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What is performance coaching? To put it simply, it involves helping people identify their strengths and areas for improvement so they can achieve their goals. This type of coaching is beneficial for individuals, but it’s even more powerful when used in the workplace.
Here are just a few benefits of employee performance coaching we outline in our “Best Practices for Running a Coaching Program” ebook:
- It helps employees learn new skills and do their jobs better
- It improves communication and teamwork
- It supports career growth and personal development
- It guides employees through challenges and workplace changes
If you're introducing performance coaching in your workplace, you should keep a few things in mind:
- It's important to clearly understand performance coaching and how it differs from other development tools.
- You'll need to decide what approach will work best for your organization.
- You'll need to put together a plan for implementing performance coaching across your organization.
🪜Curious how you can create clear pathways to success for your employees? Download our “Best Practices for Running a Coaching Program” ebook for actionable advice on how to set up an effective workplace coaching program.
What is performance coaching?
Performance coaching is the process of helping individuals or groups identify their strengths and areas for improvement to achieve their goals. It follows a four-step process: assessment, goal setting, action planning, and implementation.
This process is followed in everything from improving athletic performance to improving work performance.
There are many different approaches to performance coaching, but the core is always the same: help people achieve their goals by providing them with the tools and knowledge they need.
Let’s look at the other employee coaching principles.
Guiding principles and frameworks: Performance coaching examples
Performance coaching is based on the science of human motivation and behavior. This science tells us that people are motivated by various factors, including the need for achievement, affiliation, power, and autonomy. For an employee coaching program to be effective, it must consider these fundamental drives.
Numerous coaching consulting firms and even tech companies claim to improve your organization's performance. They all have methods, models, and science behind them.
The GROW method
For example, the GROW method is a popular framework for performance coaching. In the GROW method, each letter stands for a phase of the development journey.
G: Goal setting
R: Reality check
O: Options exploration
W: Way forward (action plan)
Let's explore a typical scenario:
1. Goal Setting:
A sales representative aims to increase their quarterly sales by 20%. The coach and coachee clearly define this objective to ensure it aligns with broader business goals.
2. Reality Check:
The coach encourages the sales representative to assess their current situation. During this stage, they analyze recent sales data and identify existing challenges like market competition or gaps in their sales strategies.
3. Options Exploration:
Together, the coach and coachee brainstorm potential strategies. This might include refining their sales pitch, targeting new customer segments, or enhancing their follow-up process. They carefully weigh each option to consider its feasibility and potential impact.
4. Way Forward (Action Plan):
Finally, the coachee commits to a concrete action plan. This plan could include attending a sales workshop, setting daily targets, and scheduling regular follow-ups with existing clients.
Other popular performance coaching models
Some other popular models include:
- Peer coaching model
- Various models for life coaches
- Directive coaching models
- Instructional coaching models
- Group and team coaching models
- Executive and career coaching
- Various models for leadership development
Many companies have their own proprietary models as well, based on the latest findings in behavioral science, neuroscience, and psychology.
It’s a lot of information to take in — we get it. At this point, you might be wondering whether it’s worth the effort to invest in performance coaching. Let’s consider what your employees stand to gain from the experience.
Is coaching really necessary? The benefits of employee performance coaching
When it comes to workplace performance, there is always room for improvement. But is coaching really necessary? Some may say that employees should learn independently or that it is their responsibility to improve their performance.
Others may argue, "we have an L&D program. Why do we also need to coach employees?" Let’s take a look at the benefits of performance coaching.
Performance coaching provides personal, tailored advice
Each employee has different development needs. Some may need help improving their time management skills, while others may need assistance with communication or problem-solving.
Performance coaching helps employees identify their specific development needs and create a tailored development plan to address them. This individualized attention is one of the key advantages of coaching over other development methods such as workshops or webinars, which often provide generalized information that is not always relevant to the individual.
Coaching is also in contrast to traditional development methods such as training courses, focusing on passive absorption of information.
It's an objective third-party view into how employees can improve
Most people are not great at self-reflection. We tend to see ourselves through rose-tinted glasses, or we might be too close to the situation to view it objectively. People might be great at their job, but they might not be so great in a stressful situation or when an incident occurs. A mentor can help them deal with stressful events, share some key incident metrics and how to recover from an incident quickly to get the work back on track, and much more. This is where a performance coach comes in — coaching provides that objective third-party view that helps employees see where they can improve.
Coaching helps employees to see the bigger picture and how their individual goals fit into the organization's wider objectives. This gives them a renewed sense of purpose, drive, and helps them to feel more invested in their work.
Delivery is flexible; coach in the flow of work or have dedicated sessions
Coaching can be delivered in several ways to suit the needs of the organization and the individual employees.
- It can be delivered in the flow of work, which means the coach works with employees on specific tasks or projects as they are being carried out. This is a great way to provide real-time support and feedback. It also helps employees apply what they are learning immediately.
