Research shows that employee stress, anxiety, and burnout are on the rise 1. What can we do?
Organisations can help people be better managers by introducing a coaching culture 2.
“Why should we have a coaching culture? people should know how to do their jobs. I don’t have time to coach.”
These feelings are valid, but consider the successes that companies such as Deloittes4 and Adobe5 achieved when they stopped their history focussed performance management and started a “Check-in” that includes the use of coaching as a technique to drive engagement and performance.
- Improved Efficiency
- Higher retention
- Greater engagement
People think about staff engagement as if it’s one activity, a thing that happens when you talk to people. There are many methods, but having regular coaching sessions is by far the most effective 2.
As an example: the contact centre industry is known to be high-pressured and stressful. How do they cope…by having team huddles (which is a form of coaching). It improves morale, social cohesion and a sense of belonging and in turn increases retention and the benefit to customers…improved customer service and in one case even increased the businesses’ revenue by 50% 3.
Feedback is now viewed as a gift. – Donna Morris5
By changing the focus from a historical review to a future preview people are now energised and empowered to make a change for the better. It makes them feel better about themselves and the business.
Coaching is a gift I share with my clients, it opens the way for real value and rewards.
Do you agree? I would love to hear your thoughts…
Mobile: +27 82 804 6391
email: rita@disclosure.co.za
Further reading
- Four ways that organizations can help tomorrow’s leaders | McKinsey & Company
- Creating a Coaching Culture in Organizations – HR Future
- Boosting contact-center performance through employee engagement | McKinsey
- Case Study: How Deloitte Reinvented Their Performance Management (weekdone.com)
- How Adobe Scrapped Its Performance Review System And Why It Worked (forbes.com)