Every first-time and experienced business owner should understand that managers are the connection between the employer and the employees. So it is very important that your managers can communicate what the employer wants to the employees.
One of the most important things that employers want from their employees is for the employees to perform their tasks well. This is why managers need to know how to train their employees.
Here are fifteen ways to teach managers how to coach.
1. Let Them Get to Know Your Employees
Your managers should get to know your employees better. It’s not just the resumes that the HR department got summarizing the experience your employees have and the skills they possess, but also their personal motivations and interests.
Your managers should always have at least a single one-on-one interview with each employee to get to know them better.
2. Ask Them to Promote Transparency
Ask your managers to be as transparent with your employees as possible. Of course, some things should only be discussed among executives. But your employees should still know enough to feel like they are not being deceived in some way. This is why your managers should be open with your employees when coaching them.
3. Encourage Them to Foster Teamwork
Your managers need to start fostering teamwork and collaboration in your company. After all, any successful business is built on trust, understanding, and shared values within the team behind the company.
This is why teamwork is so fundamental for any and every company and your employees need to learn how to work together and collaborate effectively.
4. Teach Them How to Inspire
If your managers don’t know how to inspire, then it will be up to you to teach them how to do so.
5. Explain How Trust and Loyalty Work
Explain to your managers how they can build trust and loyalty in your employees. Building trust and loyalty is just as important as teamwork and transparency because this makes the ties between your employees and between your employees and your managers stronger and more reliable. In other words, your business becomes a self-sustaining eco-system.
6. Identify Objectives and Goals
Let them identify objectives and set goals for your employees. Not everyone is able to clearly set up a plan for themselves to follow, so your managers should be the ones to help your employees do this.
Alternatively, consider identifying objectives and goals yourself and simply entrusting your managers to transfer them to your employees.
7. Celebrate Successes Together
Always celebrate successes together. It’s not just your own achievement, but it’s a shared success for your entire team that needs to feel like their effort is appreciated and their wins are recognized. Don’t forget to teach your managers how to coach your employees on celebrating success together in the future.
8. Set Up a Rewards System
Brainstorm with your managers on how you can reward your employees. This is directly related to the previous tip because it helps you and your managers to appreciate the effort of your employees.
A rewards system can also improve loyalty and satisfaction levels in your employees because they will have a constant influx of happiness thanks to the rewards.
9. Tell Them to Give Feedback
Ask your managers to give feedback to your employees. As a whole, feedback is important on every level of your business administration. It doesn’t matter if it is between you and your managers or between your managers and your employees – feedback should be collected regularly and analyzed. Then, there should be action rather than silence. Always act on it.
10. Make Them an Example for The Employees
Let your managers set an example for your employees. This is something similar to inspiring your employees. But setting an example is more technical than being an inspirational leader.
Being an example can simply mean showing how to do a particular task (i.e. hands-on training), while being an inspirational figure often involves more abstract concepts.
11. Leave Some Space for Creativity
Your managers need to be creative with coaching. Don’t tell them how to do their job entirely. Let them figure some things out on their own.
For example, maybe your managers will want to conduct some part of training online rather than in-person. Let them try this approach and see whether it is successful or not before you decide on approving it.
12. Be Active in The Process Yourself
Remember that you should also be active in the coaching process. It’s not about letting your managers do absolutely everything. On the contrary, you should give them a framework on how to conduct their coaching with your employees.
Give them ideas regularly. And always ask about progress, both to be aware of it and to show that you are interested.
13. Find Some Resources for Them to Read
Select coaching books you want your managers to read. In addition to the books, you could find some articles online that seem helpful to you. In any case, such resources can significantly increase the chances of coaching in your company being successful , so your employees will ultimately perform their tasks much better.
14. Help Them Set Up Effective Communication
Find the best channels for communication. Texting is nice. But discussing things face-to-face has proven to be more effective. That being said, make sure that everyone makes notes during such meetings to keep everything documented.
This way, nobody will forget anything important you were discussing, and you will avoid miscommunication.
15. Stress the Importance of Feedback
Ask your managers to collect feedback from your employees. As mentioned earlier, getting feedback is important. But you need to show that it really, truly is important. It’s not a point to check off the list, it is a serious matter. Change the approach to collecting feedback and make your managers understand why it’s so crucial.
Training your managers to be able to coach your employees is easier than you think. Just follow the tips above and you will be able to teach your managers how to coach.
How Can Leaders Teach Managers How to Coach?
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