7 Steps to Coaching Your Employees to Success
Don’t just rely on annual reviews. Create an ongoing communication with your employees to help them be their best. Communication is the key to success in the workplace. Here are some interesting facts for you;
- Did you know 40% of Employees worldwide believe their company lacks collaboration and communication.
- 33% of Employees say there is a lack of transparency in internal communication
- 28% of employees say poor communication is the main reason they can’t meet deadlines. 33% of employees say a lack of upfront communication has the most negative impact on morale
- 45% of workers say poor communication affects their trust in leadership and their team. Remote workers are more affected, with 54% reporting poor communication impacts trust in leadership and 52% reporting it impacts trust in the team
- 43% of people say poor communication decreases productivity. Improving internal communication can improve organizational productivity by as much as 25%. When employees are offered better communication technology and skills, productivity can increase by up to 30%
- 80% of employees say they feel stressed due to ineffective company communication. 63% say they’ve considered leaving their company because ineffective communication interfered with their ability to do their job
Many employers conduct annual reviews to provide employees with feedback on their performance, highlighting what they’re doing well and areas that need improvement. But what happens during the other 364 days of the year?
Coaching offers an alternative approach to nurturing employees’ potential. Through regular feedback, counselling, and mentoring, coaching enables continuous growth and helps employees reach their full potential. Instead of relying solely on annual reviews, coaching provides ongoing support, guiding employees toward achieving their goals. When done correctly, coaching serves as a roadmap to success and is seen as a valuable benefit. However, if mishandled, it can leave employees feeling criticized, undervalued, or even punished.
The following seven steps can help establish a positive environment for delivering feedback:
Step 1: Establish Mutual Trust
The cornerstone of any effective coaching relationship is the daily interaction between the manager and the employee. Without a foundation of trust, conducting a productive coaching session is impossible.
Step 2: Open the Meeting
When initiating a coaching meeting, it’s crucial for the manager to clearly explain, in a non-evaluative and non-accusatory manner, the specific reason for the meeting. The key here is to reiterate the purpose of the meeting in a friendly and non-judgmental way, as originally discussed when the meeting was scheduled.
Step 3: Secure Agreement
A critical part of the coaching process is obtaining the employee’s verbal agreement that a performance issue exists. A common mistake managers make is assuming that the employee is already aware of the problem’s significance. To ensure the employee understands the issue, the manager must clearly define the nature of the problem and help the employee recognize the consequences of not addressing it. This involves specifying the behaviour and clarifying the potential outcomes.
- Cite specific examples of the performance issue.
- Clarify performance expectations in the context of the situation.
- Obtain the employee’s agreement on the issue.
To clarify the consequences:
- Encourage the employee to express their understanding of the potential impact of the issue.
- Ask for the employee’s agreement on the consequences.
Step 4: Explore Alternatives
Next, encourage the employee to brainstorm ways to improve or resolve the issue. Avoid jumping in with your own solutions unless the employee is unable to come up with any. Focus on generating specific alternatives, not general ideas. The goal at this stage is not to choose a solution but to expand the range of options for the employee to consider and discuss the pros and cons of each.
This step requires the skill of active listening and expanding on ideas. Acknowledge the employee’s suggestions, discuss their benefits and drawbacks, solicit additional ideas, and ask the employee to explain how they would address the issue.
Step 5: Secure a Commitment to Act
Once the alternatives have been discussed, guide the employee in choosing a solution. It’s important that the employee makes the decision, not the manager. Obtain a verbal commitment from the employee on the action they will take and the timeline for doing so. Offer support and encouragement for their choice.
Step 6: Address Excuses
Excuses may arise at any point during the coaching session. To address them, reframe any blame or accusation in a way that encourages the employee to reflect on their behaviour. Show empathy to demonstrate understanding and support, acknowledging both the content and emotion behind the employee’s comments.
Step 7: Provide Feedback
Effective coaches recognize the importance of offering ongoing performance feedback, both positive and corrective.
Key points to remember when providing feedback:
- Timeliness: Feedback should be given as soon as possible after the relevant event or observation.
- Specificity: Avoid vague statements like “You did a great job” or “You didn’t handle the client’s concerns well.” Provide clear examples to illustrate the behaviour you want to see continued or changed.
- Focus on the behaviour, not the person: Avoid making the feedback seem judgmental. Start with “I observed…” or “I noticed…” and then describe the behaviour. Focus on the actions and their impact rather than the individual’s character.
- Use a sincere tone: Ensure your tone reflects sincerity and avoids anger, frustration, disappointment, or sarcasm.
Positive feedback reinforces good performance, motivating employees to go the extra mile when they feel valued. On the other hand, poorly delivered corrective feedback can create friction and conflict. When handled effectively, it strengthens performance and fosters a positive work environment.