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How To Use GPS Tracking Coaching

There are extraordinary benefits to you and your company when you use a coaching approach to introduce GPS tracking with your employees, which can help to minimize disciplinary action in the long run.

When an owner/manager says that company disciplinary actions will be the result of implementing GPS tracking, it puts your employees on the defensive right way. Then any future issues that do arise between an owner/manager and employee becomes a formal process, which can often lead to an even further tense situation. Instead, doing managerial coaching first offers an effective alternative to discipline that helps to get the employee to take voluntary ownership and actively involved in addressing any challenges and/or changes that need to be made.






Using company disciplinary procedures first to address employee issues puts the ownership of the issue on the manager/owner. That approach usually makes the employee react negatively to whatever course of action the manager decides to take. A coaching approach puts ownership of the issue with the employee in a very positive way.

The process of resolution is then created between the manager and employee working synergistically to resolve the issue and it becomes the employee’s responsibility. Hence, giving them a sense of purpose, to use those mutually agreed upon resolutions to correct the issue.


The coaching approach rather than a disciplinary approach looks at employee conflict or challenges as an opportunity for the manager and employee to improve their relationship. In addition, coaching helps to look at possible other issues that could be at the core of what is really causing the problem and work with the employee to help resolve those issues. Following disciplinary actions addresses the problematic activity but often does not get to the root of the problem. It can be a lost opportunity to help resolve a deeper employee issue, which can create a more productive staff member when it is addressed.

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A positive manager-employee relationship is important in creating a productive workplace. Coaching works with employees to improve employee performance and sometimes find deep-seated reasons as to why conflict exists. This kind of interactive process works to improve the manager-employee relationship on a grander scale. If a manager turns to official disciplinary action without attempting to interact with the employee, then that can damage the manager-employee dynamic and create a discord that results in a drop in morale, loss of productivity and an increase in employee turnover.

Coaching tends to create a workplace based on an active relationship between the manager and employee. If employees have an issue, the now coach/manager has made it clear that they can come to the coach to resolve those issues. Managers who turn to company disciplinary actions tend to create a workplace environment that is void of that nurturing relationship. Employees are less likely to develop a sense of loyalty to a manager/owner that relies solely on disciplinary action as opposed to a coach that invites employee input. Hence, creating longer-term employee retention.

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