Coaching on Employee Engagement
Posted on February 18, 2013 by TNS Consulting Team (via Scott Spayd)
Coaching in the workplace provides both managers and employees with the opportunity to not only correct negative behaviors, but it can also be a great tool in boosting an employee’s existing skill set. It is a difficult feat to expect an employee to be fully engaged as a manager, yet sit on the sidelines as the employee works.
We know that all employees vary in their internal and external motivations for working. Some employees are motivated by the satisfaction of accomplishing tasks, others are motivated by working in teams with others, and there are others that are not engaged at work and simply clock in and out for the paycheck. Because managers manage employees with different personalities, experience, and age there is not one set plan that will work to engage every single employee. Sometimes it is the challenge of the manager to tweak approaches to coaching each employee into engagement.
According to Crabb (2009), there are specific areas that coaching should touch upon to be most effective in transforming employees into engaged employees. The first is employee voice. When coaching an employee, it is important for the employee to feel that they have a voice within an organization. Engaged employees typically have great ideas and just need to know that their voices will be heard from above.
The second area of focus should be pointing out strengths. When someone points out your strengths sometimes they are things you haven’t thought were strengths. Feedback allows us to build upon our strengths and make them stronger. By coaching an employee on their strengths, the employee can expand upon these strengths.
Managing emotions should be the third area of focus. Leaders and managers should know a thing or two about the importance of managing emotions even when it can seem nearly impossible. Coaching employees is important, as managing emotions can be somewhat of a skill and is essential in the workplace when challenging situations and customers arise.
Are there other areas managers should coach on in an effort to increase employee engagement? Do you believe coaching is a useful tool?