Employee engagement is a critical factor in workplace productivity and success, yet many organisations are struggling with low levels of commitment amongst their staff, with Europe having the lowest regional percentage of engaged employees across the globe.
Low employee engagement is estimated to cost the global economy $ 8.9 trillion, so looking for new, innovative solutions to boost engagement is imperative. With 66% of employees believing that their companies view them as interchangeable, how can organisations use coaching to combat employee engagement?
Organisations must invest in learning and development programmes, such as digital coaching to address the underlying causes of disengagement and create a more motivated and productive workforce.
Assess your company engagement levels
Before creating new learning and development programmes, organisations should conduct an assessment of their current situation. For example, if your organisation suffers with high employee turnover, this could imply that there are underlying problems such as poor management or lack of career development opportunities that need to be addressed.
Calculating the financial impact of turnover, including recruitment, training and lost productivity costs, can also highlight the importance of investing in retention strategies.
Coaches can also facilitate inclusive leadership development
Additionally, organisations can use digital coaching to regularly assess employee engagement. These platforms can include built-in surveys and feedback tools that provide real-time data on employee sentiment. By using this data, organisations can address any specific areas of concern and tailor their coaching initiatives accordingly.
Set clear goals and expectations
Developing individualised career progression plans help employees see a future within the organisation. Coaches can play an important role in this, by helping employees define their career ambitions and subsequently set clear goals for attaining them, something that is essential for boosting engagement and productivity.
By helping employees align their personal aspirations with organisational objectives, coaches can help foster a sense of purpose and a connection to the company’s mission.
Throughout this process, coaches can also provide ongoing support and accountability, so that employees remain committed to these goals and make steady progress, enhancing individual performance and ensuring the employee stays motivated.
Align individual goals with company mission
Organisations can find better alignment by facilitating discussions about how the employee’s individual goals intersect with the organisation’s objectives.
A company mission should be clear and actionable, articulating the organisation’s purpose, values and long-term goals. Incorporating this mission into the goal-setting processes encourages employees to set personal objectives that support the overall mission.
When employees see how their efforts contribute to the bigger picture, they are more likely to be engaged and committed to their roles.
Encourage open communication
By creating safe spaces for employees to express their thoughts, coaches can encourage candid discussions that might otherwise remain unspoken. They can support employees to acquire effective communication skills enabling them to articulate these thoughts more constructively.
A coach helps employees feel more capable of speaking openly, helping them to explore how to approach difficult conversations, offer practice scenarios and help employees overcome any anxiety they have about expressing their views.
This proactive approach to communication can not only improve job satisfaction for the individual, but also creates an open and honest work environment.
Create an inclusive and diverse culture
Companies with diverse workforces are 35% more likely to outperform those lacking in diversity. By providing a focus on unconscious bias, coaches can help employees and leaders identify their hidden prejudices, creating a more inclusive workplace.
Coaches can also facilitate inclusive leadership development, equipping managers with the skills to lead diverse teams effectively and help promote a culture of belonging.
Provide regular feedback and recognition
Employees prefer immediate feedback rather than waiting for formal reviews. Establishing a culture of continuous feedback can help keep employees engaged and motivated.
Coaches can support both managers and employees to develop feedback skills focusing on three key areas, delivering development feedback, providing meaningful recognition and implementing continuous feedback initiatives.
The benefits of employee engagement extend far beyond the individual employees
Creating this culture of continuous feedback, coaches can keep employees engaged and motivated throughout the year, and give employees a platform to discuss concerns and recognise their own achievements.
As a result, employees may feel more valued and connected to their roles, increasing job satisfaction and productivity.
Leadership development
Effective leadership is crucial for navigating through difficult times, inspiring teams, and driving business success. This is where leadership coaching comes into play. Digital coaching provides managers with personalised opportunity to enhance their skills, develop strategic thinking, and improve overall performance.
When senior leaders actively participate in and advocate for coaching, it sets a powerful example to the rest of the team.
Beyond formal coaching, organisations can establish mentorship programmes that help develop future leaders within the organisation. These programmes allow experienced leaders to share their knowledge and insights to create a culture of continuous learning and development.
By combining coaching with these mentorship initiatives, organisations can build a robust leadership pipeline, ensuring long-term stability and significantly enhancing employee engagement.
Success through engaged employees
By implementing a well-structured coaching programme, organisations can significantly improve employee satisfaction and retention. Coaching provides a personalised approach to employee development, helping staff feel connected to their work and putting them in the driver’s seat of their development.
The benefits of employee engagement extend far beyond the individual employees, positively impacting team dynamics and overall business growth.
