“Coaching can lead to performance beyond expectations of the coach, manager and beyond the dreams of the performer,”—John Whitmore, Coaching for Performance
Employee coaching is an essential skill for any manager to master in order for employee productivity and engagement to be high.
Unfortunately, many managers treat coaching like a disciplinary situation if the employee doesn’t improve his/her performance.
Employee coaching should never be a negative situation. It should always be positive and focus on helping the employee improve and grow.
There are two steps you can take if you want to be effective with your employee coaching:
- Attempt to build a partnership—When you do this, you establish trust between yourself and your employees. This makes employees feel like your workplace is a safe environment for them.
- Make your employees feel comfortable—When you coach in a positive manner and promote positivity and trust in the workplace, the person you’re coaching will feel comfortable voicing his/her opinion and speaking up during your coaching sessions.
An Example of When Employee Coaching is Needed
When employees who have been recently promoted to managers move into their new positions, they sometimes don’t have the experience they need to deal with situations that may come up. This is when employee coaching comes in.
A senior manager or the new managers’ bosses should coach the new managers on a day-to-day, informal basis, as well as provide them with feedback and show them what successful performance looks like.
Employee coaching is an important part of growing and developing the employees you have into the employees who will lead your company into the future.
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