INSIGHTS

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According to Deloitte Insights (Bersin) coaching comes second only to goal setting as a management practice which drives employee engagement. Many employers sit their workers down once a year for a review. At that time, the employee finds out what they’ve been doing right or if there are areas in need of improvement. But what happens the other 364 days of the year?

Coaching is a different approach to developing employees’ potential. With coaching, you provide your staff the opportunity to grow and achieve optimal performance through consistent feedback, counselling and mentoring. Rather than relying solely on a review schedule, you can support employees along the path to meeting their goals. Done in the right way, coaching is perceived as a roadmap for success and a benefit. 

Here at the HR Hub, we think coaching is an integral part of the managers’ toolkit and we regularly encourage our clients to participate in coaching conversations with their teams.  So, here are some easy steps that you can take to start building that coaching relationship TODAY

  1. Build a relationship of trust: The foundation of any coaching relationship is rooted in the manager’s day-to-day relationship with the employee. Without some degree of trust, conducting an effective coaching meeting is impossible
  2. Be specific: If the ideal outcome of the coaching is to change a behaviour/action or ensure that an employee does more of something they did well, then they will need to know specifically what they did, what the impact was and why it’s important they do/don’t do it again – vague coaching will have little positive impact
  3. Follow a loose framework such as ‘GROW’: Giving the coaching conversation some structure can do wonders for its impact. Using a simple framework like GROW (goal, reality, options, way forward) can help make it a meaningful use of everyone’s time and not just ‘another’ 1:1 conversation
  4. Give advice but let them come to their own conclusions: Coaching is considerably more powerful when the actions and outcomes are owned by the individual and not enforced upon them.  Let them decide their own outcomes from the session (even if you think they should do something differently, you can always coach them again if it doesn’t quite go to plan!).
  5. Train your managers in the foundations of coaching their team: The HR Hub runs a fabulous 90 minute bitesize session which equips managers with the confidence and tools to have meaningful coaching conversations.  Why not get us in to run a session for your management team?

The key with making an impact here is building up a culture of regular coaching and feedback conversations.  One off coaching will be beneficial for sure, but the real positive stuff comes when this is just the way you do things in your business and everyone engages in these types of conversations regularly.

It will take time and effort initially, but the rewards (such as higher performance, better engagement, happier employees, higher productivity) are definitely worth the investment.

To find out more about how we can help you develop the coaching capability within your business, drop us a line at hello@thehrhub.co.uk or call 0203 627 7048 for your no-obligation chat. 

Photo by Prateek Katyal on Unsplash