A Squad Behind 200 Lives of Coaches Around The Globe
They call us the Coach Squad. We are responsible for overseeing all processes related to our coaches. There are two sub-functions within the Coach Management Team.
The first sub-function is Coach Recruitment (CR) which has the primary objective to enhance human resources management by ensuring the availability of a competent and willing workforce to the organization.
While the second sub-function, Coach Relations & Performance (CRP) aims to establish, maintain and improve desirable working relationships among all coaches of the organization while ensuring Globish coaches’ professional development and ongoing performance management. Other functions of Coach Relations include career paths, benefits, payroll, expense management and ensuring smooth employment.
However, the numbers of Chinese language learners are rising all over the world, as a result, Globish has also expanded business in Chinese. The position will perform full-stack of CR and CRP for now is Chinese Coach Management or CCM.
Our pool of coaches is mainly from referrals and job posts on social media platforms. All applicants must apply through the career page by submitting the application form.
The coach management team will then meticulously pre-screens all applicants and deliver both fail and pass pre-screening results with feedback within 7 working days. The candidate who passed the pre-screen will be on our ‘wait-list’ waiting to be called for an interview and mock class.
When scheduling interviews and mock classes, we provide candidates with kid & adult lessons, teaching guidelines, and platform guidance to enable them to meet our expectations. After completing the interview and mock classes, the performance of the mock classes is evaluated by the evaluation team which is internally called ‘Co-decision’. the team uses a ‘Rubric for Co-decision’ to help them assess teaching performance. The candidate who passed the interview and mock classes will be on our ‘final list’ waiting for onboarding.
The onboarding process will be conducted based on students’ demands to properly serve their needs and to maintain a healthy booking rate of in-house coaches. Once candidates complete the onboarding process which includes system guidance, questionnaire, personal information, coach manual, and orientation, they can start teaching right away!
Once coaches start teaching with us, CRP will observe classes and evaluate their teaching performance. Then, send a probationary report. We have three methods for evaluating our coaches’ performance;
- A teaching evaluation rubric based on the company’s standards, with a primary focus on Professionalism (appearance, punctuality, class setting, technical preparation), Knowledge, Instructional Effectiveness, and Class Management. This rubric will be used in monthly evaluations.
- System for tracking each coach’s performance, including coach attendance, student satisfaction ratings, and student feedback. Each component has a set score, and all data is available for each coach to review on his or her own performance page to track their own performance. This digital tool allows us to easily conduct performance tracking and provide actionable information to coaches.
- Class observation to monitor actual class and evaluate the coach’s teaching performance. This helps us understand each coach’s teaching style in real class.
All of these methods will be used on a daily basis by our team to solve issues and develop any area that arises for our coach to provide the best class performance to students. Furthermore, in order for the evaluation system to be as effective as possible, we also need to provide meaningful feedback to the coach. As a result, if the coach fails in any aspect of the performance that we have established, we will communicate with the coach as a performance notice to discuss the solution and areas for improvement.
We previously explained how to recruit coaches and evaluate their performance to ensure they meet the company’s standards. However, we have additional responsibilities with the coach, such as payment, benefit, leave request, penalty, and holiday announcement. Which is comparable to HRD. So managing coaches as HRD functions from around the world via online is the most difficult aspect of our job.
Our coach comes from many countries, which results in a variety of working styles for each coach, such as different time zones, different cultures, payment methods, and so on. We need to understand each country’s culture and maintain daily contact with the coach. Good communication is essential when working online with many coaches from different countries. Also, from many cultures and language comprehension, one of our important values is respect. As we treat our coaches as our family members, respect for each other is the must. We apply this value in everything we do. For example, we always communicate with our coaches clearly, straight to the point. This is to reduce mis-interpret meaning of the messages through the writing communication. In addition, for the payment transaction, we always try to do it as fast as we can for our coaches to receive their payment and also try to figure out the easy-friendly method for them. This is due to the fact that we prioritize our relationship by working together. Furthermore, we always welcome any positive or negative feedback on our work, whether positive or negative, because it helps us improve.
This is how we work as the coach management team and work with our potential coaches!
We are still looking forward to working with more potential coaches from different countries. Do not hesitate to join us. We and our students are ready to send you a warm welcome, and we are sure that you will have a pleasant teaching experience teaching with us!
