If you were to rate yourself on a scale of 1-10, with 10 being the highest in your ability to coach your employees, what would your score be? There are four types of employees: (4) Low Engagement-Low Performance, (3) High Engagement-Low Performance, (2) Low Engagement-High Performance, (1) High Engagement-High Performance. Group four needs an attitude and behavior shift QUICKLY! Issues not addressed in a timely manner impact others and may lower morale and work performance of the team.
If documentation of improvements suggested or coaching given is not provided, it may be difficult to help the employee bloom in someone else’s garden. Group three may be the new hire and their onboarding process or new employee orientation will speak volumes about the organization. Evaluate training/development needed for the position and ensure they receive it to succeed. Also, make sure you are hiring the right employee for the job in the first place. A nurse with little to no compassion is probably not a good fit for your pediatric unit.
Group two needs motivation or recognition or a more challenging opportunity – interview them to find out what they enjoy about their role, what frustrates them and what they would change to improve their overall job satisfaction? Group number one – don’t micro manage, use a consultative approach to coaching – invite their ideas regularly, give them flexibility in choosing focus areas/projects, ask questions and include them in planning key corporate initiatives.
Coaching comes in many forms – it’s not about constant criticism or corrective action (although that is needed at times). Coaching includes praise and appreciation, encouragement and as Dale Carnegie says, “Throw down a challenge.” Leaders who excel in coaching their employees improve work performance by 20-45%. Imagine the negative impact on performance when your leaders do not coach effectively. Contact Merikay to learn more about developing your leaders to coach their employees effectively in your organization.
