Coaching has been proven to be an effective solution for increasing employee engagement and motivation, improving morale, and fostering a positive work culture. It can help employees become more productive and engaged in their work, while allowing leaders to gain insights into the needs of their team.
When it comes to increasing employee engagement, corporate coaching offers direct benefits to both employees and the organization. It helps to develop better problem-solving skills, increase accountability, establish stronger relationships, and inspire creativity. Most importantly, it creates a trusting environment where employees can openly express their feelings and thoughts and be supported in their growth.
A coaching culture has a real impact on employee engagement. The Building a Coaching Culture for Increased Employee Engagement Report by ICF and HCI found that 60% of employees rate themselves as “highly engaged” in organizations with strong coaching cultures, compared to 48% in those without.
So, how does this work? A coaching culture is focused on developing employees through individualized training and guidance. Managers lead by example and foster a spirit of learning and personal accountability, allowing employees to reach their peak performance. As employees become more engaged and take ownership over their work, managers are freed from the burden of direct supervision, as employees are already meeting and even exceeding expectations.
Organizations with a coaching culture benefit from a more motivated and productive workforce, resulting in improved performance and greater job satisfaction. It’s clear that developing a culture of coaching is an essential part of creating successful and engaged employees.
This SIM teaches the essential pillars of what it takes to build and maintain positive workplace culture through coaching. A workplace culture is comprised of interactions and conversations between people and their interpretation of such conversations.
You have noticed that one of your team members, Saira, seems unengaged lately. Saira has been with the company for a year and to date has been an effective worker. Lately though, she has been missing some deadlines and making mistakes more frequently. When you addressed her on an error she made, she simply said she must have misunderstood the direction, though it was for a task she does regularly. She has been quiet at the last few team meetings. To address Saira’s performance, you will first need to understand the cause of her lack of engagement. Using empathy and tact, coach Saira to be able to verbalize what she is experiencing, then use compromise to find a solution that will increase her engagement.