Performance Coaching and Feedback Worksheet
Overview of this form
The Performance Coaching and Feedback Worksheet is a document used by management to summarize discussions during coaching sessions. This form helps ensure that feedback provided is structured and clear, facilitating employee growth and accountability. Unlike other performance evaluation forms, this worksheet focuses specifically on coaching interactions and ongoing development rather than formal appraisals.
What’s included in this form
- Identification of the employee receiving coaching.
- Date of the coaching session.
- Summary of discussion points, including strengths and areas for improvement.
- Action items and goals established during the session.
- Signatures of both the manager and the employee acknowledging the discussion.
When to use this form
This form is particularly useful in situations where management seeks to provide structured feedback during coaching sessions. It can be employed after performance reviews, when addressing specific employee challenges, or during ongoing development discussions to track progress over time.
Intended users of this form
- Managers and supervisors conducting coaching sessions with team members.
- Human resource professionals who oversee employee development initiatives.
- Employees who are seeking structured feedback and clarity on their performance.
Steps to complete this form
- Identify the employee's name and position at the top of the worksheet.
- Enter the date of the coaching session.
- Summarize key discussion points, focusing on strengths and challenges.
- Set clear action items and developmental goals for the employee.
- Ensure both the manager and employee sign the worksheet to acknowledge the conversation.
Notarization requirements for this form
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes to avoid
- Failing to provide specific examples during the discussion summary.
- Not setting actionable follow-up goals after the coaching session.
- Omitting signatures, which could lead to misunderstandings about the feedback provided.
Why use this form online
- Convenient access to the form anywhere, enabling timely feedback.
- Editability allows for quick adjustments based on coaching discussions.
- Reliability in storing and sharing performance feedback securely.
Main things to remember
- The Performance Coaching and Feedback Worksheet is essential for structured employee coaching.
- It ensures clear documentation of feedback and development goals.
- Management and employees should both engage in completing the form for mutual understanding.
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FAQ
Avoid giving unsolicited advice. Only a third of people believe the feedback they receive is helpful. Be specific. Come with a deep level of empathy. Don't wait for a quarterly review. Keep it private. Don't take the sandwich approach Make the conversation a two-way street. Focus on performance, not personality.
Coaching is about assisting employees reach their goals for the future. Feedback is about helping employees understand what prevents them from reaching their current goals. Coaching is about advocating optimal performance. Feedback is about reinforcing appropriate behavior.
Give employees regular, frequent feedback. Create a culture of team feedback. Push employees to their attainable limits. Be open to employee ideas. Encourage employees to learn from others. Ask employees for opinions. Build confidence.
Some examples of positive feedback are contractions in child birth and the ripening of fruit; negative feedback examples include the regulation of blood glucose levels and osmoregulation.
Be positive. Focus on the behavior, not the person. Be specific. Be timely. Make sure you are clear on why you are delivering the feedback. Don't use judgment as a means for feedback. Provide feedback from a neutral place. Make it a two-way conversation.
Determine the need. A continuous process that can be done through performance appraisal or by observing performance in the workplace; discuss the coaching process with the learner and agree on what the learning outcomes should be. Explain. Demonstrate. Provide practise opportunities. Provide feedback.
Give employees regular, frequent feedback. Create a culture of team feedback. Push employees to their attainable limits. Be open to employee ideas. Encourage employees to learn from others. Ask employees for opinions. Build confidence.
Stick to the facts and underline expectations. Emphasize behavior. Align records of past performance. Describe proof of misconduct. Identify and present consequences. Meet in person and get a signature.
Be positive. Focus on the behavior, not the person. Be specific. Be timely. Make sure you are clear on why you are delivering the feedback. Don't use judgment as a means for feedback. Provide feedback from a neutral place. Make it a two-way conversation.
