How to Build a Coaching Culture to Improve Employee Engagement

by Nov 29, 2018Employee Engagement Training

Build a Coaching Culture to Improve Employee Engagement
Engaged workers are over 40% more productive than their unengaged counterparts. That’s a strong link between employee engagement and job performance.  Effective leaders do all they can to strengthen that connection even more.  One promising path is to build a coaching culture to improve employee engagement.

Effective Coaching as a Key to Employee Engagement and Improved Performance
Did you know that almost 90% of highly disengaged employees feel that they haven’t received enough coaching from their manager?  We believe that the kinds of personal relationships that come from regular positive interaction through coaching are fundamental to both employee and company growth.  And that growth, in turn, drives increased employee engagement, performance and retention.

How to Build a Coaching Culture to Improve Employee Engagement
We believe that people lead organizations and drive business results.  We also believe that people can change. While no one can excel at everything, we do believe that anyone can improve in almost any field – especially if they have a good coach.

1. Establish the Purpose of Coaching
Coaching is all about improving performance, advancing your career and/or gaining new perspectives. Effective coaching is personally rewarding to both the coach and coachee.  On the receiving end, the coachee gains relevant skills, confidence and a meaningful relationship with a respected colleague; for the coach, there is the satisfaction of helping a co-worker make a more valuable contribution to the organization.

2. Convey the Coaching Process
We believe that successful coaching processes have a few common characteristics. First, there is always a clear set of objectives.  Second, coaches follow a disciplined coaching process that pushes each coachee to do the hard work that leads to meaningful change.  Third, each and every coach must understand the coachee’s situation, be an astute observer, ask tough questions, and provide direct recommendations.  Lastly, the coachee must be genuinely open to change.

A coaching culture will not take hold unless employees are open to receive coaching and willing to commit to making changes based on the coaching that they receive.

3. Secure Commitment
For coaching to become part of the workplace culture, you need to get all employees on board with the initiative. One way to accomplish this whole-hearted commitment is to emphasize that coaching is an integral part of your corporate values and workforce development.  Coaching should be everyone’s responsibility.

Some organizations even advocate “multi-directional” coaching whereby employees can be coached by and coach anyone in the organization.  This approach both supports the employee and gives them a sense of accountability for the performance of the whole team.

Bottom Line
Employees who believe that their managers and supervisors truly care about their development are more likely to be highly engaged in their work.  What better way to demonstrate to employees the organization’s commitment to their ongoing career development and advancement than to build a coaching culture to improve employee engagement?

To learn more about how to build a coaching culture to improve employee engagement, download 8 Reasons Leaders Need 360 Degree Feedback

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