Human Capital Management Blog

Strategies for HCM Professionals

4 reasons today’s managers should focus more on coaching employees

employee relationshipsHuman capital leaders are always making it a key focus to ensure employee retention and productivity, but here’s the secret – they can’t do it alone. No matter how adept the HR professionals in your office might be, they aren’t down in the trenches with your employees every day, and they can’t be solely responsible for keeping employees engaged and achieving.

Managers, however, can make a big difference. When an employee is especially dialed in and achieving at a high level, it’s often because they’ve got a manager helping them do it. On the other hand, when people become disillusioned with their jobs and quit, it’s often because a manager let them down.

For this reason, there’s a growing trend in America today of managers becoming more hands-on with their employees. They’re becoming not just bosses, but coaches as well.

According to Harvard Business Review, this is hugely important. Joseph Weintraub, a professor of management at Babson College, has worked with colleagues to research the value of a coaching manager, and he told HBR that such leaders can be major assets to their companies.

“There are managers who coach and managers who don’t,” Weintraub noted. “Leaders in the latter category are not necessarily bad managers, but they are neglecting an effective tool to develop talent. What has stood out in our interviews with hundreds of managers who do coach their direct reports is their mindset – they believe in the value of coaching, and they think about their role as a manager in a way that makes coaching a natural part of their managerial toolkit.”

There are a lot of positive side effects that can result from taking a greater interest in employee coaching. Below are four reasons that coaching is worth your while:

Developing employees’ knowledge and job skills
The best managers are those who genuinely enjoy watching their team members improve. If you’re going to continue managing people year in and year out, you need to do it because you have a passion for helping people learn and grow. This is the single most important reason to be a coach – because you really care about development.

Exploring curiosity about people’s work
Another reason to coach is out of curiosity. If you get hands-on with your employees and get a feel for how they function in their jobs each day, you can learn more intricately about your team’s workflow. The more curious you are, the better a manager you’ll be.

Building personal relationships in the office
Managers who take the time to coach their employees often end up forming close personal bonds with them. If a boss is just a boss, there’s always the risk of employees becoming jaded and disengaged. But if there’s a close personal relationship there, engagement will likely be far stronger.

Working toward business goals
Ultimately, you want to help your company become more productive and profitable. The best way to do this is to work with your employees in a hands-on manner, help them improve and push them to contribute more to the collective effort. Your bottom line will likely reflect this effort.

Learn how Dayforce Performance Management gives employees access to the tools and information they need to provide consistent, useful coaching and identify personal and career development opportunities! 

Join us for one of our related conference sessions at INSIGHTS 2015 in Las Vegas.

  • Introducing Dayforce Performance Management, July 15, 10:45 am – 12:15 pm (Room: Ironwood 5)
  • Increasing Employee Engagement with Real Performance Management, July 16, 2:30 pm – 3:15 pm (Room: Ironwood 6)

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