6 Step HR Handbook for Implementing Manager Coaching

HR Handbook for Implementing Manager Coaching
Wouldn’t it be great to have an HR handbook for implementing manager coaching?

While we are loathe to assign management or leadership responsibilities to HR, it can certainly be HR’s duty to help create some consistency and a process to ensure coaching conversations are used to effectively engage and develop employees as part of every new manager training program.

The 6 Step HR Handbook for Implementing Manager Coaching
Use this six step HR handbook for implementing manager coaching to help make coaching a bigger part of your employee and management development program.

1. Set Clear Expectations
   Be upfront about the goal and expectations of manager coaching. Communicate that coaching from managers will be a standard part of your talent development strategy in order to grow, support, and nurture employees.
2. Educate Managers On Their Role
   Managers play a crucial role in the success of this initiative — no surprise there. Educate them on the role they should play in coaching sessions and long-term employee development. Arm them with coaching skills and resources to help them succeed in their role.
3. Create Structures And Templates
   As HR, it’s your responsibility to create guidelines and structure around manager coaching sessions. Are there different types of coaching conversations managers should have with employees (e.g., developmental, behavioral)? Provide a set of guidelines and templates they can follow to maximize each type of session.
4. Set A Frequency For Coaching Sessions
   How often should your managers be expected to coach employees? Research shows that employees were more likely to be engaged when they received coaching from their manager once a month. As coaching sessions became less frequent, the likeliness of employee disengagement went up.
   
5. Encourage 2-Way Conversations
   Too often, managers construe coaching as, “I talk; you listen.” In reality, it must consist of two-way conversation where each participant engages in active listening.

   In order to coach effectively, managers need to understand where employees are coming from, what obstacles stand in the way of their development, and what motivates and drives their performance.

6. Track, Monitor, And Measure Progress
   Our research shows when manager coaching is an integral part of an organization’s talent development strategy, engagement and performance improve.

   Monitor manager coaching sessions to make sure they stay on track and in line with your goals as a business. Measure the success of coaching by benchmarking and tracking improvement on employee performance, team engagement, and your organization’s business results.

The Bottom Line
85% of hostile employees don’t receive enough coaching from their boss.  When management coaching works, it develops a culture of empathy and trust ready to handle both the good and bad times.  Invest in developing your top talent with an HR Handbook for Implementing Manager Coaching.

To learn more about improving manager coaching capabilities, download The Top Coaching Mistakes – Is What You Learned All Wrong?