing through positive and negative feedback, evaluation of performance, and documentation of strengths and weaknesses.  Mutually develop a plan for improvement. Monitor progress in areas that need strengthening and suggest and provide appropriate training. Recognize and praise performance improvement.  Remember the principles of effective communication.

THE INFORMAL PROCESS. The underlying goal of the Informal Process is to prevent problems from developing and to quickly eliminate problems that do arise. Six strategies and techniques have been determined to be important components of an effective Employee Development and Performance Program, especially a program that places a great deal of importance on supervisor and employee responsibility. When these strategies and techniques are properly utilized, supervisors should have very few discipline problems. When a problem is first identified, the supervisor and employee attempt to resolve it through these six strategies:  Developmental developmental Coaching  The the application of Training  The the removal of Obstacles  The the timely delivery of Feedback  The the arranging of Consequences  Provide provide Counseling COACHING Coaching is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills, and abilities. It is the everyday interaction between supervisor and employee that leads to employee development. Praise and encouragement are the most effective coaching tools. They enable the supervisory coach to define exactly what he or she expects in a positive way. A good coach tries to be a “people developer” and you can’t develop people by tearing them down. There are several coaching actions that can contribute to effective supervision:  Provide employee with positive feedback.  When you have to criticize, focus on the problem, not the individual’s personality.  Give employees both positive and negative feedback.  Build and maintain strong relationships with employees.  Confront employees with problems in their performance.  Use active listening skills.  Listen more than you talk. As an effective supervisor, you will need to know what to coach and when to coach. Generally, you will need to assume the role of coach when a member of your work team does not know how to do an assigned task, performs a job incorrectly, or does not perform to prescribed standards. Generally, if the performance problem is one of attitude or motivation, you may need to counsel the employee. Once you identify an area that requires coaching, either through direct observation or an employee’s direct request for help, you can develop a coaching plan. Elements of a plan may include:  Let employees know what is expected of them by clearly defined standards and job responsibilities. Develop a work plan with agreed upon tasks and completion dates.  Let employees know how they are doing through positive and negative feedback, evaluation of performance, and documentation of strengths and weaknesses.  Mutually develop a plan for improvement. Monitor progress in areas that need strengthening and suggest and provide appropriate training. Recognize and praise performance improvement.  Remember the principles of effective communication.. (Effective supervisory practices, Third Edition, Chapter 9)

THE INFORMAL PROCESS. The underlying goal of the Informal Process is to prevent problems from developing and to quickly eliminate problems that do arise. Six strategies and techniques have been determined to be important components of an effective Employee Development and Performance Program, especially a program that places a great deal of importance on supervisor and employee responsibility. When these strategies and techniques are properly utilized, supervisors should have very few discipline problems. When a problem is first identified, the supervisor and employee attempt to resolve it through these six strategies:  Developmental • developmental Coaching  The • the application of Training  The • the removal of Obstacles  The • the timely delivery of Feedback  The • the arranging of Consequences  Provide • provide Counseling COACHING Coaching is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills, and abilities. It is the everyday interaction between supervisor and employee that leads to employee development. Praise and encouragement are the most effective coaching tools. They enable the supervisory coach to define exactly what he or she expects in a positive way. A good coach tries to be a “people developer” and you can’t develop people by tearing them down. There are several coaching actions that can contribute to effective supervision:  • Provide employee with positive feedback.  • When you have to criticize, focus on the problem, not the individual’s personality.  • Give employees both positive and negative feedback.  • Build and maintain strong relationships with employees.  • Confront employees with problems in their performance.  • Use active listening skills.  • Listen more than you talk. As an effective supervisor, you will need to know what to coach and when to coach. Generally, you will need to assume the role of coach when a member of your work team does not know how to do an assigned task, performs a job incorrectly, or does not perform to prescribed standards. Generally, if the performance problem is one of attitude or motivation, you may need to counsel the employee. Once you identify an area that requires coaching, either through direct observation or an employee’s direct request for help, you can develop a coaching plan. Elements of a plan may include:  • Let employees know what is expected of them by clearly defined standards and job responsibilities. Develop a work plan with agreed upon tasks and completion dates.  • Let employees know how they are doing through positive and negative feedback, evaluation of performance, and documentation of strengths and weaknesses.  • Mutually develop a plan for improvement. Monitor progress in areas that need strengthening and suggest and provide appropriate training. Recognize and praise performance improvement.  • Remember the principles of effective communication.. (Effective supervisory practices, Third Edition, Chapter 9)

