5 coaching skills to coach employees towards more performance

As the leader of your company, your job is to do more than initiate goal setting, develop plans and evaluate your employees. You need to help your people reach their greatest potential. This often requires you to coach employees. While you may not think of yourself as a coach, there are definitely many coaching skills you need to use to help your employees thrive in their role.

Research shows that a relaxed coaching style is the most effective management method for employee performance and retention. If you’re ready to engage and inspire your employees with super coaching skills, keep reading.

Ask high quality questions

Sometimes you want a question answered, but to be a great coach for your team members, you need to know how to ask questions that lead to the desired outcome.

You want to use your questions to guide the conversation, but allow your employees as often as possible to come to conclusions on their own instead of always answering.

Employees resent when you ask accusatory or negative questions. Instead, ask open-ended guiding questions and you’ll often get more detailed and thoughtful answers. Remember that the quality of your question dictates the quality of your answer. It is a crucial part of the coaching process to understand and implement.

When you communicate with your employees in a way that makes them feel comfortable, you can connect with them on a deeper level and reach them. Just make sure your body language and other non-verbal communications match the level of the questions you’re asking.

Offer constructive performance improvement recommendations

To be an effective coach, you must develop a strong coaching relationship with your employees. It requires you to take the time to mention what is going well and what needs improvement.

If you spend most of your time dwelling on the negative, your employees will go about their day feeling insecure, judged, and uncomfortable in their position. It’s not the culture you want to develop. Instead, offer genuine acknowledgment of what’s going well and use those opportunities to mention something that can be improved as well.

Keep in mind that according to Gallup’s State of the American Workplace, only 26% of employees strongly agree that the feedback they receive from management helps them perform better at work. This is why, as a manager, you must learn how to effectively coach your employees.

Provide on-site coaching

To have a productive coaching session, it doesn’t have to be formal or pre-planned. Some of the most effective coaching takes place on the spot when your employee asks a question or when you see an opportunity for performance improvement. This level of coaching requires you to be able to think on your feet and offer more informal support and feedback.

When employees can learn how to fix performance issues on the spot, it can be more useful than adding your observations to action plans to be addressed later. However, if this is your only choice, you want to try to resolve these issues as soon as possible.

Provide support through employee coaching

Being a great coach requires that you not only focus on helping your employees improve for the direct benefit of your business, but for them as a whole. Workplace coaching also challenges you to support your employees by knowing their goals and committing to helping them achieve them if you can.

According to a 2018 Workplace Learning Report, 94% of employees say they would stay with a company longer if they felt the company was investing in their career.

You need to empower them by building a strong one-on-one relationship that will lead to a positive impact overall. Consider their thoughts and opinions. Answer their questions. Consider their feelings. This is your responsibility as a leader and coach. Developing a more personal relationship with your employees can lead to better overall performance.

When you show that you care about your employees because of who they are, not how they can help you look better, you show a level of emotional intelligence that business coaches should all strive for. to reach.

Understand their point of view

The last coaching skill we want to highlight is the ability to see things from your employee’s perspective. When you are able to offer coaching while looking through their eyes, not your own, their ability to receive your coaching support increases dramatically.

When you ask high-quality questions and show your support, you may find it easier to understand where your employee is coming from. Knowing their potential helps you give them the coaching they need to achieve the performance improvement you want to see.

Improve coaching skills to experience better employee performance

The role of a manager is constantly changing, and having coaching skills is now a crucial communication skill associated with success in this role. Stop telling your employees what to do and control their actions. Those days are over. Instead, you want to engage with them and inspire them to perform at their best. When you work with a coaching mindset, you will be able to connect differently with your employees with guidance, support and encouragement at the forefront. This leads to employees who feel more supported, heard and valued in a collaborative environment.