BEER Coaching Model

by Amy Shoemaker | Jan 29, 2015 |

Stephen called to share that every time he gave performance feedback to one of his employees, she started crying.   He had tried to keep a box of tissues in the room, stepped out to let her compose herself, and started the conversation with praise.  Nothing seemed to work.

Here are the tips I shared with Stephen for giving constructive feedback:

• Give feedback in private
• Open conversation by indicating this is a coaching conversation, to prepare the employee
  • We need to discuss . . . .
  • Recently I’ve noticed you struggle with . . .
  • It’s come to my attention that . . . .
• Deal with one issue at a time, be specific, truthful and offer credible feedback
• Give feedback immediately, use I statements – I observed. . . .
• Make sure the employee is ready to receive the feedback
• Motivate the employee to want to change their behavior to get different results – how does the change benefit them?
• Treat them professionally with dignity and respect
• Explain  your performance expectations
• Give suggestions to improve performance
• Don’t communicate in anger
• Confirm understanding and allow time for the employee to ask questions

In honor of the craft breweries in Colorado, I developed the BEER Coaching Model which managers can use to successfully deliver performance feedback:

B = Behavior you observed, briefly describe it and be specific

Hear their story and allow them to explain their positive intentions

E = Explore Options for Improvement

Share how the change in behavior or performance benefits them

E = Engage employee in solution

What can we do so this doesn’t happen again?

How can I help you?

R = Results!  Or Review solution, Refocus behavior and Re-launch new performance

The BEER Coaching Model provides results in changing behavior and improving performance.  What additional tips do you have for improving your employee performance coaching conversations?