- Alternatively, delivery comes in dedicated sessions, allowing employees to step away from their work and focus solely on their development. This is a good option if specific areas need to be addressed or employees need more time to reflect on their progress.
Coaching increases engagement and strengthens retention rates
Performance coaching helps to increase employee engagement by providing regular feedback, helping them identify and develop their strengths, and supporting them in their career development.
Engaged employees are more likely to be productive and produce high-quality work. It’s because they feel supported in their development.
Strengthening retention rates is another benefit. When employees feel valued and appreciated, they are more likely to stay longer with the organization. They also develop a sense of loyalty to the organization.
It's not just for 'problem' employees — everyone can benefit from coaching
Performance coaching is often seen only for 'problem' employees who are underperforming or causing difficulties in the workplace. However, this is not the case. It benefits all employees, regardless of their level of performance.
Everyone benefits from having someone to talk to about their work to help them reflect on their progress and identify areas for improvement.
Coaching fosters creativity
Performance coaching encourages individuals to open their minds to new perspectives and explore diverse ways of thinking. Coaches can guide participants toward shifting their mindset, breaking free from traditional patterns, and embracing new ways of understanding the world around them and their interactions with others. As participants grow more comfortable with creative thinking, they’re more likely to come up with innovative solutions that others might overlook.
Coaching elevates leadership capabilities
Because coaches provide their coachees with honest feedback, they gain a clearer view of their strengths and areas for improvement. Plus, because coaches often have a deep understanding of the company’s needs, they can help coachees develop strategies that are specific to their organization. This can be especially beneficial when coaches work with leaders since they can have such a significant impact on a large number of employees.
Coaching prepares employees to take on new roles
Performance coaching can be a critical support system whenever employees are taking on new roles, whether this involves managing other people, overseeing high-impact projects, or any other major change. Coaches can help employees identify the skills they’ll need in their new roles and provide guidance to help acquire them.
Conversations with performance coaches can also reinforce employees’ confidence and reduce any anxiety they may be experiencing as a result of their new role. Coaches are also adept at setting realistic, actionable goals, which can create a clear roadmap for employees to follow. And finally, coaches often have extensive professional networks, so they’re likely to be able to make introductions to people both within and outside your company who can help your employees navigate change.
Coaching tackles negative emotions and behaviors
Workplace dynamics aren’t always easy to deal with, and they can sometimes bring out negative emotions and behaviors. Luckily, coaching can help coachees recognize when their own behavior is unproductive and make steps to change it. For example, if an employee is experiencing fear that’s holding them back — like the fear of speaking up — performance coaching can help them change this. Similarly, if an employee is struggling with a lack of confidence, coaching can build up a sense of self-worth and confidence.
Coaching also helps individuals view themselves in the context of a team and shows them how to align their personal goals with organizational ones. This can lead to more effective communication, better teamwork, and more empathetic interactions with coworkers.
What is a performance coach? Essential qualities to identify
A coach is an invaluable asset to any individual or team trying to improve their performance in the workplace.
There are a few key things that make a great coach:
- The ability to develop relationships: A great coach understands that the relationship between coach and employee is key. The coach must build trust and rapport with their employees to be successful.
- Good listening skills: A great coach must be a good listener. They need to understand what a coachee is saying and help them find solutions to their problems.
- Patience: A great coach must be patient. They need to be able to handle difficult situations and help their coachee work through them.
- Passion: Enthusiasm is contagious; if a coach is excited about coaching, their coachees will be, too.
- Be a good communicator: A coach must explain things clearly and listen to their coachee's questions and concerns.
- Be positive and supportive: It's essential for coaches to encourage their coachees and help them believe in themeselves.
Examples of performance coaching at work
Some examples of skills that employees can be coached on include:
- Time management – Employees receive coaching on how to better manage their time, for example, by learning how to prioritize tasks and create a realistic schedule.
- Communication – Employees receive coaching on communicating more effectively, for example, by learning to assert themselves or active listening.
- Conflict resolution – Managers or leaders get coaching on how to better handle conflict, for example, by learning to identify and manage emotions or have difficult conversations.
- Goal setting – Employees receive coaching on how to set and achieve goals, for example, by learning to create SMART goals or break down a goal into smaller steps.
- Problem-solving – Managers and employees receive training on how to better solve problems, for example, by learning how to brainstorm or use the scientific method.
- Stress management – Employees get formal training on how to better manage stress, for example, by learning to identify and reduce stressors in their life or practicing relaxation techniques.
- Team-building – Managers or leaders get coaching on how to better build and lead a team, for example, by learning how to delegate tasks or give feedback.
- Public speaking – Employees receive coaching on how to better give presentations or speeches, for example, by learning to overcome stage fright or craft a compelling story.