THE INFORMAL PROCESS. The underlying goal of the Informal Process is to prevent problems from developing and to quickly eliminate problems that do arise. Six strategies and techniques have been determined to be important components of an effective Employee Development and Performance Program, especially a program that places a great deal of importance on supervisor and employee responsibility. When these strategies and techniques are properly utilized, supervisors should have very few discipline problems. When a problem is first identified, the supervisor and employee attempt to resolve it through these six strategies:  Developmental • developmental Coaching  The • the application of Training  The • the removal of Obstacles  The • the timely delivery of Feedback  The • the arranging of Consequences  Provide • provide Counseling COACHING Coaching is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills, and abilities. It is the everyday interaction between supervisor and employee that leads to employee development. Praise and encouragement are the most effective coaching tools. They enable the supervisory coach to define exactly what he or she expects they expect in a positive way. A good coach tries to be a “people developer” and you can’t develop people by tearing them down. There are several coaching actions that can contribute to effective supervision:  • Provide employee with positive feedback.  • When you have to criticize, focus on the problem, not the individual’s personality.  • Give employees both positive and negative feedback.  • Build and maintain strong relationships with employees.  • Confront employees with problems in their performance.  • Use active listening skills.  • Listen more than you talk. As an effective supervisor, you will need to know what to coach and when to coach. Generally, you will need to assume the role of coach when a member of your work team does not know how to do an assigned task, performs a job incorrectly, or does not perform to prescribed standards. Generally, if the performance problem is one of attitude or motivation, you may need to counsel the employee. Once you identify an area that requires coaching, either through direct observation or an employee’s direct request for help, you can develop a coaching plan. Elements of a plan may include:  • Let employees know what is expected of them by clearly defined standards and job responsibilities. Develop a work plan with agreed upon tasks and completion dates.  • Let employees know how they are doing through positive and negative feedback, evaluation of performance, and documentation of strengths and weaknesses.  • Mutually develop a plan for improvement. Monitor progress in areas that need strengthening and suggest and provide appropriate training. Recognize and praise performance improvement.  • Remember the principles of effective communication.. (Effective supervisory practices, Third Edition, Chapter 9)

THE INFORMAL PROCESS. The underlying goal of the Informal Process is to prevent problems from developing and to quickly eliminate problems that do arise. Six strategies and techniques have been determined to be important components of an effective Employee Development and Performance Program, especially a program that places a great deal of importance on supervisor and employee responsibility. When these strategies and techniques are properly utilized, supervisors should have very few discipline problems. When a problem is first identified, the supervisor and employee attempt to resolve it through these six strategies:  Developmental • developmental Coaching  The • the application of Training  The • the removal of Obstacles  The • the timely delivery of Feedback  The • the arranging of Consequences  Provide • provide Counseling COACHING Coaching is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills, and abilities. It is the everyday interaction between supervisor and employee that leads to employee developmentemployeedevelopment. Praise and encouragement are the most effective coaching tools. They enable the supervisory coach to define exactly what he or she expects they expect in a positive way. A good coach tries to be a “people developer” and you can’t develop people by tearing them down. There are several coaching actions that can contribute to effective supervisioneffectivesupervision:  • Provide employee with positive feedback.  • When you have to criticize, focus on the problem, not the individual’s personality.  • Give employees both positive and negative feedback.  • Build and maintain strong relationships with employees.  • Confront employees with problems in their performance.  • Use active listening skills.  • Listen more than you talk. As an effective supervisor, you will need to know what to coach and when to coach. Generally, you will need to assume the role of coach when a member of your work team does not know how to do an assigned task, performs a job incorrectly, or does not perform to prescribed standards. Generally, if the performance problem is one of attitude or motivation, you may need to counsel the employee. Once you identify an area that requires coaching, either through direct observation or an employee’s direct request for help, you can develop a coaching plan. Elements of a plan may include:  • Let employees know what is expected of them by clearly defined standards and job responsibilities. Develop a work plan with agreed upon tasks and completion dates.  • Let employees know how they are doing through positive and negative feedback, evaluation of performance, and documentation of strengths and weaknesses.  • Mutually develop a plan for improvement. Monitor progress in areas that need strengthening and suggest and provide appropriate training. Recognize and praise performance improvement.  • Remember the principles of effective communication.. (Effective supervisory practices, Third Edition, Chapter 9)