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Coaching Best Practices to Improve Performance & Engagement

There is a huge opportunity for organizations to take advantage of coaching between managers and employees that will significantly improve employee performance. Managers are often only seen as bosses, and not mentors. Employee coaching is an integral part of performance support and management because it empowers employees and is key to building and maintaining a self-motivated team. Topics that are typically covered in coaching methods include onboarding, time management, problem solving, goal setting, overcoming conflict, and performance. By coaching your teams, you can maximize employee potential and support the talent on your teams that puts them in a position to help your organization succeed.

Here are some statistics according to Deloitte:

Unavoidably, there is a growing need in today’s business world that requires organizations to consistently improve employee productivity and performance. Sure, you could upskill and reskill your teams, but coaching is becoming more prevalent, and the results speak for themselves. The ultimate goal of utilizing a coaching approach is to work collaboratively with your employees to resolve productivity issues and improve the performance of individual employees throughout an organization.

Where to Start with Employee Coaching

A lot of managers struggle with this approach. Although they might think they are coaching their employees, they are just simply telling them what to do. Keep in mind that the better you coach, the more prepared your employees will be to achieve goals set in place for them. Effective coaching not only assists in guiding employees down the right path, but also promotes unbiased ideas and collaboration between departments to find solutions to all types of problems. Your employees and your teams will feel empowered to act dynamically through relationships built on trust and integrity. Below you will find some tips on focus areas for your employee coaching programs:

There are vital components of creating an effective coaching program for your employees. In addition to the above recommendations, you will want to align all your coaching efforts with your organization’s core values. After all, coaching your teams it designed to help your organization achieve company-wide goals. Sure, you could give everyone the same step-by-step instructions, but coaching does not work that way. You want to tailor your coaching approach to each individual employee to make sure it is most effective. Some employees will need more support than others. Keep in mind that some employees do best with hands-on approaches, while some employees may be most effective with visual or auditory tactics. Coaching is as much of an art as it is a science.



Be a Coach, Not a Boss

Great managers help employees enhance their skills while also improving weaknesses. Employees will always remember the leaders who helped them personally develop more than leaders who did not. Strong managers will celebrate success, listen to employees, empower employees, and trust employees. So, to be frank, great bosses are essentially more like coaches and less like bosses. Every good coach’s job is to encourage, support, and motivate their teams. The right coaching, at the right time, plays a holistic and critical role for organizations striving for higher engagement, productivity, and collaboration from employees. It is pretty common that managers leave feedback and performance critiques for annual reviews. My recommendation? Do not do that. This might give your employee a quick assessment, but it is not really helping to develop them into better employees. Ongoing and consistent feedback through coaching methods is a key to higher performance.

As a manager, and more importantly as a coach, you will have the greatest influence on your employees compared to the rest of the organization. If you want more engagement and increased performance, take a look at where you can help your employees improve. Engaged employees will consistently outperform the rest.

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