Re evaluating goals. As time passes from the original coaching session, you want to check in on your employee and see where they are at in respect to the goal that was said. It is at this point where you may want to reevaluate the goal and determine if it is still smart. There are several things you want to take into consideration when re evaluating goals. First, re evaluating does not mean that you have to change it. re evaluating is an opportunity to check on the goal and to determine how your employee is doing in achieving this goal.

Here's some steps you want to take when re evaluating a goal. revisit the starting point, you want to review where you begin. This way you were able to see if progress has been made and your employee is moving towards the goal. Determine what has been accomplished. Look at what the current performance level is and compare it to the starting point determined earlier. Review the amount of time left and respect to the goal date.

You want to see if the amount of improvement is aligned with how much time has passed or how much time is left before the gold date is reached. Determine if the Time remaining before the goal date is adequate to fulfill the goal. You want to see if there is still enough time to improve and reach the goal. If not enough time is left to accomplish goal by the goal date, then set a new goal and goal date based on how much improvement has been accomplished in the time it took to get there. If there is still enough time set smaller goals to help the employee move towards the established general goal. in overcoming roadblocks, you may need to be more flexible.

Perhaps the goal originally seemed like a viable goal, but when put into practice, it becomes apparent that you will not be able to reach it. Do not become frustrated. Be flexible and understanding of your employee if you have to reset a goal.