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Run: Associate Performance Coaching Form

Document a retail associate coaching conversation with clear observations, feedback, action items, and follow-up. Use it to keep performance discussions cons...

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Session Overview

Coach / Manager Name (required)

Associate Name (required)

Associate Employee ID

Optional — enter if your store uses employee ID numbers.

Department / Area (required)

Date of Coaching Session (required)

Type of Coaching Session (required)

Has this topic been addressed in a prior coaching session? (required)

Observed Behavior

Primary Performance Area (required)

Select all areas relevant to this session.

Situation — Where and when did the behavior occur? (required)

Be specific: date, time, location, and context.

Behavior — What specific action or behavior did you observe? (required)

Describe observable actions only — what you saw or heard, not assumptions about intent.

Impact — What was the effect of this behavior? (required)

Describe the impact on the customer, team, store metrics, or brand standards.

Positive Behaviors Observed (Strengths to Reinforce)

Optional but recommended — balanced feedback improves engagement and retention.

Development Opportunity & Feedback Delivery

Development Opportunity — What specific skill or behavior should improve? (required)

Frame as a positive, actionable behavior — what 'good' looks like going forward.

How was feedback delivered? (required)

Associate's Response to Feedback (required)

Associate's Comments or Perspective (as shared during the session)

Capturing the associate's perspective supports a fair, two-way coaching record.

Were any barriers to performance identified?

Select any factors the associate or coach identified as contributing to the behavior.

Describe the barrier (if 'Other' selected above)

Action Plan & Commitments

Associate's Committed Action Steps (required)

List specific, observable actions the associate agreed to take. Use numbered steps for clarity.

Manager / Coach Support Commitments

What will you do to support the associate's development? Mutual accountability strengthens coaching relationships.

How will improvement be measured? (required)

Define what 'success' looks like so both parties have a shared target.

Resources or Training Provided / Assigned

Follow-Up & Acknowledgment

Scheduled Follow-Up Date (required)

Set a specific date to review progress. Recommended: within 7–14 days for active development areas.

Follow-Up Format (required)

Does this situation require escalation to HR or a formal corrective action? (required)

Escalation Notes

If escalating, briefly describe the reason and next steps.

Additional Coach Notes

This field is for internal record-keeping and will be included in the coaching log.

Associate Acknowledgment (required)

Checking this box confirms the coaching conversation took place and the associate was given the opportunity to share their perspective. It does not imply agreement with all content.

Yes No N/A

Coach / Manager Signature (required)

Digital signature of the coach completing this record.

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Email (required)

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