The Effects Of Coaching On Employee Performance

November 14, 2021

Coaching aims to improve performance by focusing on “here and now” rather than the distant past or future. Coaching is a facilitator of learning that allows individuals to improve themselves through better performance. A study states that employees who are coached can enhance their performance through a deeper approach. Here are 4 such positive effects coaching makes on employee performance. 

 

  • Self-Awareness

 

One of the key roles of coaching is driving self-awareness. In coaching, self-awareness is driven through a series of tests, activities, and assessments. Then, either team members or the coach will provide feedback on the end result produced, which gives a constructive insight to employees on themselves and their level of performance. 

When employees are self-aware about themselves, it’s easier for them to work towards sustaining competencies and at the same time take steps towards overcoming or tackling their weaknesses. Being aware of one’s strengths motivates employees to upgrade their competencies, increasing their level of engagement and performance within an organization. 

Through appropriate HR software, HR managers can input employee data and structure personalized training programs to enhance common employee strengths and weaknesses. The results of such training programs, structured based on real-time employee data, are much more effective in improving employee performance than a standard approach.  

 

  • Greater Resilience

 

In a business world running on HR systems, change is inevitable. However, it still comes with some resistance among employees, which affects performance. Coaching helps employees adapt and manage change by promoting adaptability and innovative thinking. Developing an adaptable and innovative work approach is vital in developing greater resilience. 

Coaching exposes employees on how to handle uncertainties and the fear of the unknown, which helps them cultivate adaptability skills. When employees are more adaptable, it’s easier for them to accept a proposed change and adjust themselves towards achieving its objectives, through restructured performance.

When employees are adaptable to risks, their curiosity to be more open-minded and creative improves, promoting innovative thinking. This mindset allows employees to efficiently handle problems or obstacles and be more solution-centric, which alleviates their level of engagement and performance. 

 

  • Clear Direction 

 

As coaching significantly influences employee mindset and competencies, it allows them to streamline their roles in line with the objectives of an organization. It promotes strategic thinking that enables them to map out a clear plan for moving forward. This avoids employees deviating from their job role’s expected performance and minimizes idle time spent in figuring out things. 

Most importantly, the innovative thinking promoted by coaching helps employees better handle problems, again keeping them on track with the expected performance. These problem-solving skills are also beneficial for helping one another in a team or the organization as a whole, thereby collectively improving organizational performance. 

 

  • High retention 

 

Many employees want to be a part of a company that will help them flourish in their career goals. Coaching on its own focuses on improving employees as a whole. There are many different types of coaching; each focuses on improving a specific problem, skill or competency. 

When employees are consistently provided different types of coaching, they improve both as individuals and as people under the respective job roles. It basically enriches an employee with more capacity to progress up their career. This makes them feel valued within an organization with a sense of belongingness, which encourages them to do better every time, thereby improving their performance. 

If your company has an HR platform that can track employee performance, you can easily identify this effect of coaching on employees.