So you’re looking to create a thriving corporate culture, one in which your employees feel empowered, acknowledged and productive. But where to start? Do you work on your perks programme, offering myriad benefits so as to reinforce contentment? Do you give your workers the flexibility to perform their roles whenever and wherever they choose? Or do you simply offer your employees the necessary support and training to perform at their peak?
Studies show that businesses with internal training programmes are up to 130% more likely to achieve optimal productivity, with employees far more predisposed towards success as a result of the support and guidance provided by in-house resources. Not only that, but employees with adequate training support are also far likelier to be engaged in the work they do, enfranchised to act independently and with confidence thanks to the back-up provided by managers trained to train them effectively.
Numerous companies across the globe have already implemented ‘train-the-trainer’ programmes to great effect, including Canadian enterprise, Ontario Shores, which found that 71% of employees felt better able to achieve their goals as a result of their groundbreaking new strategy.
New Zealand’s largest general insurance company, IAG, also notably improved their culture as a result of a move towards in-house training, achieving a 50% improvement in overall engagement and a corresponding 50% drop in staff turnover thanks to their training efforts.
In each of these cases, training programmes centred on developing the skills of the organisation’s existing managerial staff, which not only aided in upping productivity and employee wellness across the board, but also enabled managers to perform significantly better in their respective roles, providing them with the necessary tools to support and motivate their teams.
So it’s clear that, whilst free lunches and gym memberships are undoubtedly nice to have, it’s only by offering your employees sufficient developmental training and support that you’ll ensure they feel truly content and empowered in their roles.
But how do you go about implementing an effective coaching culture? Here are a few quick tips to get you going:
Transparency is a buzzword bandied about frequently in the business world today, but with good reason. For any manager, the key to understanding an employee’s developmental needs lies in offering them the freedom to express them, and by fostering a true open-door policy, you’ll facilitate a culture in which staff members feel free to seek the assistance they require, rather than simply forging ahead in fear that they might be seen as incompetent.
LEAD BY EXAMPLE
Just because your managers are well equipped to motivate and inspire doesn’t mean they’ve got the necessary skills to coach and train. Coaching is a niche art, requiring plenty of practice and time to get right, so it’s important to remember that a coaching revolution isn’t likely to take place overnight. Not only is it vital that you enrol your managers in appropriate corporate training courses, but it’s also important to lead by example, dedicating as much of your own time as possible to lending a hand and providing the type of support you’d ultimately like them to offer their team members.
DISCUSS DEVELOPMENTAL GOALS
In order to effectively train and improve your employees’ ability to perform their roles, it’s important to allocate regular time to the discussion of developmental goals. By enabling your employees to feel heard and offering constructive feedback on their performance to date, you’ll be able to quickly discover where any shortfalls might be occurring, and take the necessary action to redress them. Should your employees feel safe in the knowledge that their occasional missteps are in fact quite normal and part of a natural learning curve, they’ll be likelier to perform their roles with greater confidence, secure in the understanding that they’ll be supported and uplifted rather than scolded in the event of an unexpected gaffe.
DEVELOP A SUCCESSION PLAN
So you’ve groomed your leaders to become competent trainers, but what happens when they move on? In order to facilitate a healthy and consistent coaching culture, it’s important to keep an eye on the next generation of potential leaders, ensuring that those in the lower ranks are primed and ready to step up to the mark when the moment is right. Remember, an effective coaching culture isn’t a once-off – it’s something that needs to be constantly nurtured if it’s to be at all effective in the long-term.