In any career path, there is a point when an employee may not know what their next step should be. They may have already taken the extra courses that you recommended and are doing well in their daily tasks. And now, they feel stuck and don’t know how to improve in their job. This is not the state you want your employees to be in. Luckily, having a coaching program is a good way to point your employees in the right direction.
But why would you want to coach your employees? Here are just some of the benefits of coaching.
Benefits of Coaching
Breaking through employee roadblocks
Some roadblocks that employees might face in the workplace include lack of self-confidence, lack of appreciation from their boss, and other internal practices of the company that can cause conflict. When employees don’t feel confident in their job, they are less likely to think out of the box or have the initiative to change things and help the company grow. This lack of initiative can also come from a lack of appreciation from the employee’s manager. When employees feel that their work isn’t appreciated by their direct manager, their motivational levels can drop as they would feel that the quality of work doesn’t matter in the end anymore.
At times, the roadblocks that employees face may not be related to work, but related to their social life. Perhaps one of the reasons an employee is not as effective with their work is because they have a lot of responsibilities back at home.
By determining these challenges in their personal and in their work life, a coach can help an employee not only be more productive with their work but also increase their happiness and self-esteem.
While you are not expected to solve their personal problems for them, it is your job as a coach to help them understand the source of the problem, propose solutions that are based on their own strengths, and guide them as they solve the problem. The important aspect of coaching is that the coachee is the one who acts and fixes the problem, while the coach is only there to point them in the right direction.
Developing a deeper relationship
Through coaching, you can develop a deeper relationship with your employees. Your coaching efforts will show them that you care about their personal development. A sense of trust gets developed in the process.
As you build a more personal relationship with your employees, they will better take the constructive criticism that you give them as it is given by someone they know and trust. They will take your comments not as you reprimanding them, but as genuine advice on how to make themselves better as a person. Through this, you can also teach your employees how to assess themselves from the perspective of a manager, a colleague, or a client. By learning to critique oneself and act on improvements that need to be done, they can overcome future personal challenges.
Maintaining employee retention
This relationship based on trust will be beneficial in the long-term as newer generations come into the workforce. Millennials are now taking up the majority of the workforce, and they generally don’t work well with managers who just tell them what to do and when to do it. They want to have a manager that cares about their career and personal growth and can understand how personal challenges may affect performance. Traditional mechanisms such as peer pressure, termination, or other high-stress behaviors are no longer effective in motivating employees. And so, companies that provide coaching programs would then be more attractive to millennials than those who don’t.
Keeping them engaged with the company
As you coach your employees and guide them through the milestones in their career, they become more engaged in the company and are much more motivated as their goal is personal to them. They won’t see their work as something done just for the company, but rather, something that will propel themselves forward in their career. This will result in higher levels of productivity, higher profits, and higher retention rates. Based on a report, the numbers can be as high as a 17% increase in productivity, a 20% increase in sales, and a 21% increase in profitability.
Help your employee see a future in the company
The main purpose of coaching an employee is to give them guidance, both in their career and even to an extent, in their personal life. As a manager, you can guide them in setting career goals that are attainable and time-bound. Checkpoints can also be set to help track the progress of the employee. During the coaching program, both you and your coachee will be able to determine roadblocks that may hinder them from achieving those goals. These roadblocks can come in the form of a lack of skill set or lack of experience, which can be remedied through training programs or further guidance from you.
Grooming future leaders
Lastly, coaching is a way for you to identify and develop high-potential individuals in your company. These are the employees that have shown the potential to hold leadership roles in the future. Through coaching, you will be able to prepare them to take on bigger tasks and responsibilities by teaching them how to set realistic goals for their career, how to balance work and their social life, and how to be more self-aware to have continuous personal development.
Challenges in Coaching and How to Be An Effective Coach
Now that you know a few of the benefits of coaching your employees, you might be excited to start a coaching program for them. As you are managing people on a deeper level, it is essential to be equipped with the knowledge and strategies of how to be an effective coach. Doing this incorrectly may give you the opposite results of what you were hoping for.
Some of the coaching challenges in the workplace come from the lack of proper communication between the coach and the coachee. Another example of a challenge is when the employee is apprehensive about sharing their weaknesses with their coach. And perhaps the most difficult challenge is when your employee tells you that you are impeding on their growth
However, these challenges can be overcome by practicing the two key skills that every coach needs to learn: listening and asking the right questions at the right time and in the right manner.
As simple as it may sound, listening is a crucial part of coaching since it’s how you earn the trust of your coachee. When they tell you something personal, be patient and try to understand if what they’re telling you could be a factor in their overall performance in the office. Not everything will be connected to their performance at work, so learning how to sift through the small details and connecting it to their problems will make you become a more effective coach.
You will also need to learn how to ask the right questions. As a coach, you can’t always hold their hand through the process. You are there to guide them into self-actualization. Your questions should guide them to realize how they can solve the problems that they face. Through this process, it is better if the solution comes from them, and not you so that they are more motivated and committed to executing the solution.
Having the skill to coach effectively is not something someone is born with. It’s a skill that you will have to learn and develop yourself. As our Learning Partner believes: coaching is not about becoming persuasive, eloquent, or perfect. Everyone will have their own way of coaching, but the goal of this should always be for the betterment of the employee, and not just the company.
Interested in learning how to be an effective coach? Ask for customized training at SkillBean’s training request platform. If you have any other questions, shoot us an e-mail through [email protected]