Employee Coaching

Use the best possible way to motivate your employees by using coaching in the workplace.

The advantages of 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.



What does coaching mean: 5 important aspects to consider


Before the employee coaching begins, the coach should consider the following:


1. the way of thinking of the coach


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.


2. the environment


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.


3. identification of knowledge, skills and execution problems


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.


4. willingness of the employee to be coached


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.


5. communication and learning styles for effective employee coaching


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.



What you should consider when coaching


  • Focus on future performance - Employee coaching in your company or organization is not intended to evaluate past performance. The information gathered from the past should help determine what the employee can improve in the future.
  • Continuous improvement - Coaching should take place on a daily basis and not just during the planned weekly or monthly sessions. Whether it is just a quick meeting, via videoconference, one-on-one, catch-up, team meeting, as long as it is an opportunity to address possible improvements, it is considered coaching.

  • Two-way communication between employee and coach - The coach should not give any lectures during the coaching. The majority of the input should come from the employee, while the coach should set the direction of the session to help the employee identify areas for improvement.

  • Tailored to the employee's development needs - Similar areas for improvement or challenges will usually be identified during the coaching session. A general action plan can often be applicable to different employees - be aware that one approach may not apply to all. The coach should help the employee to formulate his or her own action plans and ensure that they are feasible for the employee.

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.



SMART Action Plan


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.




Featured templates

Coaching Form

Coaching Form

This template is used to support employees in their development. See template

Annual Coaching Template

Annual Coaching Template

Use this template for the annual coaching and document what the employee considers his or her best performance during the year. See template

Employee Coaching Feedback Template

Employee Coaching Feedback Template

Employees can use this coaching feedback template to evaluate the overall coaching experience. See template