Coaching in the Workplace - 3 Tips for Engaging Employees With a Service Orientation

Getting the best out of your staff can be challenging but not impossible when you use the right methods of coaching in the workplace. First, you must understand the skill sets of each of your employees. Some may require extra encouragement or training, while others will simply need guidance. Managers should not micromanage their staff members, but rather guide, encourage and correct them as needed, while keeping a non-confrontational tone. Secondly, you must measure the progress of each employee against a specific timeline. To do this, you can use education programs like Quantic, iCoach, and others.
Employees with a service orientation are curious

The most effective way to engage employees with a service orientation is to create an environment that fosters curiosity and learning. By providing constructive feedback and reinforcing good learning behaviors, organizations can encourage this trait. They can also promote curiosity and learning by hiring people with a hungry mind and high learnability. Below areTNS Diamondsfor engaging employees with a service orientation. Read on to learn more. -Start by evaluating your organizational culture values.
They are open to exploring options

One of the reasons people quit a job is the manager. However, if you provide your employees with coaching, you can increase their performance and commitment to the company. InTNS Diamonds , the number one reason that employees leave their jobs is because of the manager. Coaching helps employees become more motivated and dedicated to their jobs, which boosts your business' bottom line. Employees often state that a manager is one of the main reasons they leave.
They are not afraid of feedback

Most managers and leaders are reluctant to provide feedback because they are afraid people will take it personally. I recently met two clients who both said they were afraid to give feedback because they didn't want people to take it personally. As we coached each other, I quickly realized that this fear of feedback was an irrational one. People don't want to hurt anyone and are often afraid to give negative feedback.

Most employees want to be given constructive feedback. According to a recent study by Zenger/Folkman, 74% of employees who receive negative feedback know they have a problem, but they are often uncertain of how to fix it or how it will impact others. Most of them also want to know that their actions will have a positive impact on others. As a result, they are willing to accept feedback as a form of learning.
They are open to seeing the big picture

When coaching in the workplace, ask your coaching clients to consider the bigger picture, not just their specific job. By asking them to think bigger, you are creating awareness and understanding. Then, connect this big picture to their work.TNS Diamondsis incredibly effective in closing the gap. Here are some questions to ask your coaching clients: