Coaching and developing employees is part of running a successful business. Without a solid coaching strategy, your organization has little chance of achieving its goals. But coaching employees is easier said than done. It requires an agile strategy designed for the challenges of today’s workplace and technology that makes it easy for managers to coach and mentor employees.
Why coaching matters
Employees want to perform at the highest possible level. Yet, just 21 percent of employees strongly agree that their performance is currently being managed in a way that results in their best work, according to Gallup’s 2017 State of the American Workforce report.
Traditional annual performance reviews aren’t effective because they don’t reflect the dynamic nature of the workplace. Instead of supporting employees’ efforts to improve performance, annual reviews incentivize employees to avoid stretch goals and are not reflective of today’s collaborative workplaces. They don’t offer the constant feedback and support employees need to improve on a daily or weekly basis.
It’s clear that coaching helps create happier and higher performing employees. But to motivate employees, your organization needs a more agile and consistent approach. Just as importantly, managers need to be trained to collaborate with employees on performance improvement.
The right engagement and performance management platform hones managers’ leadership skills by providing a blueprint for collaborative coaching interactions. Instead of relying on traditional routines or gut instinct, managers receive the tools they need to develop employees and improve performance.
Best practices for coaching and developing employees
When it comes to coaching and developing employees, HR teams have an opportunity to leverage performance management for operational and business improvement. But simply launching a coaching initiative isn’t enough.
For organizations interested in coaching employees to meaningfully improve performance, it’s important to focus on technologies and processes that incorporate several best practices.
- Prioritize frequent coaching check-ins. Coaching interactions need to be connected to organizational goals and the cadence of the workplace. Interactions that take place months after events have occurred aren’t useful for improving performance. On the other hand, technologies that facilitate frequent check-ins enable managers and employees to engage in conversations that lead to constant improvement and more effective goal-setting.
- Train coaches. HighGround research shows that more than 50 percent of managers don’t feel they have adequate training to conduct performance management activities effectively. To succeed in their roles, managers need training on how to coach to their employees as well as access to technology that monitors and analyzes employee progress.
- Use feedback more intelligently. Good coaching is fueled by continuous feedback. Your platform should give employees the ability to solicit feedback from peers, partners and customers – and managers should have real-time visibility to the feedback that others are providing about their team.
Coaching and developing employees with HighGround
Coaching and developing employees is a priority for your organization. HighGround is here to help. Our end-to-end engagement and agile performance management platform improves performance through employee-driven goals, continuous check-in conversations, peer-to-peer feedback, social recognition and pulse surveys.
Want to learn more? Fill out the form to the right to download our whitepaper, “Beyond the Annual Review.”