According to a report, 85 % of the employees at the workplace report lower levels of engagement in the workplace. That’s eight in ten workers in the UAE! And only about 18 % of the workers feel connected to their work. The numbers are evidence that highlight the importance of effective performance coaching by managers that know how to do it.
An effective performance coaching session has an uplifting effect on the employees and works to provide the perspectives and challenges, constructive feedback and a way to move ahead of their problems and work to improve where they lack.
Recognizing the demand for effective performance coaches in the region, globally recognised firms are working towards providing corporate training courses in Dubai to managers in order to help them understand how effective performance coaches’ work and how they can motivate employees to stay connected to their workplace.
What makes an influential performance coach
The following article highlights the habits of a performance coach that can help employees perform better on their workforce wheeling the company towards success:
1) Incorporate feedback in everyday routine
Having a conversation about coaching may be a tad too tricky if you’ve never talked to your employees before. So make sure you have built a foundation with regular feedback sessions before you start with the coaching sessions.
In case you’re involved in one on one interactions with your employees, provide constructive feedback to your employees and encourage them to talk to you about how you should be improving yourself. This contributes towards an environment that allows feedback on all levels, making them more comfortable with you.
The coaching sessions that follow will allow you and your employees to be open to each other and to enable listening at both ends.
2) Ask employees to interact and prepare
A coaching conversation gives you the opportunity to ensure that you and your employees understand each other regarding your progress and growth. For coaching to be effective, it needs to involve interactive conversations from the beginning.
To prepare them for the sessions, make sure they mark their sessions on their calendars and also prepare an agenda about topics that they would like to discuss.
3) Set their emotions aside
Coaching sessions can be pretty emotional for a person who is being coached. Since the sessions involve constructive feedback and a lot of discussions regarding the strengths and weaknesses of people, feelings may take over your employees.
Even you may feel frustrated or emotional about the whole session, so it’s important to let these emotions out before the session in order to prevent a decrease in the impact of what you are telling them.
4) Highlight blind spots
It’s hard to identify where we lack in a working environment which is why its important for someone else to deliver feedback regarding our performance. In coaching sessions make it a point to highlight the weak spots of your workers.
Help identify their blind spots that inhibit their optimal and effective performance. Considering the challenges that they face, offer a perspective and models of heir work that they aren’t aware of. Fresh insight can often help identify ways better than ones that the employees are usually applying.
5) Encourage employees to take up greater challenges
Your coaching conversations should be a disguise for implementing new challenges in the minds of your employees. Many times, the challenges put forward to employees tend to take them to new heights of productivity.
New challenges also make work exciting in case your employees seem bored with the routine work and appear to be under-performing. Make it an essential part of your coaching sessions to plant new challenges in their heads in order to coax them into moving up in the performance staircase.
6) Document sessions
Regardless of the topics being discussed in the sessions and irrespective of who you’re coaching, its important to always have everything documented. These work, in the long run, to provide a standard to measure the future performance agreements and to hold them accountable for what they stated they would be doing
7) Offer them support, but limited support
We are well-versed with the phrase that ” An employee’s success, is the success of the company”. It’s important to realise that career development and growth can only be controlled by the employee himself. Coaching may work to support them but its important to coach them to a limit!
Since the person is aware of their goals and objectives, they have the ability to make or break their career. The coach can only work to provide the employee with ample support and feedback.
Why your employees and managers need performance coaching
Considering the small number of employees that feel engaged at work it’s important that they be provided with motivation, encouragement, constructive feedback and new challenges that keep them facing forward heading towards success in their career pathway.
Without proper training not only will your managers not be able to fulfill the criteria of an effective performance coach, but the little coaching that they do perform may result in little effectiveness in your employees!
Preparing a millennial workforce
Considering the generation that comprises the workforce today, it’s important to provide comprehensive training along with performance coaching. It’s essential for these training sessions to be focused on millennials.
Read: Essential aspects of an effective, millennial-focused training to know how to make your training sessions interesting for millennials.
Opt for some of the best service providers that offer training courses Dubai and create management that’s not only effective in the workplace, but it contributes towards the creation of a team that’s headed towards success.
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