Use the best possible way to motivate your employees by using coaching in the workplace.
Employee coaching means motivating employees to achieve the best possible success and supporting them in every aspect of their work by providing them with the necessary tools to expand their know-how, improve certain skills and develop an optimistic attitude towards their job. Coaching is the continuous mutual feedback between the employee and the coach with the intention of working on areas for improvement and strengthening strengths to support the employee's progress.
This article discusses the question: What does coaching mean and involve? It also gives some advice on how to create SMART action plans. We also offer mobile applications that help to provide effective coaching for employees.
Before the employee coaching begins, the coach should consider the following:
Firstly, the coach should believe in the value of his employees. The coach must start with the attitude that the employee is worth the effort of coaching.
The coaching environment should ideally be conducive to learning and communication. It must be a safe space for open, honest and mutual feedback between the employee and the coach.
The coach (and his employees) should be able to identify whether the performance problem(s) are due to a lack of knowledge, lack of qualifications or lack of instructions to perform a job correctly. The coach should collect information based on the employee's performance to identify areas for improvement.
The employee is likely to be receptive to coaching in the workplace if the environment is favourable and the coach is well prepared. Communicate in an open manner with the employee, e.g. ask him/her how his/her day has gone so far and observe non-verbal cues and body language to assess whether the employee is open for coaching at the moment.
The coach must adapt the method of coaching to the learning style of the employee: visual, kinaesthetic, reading/writing, auditory. Employee coaching must be well communicated to the employee so that the coaching session can be effective.
Communication and preparation are important for the coaching to be effective. To know what to communicate and what to prepare, the coach should know what coaching is and what not.
Once the areas for improvement have been identified in your employee coaching and the employee has developed action plans, the coach is responsible for determining whether the action plans are SMART.
To ensure that the action plans are S.M.A.R.T., ask yourself the following questions:
S - Specific
What exactly needs to be done to address the problem?
Who will do it?
What steps will be taken?
M - Measurable
How will success be measured?
How will progress be monitored?
A - Applicable
What are the restrictions?
Do we have the resources at the moment?
Can we do this within the given time window?
R - Relevant
Has the employee understood the meaning of the action plans?
Is this in line with the objectives of the organisation?
Will this contribute to achieving the goal?
Will this have a real impact on the customer?
T - Time bound
What should be achieved by the deadline?
Is there a deadline for completion of the action?
What is the deadline for the action(s)?
As soon as you as coach have agreed with the employee that the action plans are indeed SMART, you document the coaching session, commit yourself to implement the action plans and monitor the employee's progress. Use the Lumiform mobile app to document the employee coaching and to record the employee's ongoing progress.
Lumiform offers coaching forms for employees and coaches tailored to the needs of your company. Lumiform group administrators can control the permissions of Lumiform users to ensure that the right coaches receive the right coaching forms according to the needs of their department. Lumiform Analytics can help monitor the coaching elements, identify trends and monitor whether action plans are actually helping to improve employees.
Use this template for the annual coaching and document what the employee considers his or her best performance during the year. See template