A coaching plan turns performance feedback into a structured set of achievable actions, competencies, timelines, measurements, and support commitments. It gives an employee and manager a shared path for improving performance, often over 60 or 90 days. section 4.5.1
A practical coaching plan can include:
- Specific improvement goals connected to identified gaps between performance expectations and current results. section 4.5.1
- Clear measures of progress, such as peer-review comments, revision counts, or completed competencies. section 4.5.1
- A review schedule, such as weekly one-on-one meetings that set goals and examine progress. section 4.5.1
- Support commitments, including learning resources, technical documents, courses, and designated learning time. section 4.5.1
- Transparent communication about expectations, measurement, available support, and consequences for missing expectations. section 4.5.1
Example: improving engineering performance
After identifying missed deadlines and subpar code quality, a manager and employee agree on a timeline and achievable tasks tied to specific competencies. They move from biweekly to weekly one-on-ones, review each week's progress, and use internal videos, technical documents, or courses to strengthen technical skills. section 4.5.1
