What is Employee Coaching?
Coaching can be described as instructing or training someone to achieve a goal. These two words are the most important. These words define the type and level of coaching required to reach that goal. This is particularly true for employee coaching.
Coaching is about unlocking someone’s potential to maximise his or her own performance. Coaching is about helping people learn, not teaching them. Coaching can be a great way to increase employee engagement. It is more motivating to apply your knowledge to a situation rather than being told what to do.
Employee coaching programs are designed to help employees improve their job performance. It’s a partnership between an employee and a manager. A common method for employee development that has produced positive business outcomes is Value Coaching. Strong coaching cultures are linked to higher talent and better business outcomes.
There are many leadership skills and competencies that are important, but coaching is key to improving the performance of whole teams. Today’s business leaders are more comfortable with a coaching style than those who have more authority. Leaders who coach their employees rather than dictating can build a more skilled and agile workforce that leads to a healthier and more profitable business.
Employee coaching has many benefits
A key component of any talent-development strategy is employee coaching. These are some of these benefits you can expect from implementing an employee-coaching program:
1. Develop Your High Potential Employees. You can develop your highest potential employees by creating an employee coaching program. These employees are the ones you consider the future leaders in your company. Your coaches will identify the leadership potential of your high potentials, and help them develop the skills that they need to succeed. It is essential to develop these employees in order to maintain your succession pipeline.
2. Coaching fosters creativity. Organisations can achieve breakthrough performance and resilience. This gives them a competitive edge as well as a way to effectively flow and operate in an environment of constant change. Successful organisations have recognised that managers must be able to coach their employees and each other, and have included coaching in their management/leadership development.
3. Coaching helps you achieve more goals. Coaching in the workplace is also a great way to achieve goals. A strong coaching culture can help drive long-lasting change through setting achievable goals for both personal and business success.
4. A safe place to gain perspective. A coach provides a safe place for the individual to talk about sensitive issues. Coaches are often a third-party participant. Their ability to stay uninvolved, but provide guidance, allows them to gain perspective without being intimidated by anyone within their organisation.
5. Increases employee engagement. Coaching as an employee engagement strategy allows employees to take part in their roles within the organisation. Their coach provides feedback and constant support. Coaching creates a sense of connection between employees and their work. This helps to improve employee engagement and company culture.
Employees at all levels are encouraged to seek feedback and take action to improve performance. A healthy work environment encourages employees to be open to constructive feedback.
Tips to improve performance by coaching employees
These coaching tips will help you have more positive coaching conversations and improve your team’s performance.
Tip 1. Ask for guiding questions.
Asking open-ended questions that are guiding and not prescriptive leads to better coaching conversations. It is crucial that you have strong relationships with your employees as a leader or manager. This will allow you to determine if your employees have the potential to learn and grow, as well as what attitude they have toward their work.
Tip 2. Decide what you want.
Before you give a project to your employees, it is important to have a clear vision of what you want them accomplish. There are two types of coaching employees. You can coach employees for improvement or because they are doing something wrong. Or you can coach them on a new topic or process that requires training.
Tip #3. Demonstrate your belief that the employee can improve.
Be confident in your employee’s abilities and willingness to solve the problem. Ask the employee for assistance in solving the problem and improving their performance. Ask your employee to help you achieve your goal of increasing employees’ contribution to the organisation.
Tip 4. Keep on top of things
This is a crucial step because it all boils down to how you monitor and track the progress of your employees. If they have any concerns or issues regarding their development, you can have a coaching conversation with them.
Tip #5. Keep it collaborative
Coaching collaboration emphasises the relationship. It teaches you how become a sounding board for one another. Coaching conversations should flow both directions, regardless of the situation. There should be plenty of opportunity for discussion and feedback. You’re not taking away your employees’ responsibility for doing the work.
Tip #6 Make coaching a habit
Continuous, real-time feedback is the key to high performance. It corrects negative behaviours and reinforces positive ones.
Although coaching and therapy are different, employee coaching does not include counseling or therapy. However, coaching employs some of the same communication methods. Therapy deals with the resolution of past conflicts and heals. Coaching is all about creativity, performance and action.
Organisations with strong coaching cultures have higher job satisfaction and engagement. As managers and employees develop stronger relationships through coaching, these organisations have higher retention rates. It’s not surprising that employees say their number one reason for leaving a job is their manager. This makes it easy to see how coaching employees can improve their performance and their commitment to the company.