Six Techniques for Coaching Slower Learners
Some employees don't catch on as quickly as others to new ideas or procedures. You can't afford to write them off, so you need to spend a little extra time and effort coaching them. Here are six techniques to try:
- Be honest but kind. Tell employees where their work falls short, but don't imply that you think they're incapable of improvement. Otherwise, they may accept themselves as a failure and stop trying.
- Criticize sparingly and constructively. Be patient, and keep your emotions in check. If you don't, the employee may become impatient and defensive when you offer feedback.
- Show some understanding. Remind the employee that not everybody gets the hang of a particular procedure right away. This helps the employee realize that he or she isn't personally at fault for the situation.
- Ask questions and listen carefully. When you ask the employee for ideas or suggestions that might help the learning process, you'll involve the person more fully and also reduce the opportunity for him or her to make excuses. Pay attention to learn if there are obstacles beyond the employee's control.
- Clarify your objectives. The employee may not be fully aware of what he or she needs to learn and why. Explain your expectations in detail, and ask the employee to repeat them back to you so you can check that you're on the same page.
- Set a deadline. After you've reviewed the situation, discuss a reasonable deadline by which you expect the employee to be up-to-speed. Follow up to be sure the employee is making progress at the rate you both anticipate.