- Networking – Employees receive coaching on how to better network, for example, by learning how to make small talk or work in a room.
- Leadership – Managers or leaders receive coaching on how to better lead, for example, by learning to give feedback or develop a vision.
- Sales – Employees receive coaching on how to better sell products or services, for example, by learning how to overcome objections or close a deal. As part of this training, they receive a receipt that outlines the specific skills and techniques covered.
- Customer service – coaching employees on how to better serve customers, for example, by learning how to handle difficult customer service situations or defuse customer anger.
How to start a coaching program in your workplace
Starting a coaching program in the workplace seems easy, but developing an effective program is not—to help you get the best out of it, we've put together the following best practices.
Choose a type of coaching
The model of coaching to choose will depend on organizational needs, as well as the goals and objectives of the coaching program.
There are four primary types of coaching programs:
- Executive coaching comes in handy when organizations need to improve the performance index of their most important leader. It's also effective for helping them work on factors hampering their performance.
- Integrated coaching is an approach where coaching is done as part of a bigger leadership development program. The coaching might last for a shorter time than executive coaching, but it helps ensure that the leadership development learnings "stick."
- Team coaching is effective for teams at all levels of an organization—it helps teams work together effectively. This can be done in a structured way, such as during a retreat, or in a less structured way, helping team members interact better.
- Virtual coaching is the most common type of coaching in the workplace. This type of coaching is perfect for teams spread out across different countries and time zones. Coaches do this by using video, emails, and instant messaging tools to communicate.
Find exceptional employees to be coaches
After knowing the coaching type to adopt at your workplace, you'll need to identify which employees would make great coaches.
To do this, look for employees who:
- have extensive knowledge about your company's products, services, and processes
- are patient and good communicators
- can give constructive feedback
- are respected by their peers
Or, if you’d rather not put in all the time and effort to manually match coaches and coachees, you can use a mentor matching app like Together to simplify and automate this process.
Once you've identified potential coaches, invite them to participate in your coaching program. Be sure to explain what's expected of them and what they expect to get out of the experience.
Create an easy way to match coaches with employees
Create a system for matching coaches with employees. This can be as simple as creating a list of available coaches and their areas of expertise and then allowing employees to request a coach.
However, most organizations get it wrong regarding good matches. This is why we put together this piece on the right way to match coaches with employees.
For a good match, you might want to look at the following features:
- Compatibility: Does the coach's personality fit well with the employee's?
- Expertise: Is the coach knowledgeable in the areas the employee wants to improve?
- Schedule: Can the coach and employee meet at a time that works for both of them?
Once you have a system for matching coaches with employees, you need to promote the program. Ensure employees know the benefits of coaching and let them know how to sign up for coaching sessions. You may also want to offer incentives for employees who participate in the coaching program.
Create open forums for collaboration
A great way to encourage collaborative coaching is by creating an open forum by setting up an online space or a knowledge sharing platform like Together Live Q&A.
A knowledge sharing platform is important for a coaching program because it allows coaches and employees to collaborate. This collaboration allows for exchanging ideas, giving and receiving feedback, and solving problems.
The platform also allows coaches to share resources with employees, which helps them in their development. Additionally, the platform can be used to announce upcoming events, like webinars or in-person training sessions.
Monitor progress
Monitor progress regularly to ensure that the coaching relationship is still working well and achieving its goals. If not, don't be afraid to make a change. The most important thing is that the employee receives the help they need to be successful.
Employers should ask their employees if their performance has improved since starting the program. Managers should also be asked if they've noticed any changes in employee performance. Not sure what to ask program participants? Check out this list of mentorship survey questions to get some ideas.
Also, keep an open door policy, so employees feel comfortable coming to you with any concerns or questions. Encourage employees to meet regularly with their managers to discuss their progress and get feedback. These check-ins can be weekly, biweekly, or monthly, depending on what works best for you and your employees.
Iterate and improve
As with any new initiative, it's important to review your coaching program regularly and make necessary adjustments. Iterating and improving based on feedback will help you create a strong coaching culture in your workplace that leads to better employee performance and satisfaction.
If you do not see the desired results, it may be time to consider a different coach or approach. Review your goals and measurement criteria to ensure they're still relevant and achievable.
It's also important to keep up with the latest research on coaching. This will help you ensure that your program is based on best practices. Finally, don't be afraid to try new things. By continually experimenting, you'll be more likely to find ways to improve your coaching program.
Together makes it easy to build a coaching culture
Together platform makes it easy to build a coaching culture by providing a simple, effective way for coaches and managers to connect and work together. By bringing the power of coaching into the workplace, we help organizations build high-performance, engagement, and retention cultures.
Through our mentoring platform, coaches can access best-in-class resources, receive ongoing training and support, and connect with other coaches.
Book a demo to learn more about how Together can help you build a coaching culture at your organization.
