A recent Gallup study revealed a concerning trend in employee engagement within the U.S. workforce. As of the first quarter of 2024, only 30% of employees are highly engaged, tying the record low last seen in 2013. This decrease represents a significant downturn, with a loss of 4.8 million engaged employees from 2023.
Specific demographic groups that have experienced the most pronounced drops in engagement include:
- Younger employees under the age of 35 (down 5 percentage points)
- Gen Z employees (down 6 points)
- Employees who could do their jobs remotely but work exclusively in-office (down 6 points)
- Employees who exclusively work from home (down 5 points).
These trends underline the critical importance of setting clear workplace expectations. Gallup’s research indicates a strong link between clear expectations and several critical organizational outcomes, including productivity, retention, customer engagement and employee wellbeing.
In response, high-performance coaching is emerging as a key strategy to enhance engagement. By establishing an environment where employees feel valued and connected to their work, organizations can reverse the downward trend in engagement and drive success.
Transforming engagement with high-performance coaching
High-performance coaching offers a proactive alternative to traditional methods like progressive discipline and performance improvement plans (PIPs), which often focus on what employees are doing wrong. This coaching approach instead focuses on maximizing potential and driving performance by starting with the assumption that team members are motivated and capable.
Unlike the conventional disciplinary methods that may convey a “get better or else” ultimatum, high-performance coaching is constructive and collaborative. Traditional approaches often lead to increased employee disengagement. Public forums and workplace discussions frequently reveal that individuals feel threatened by warnings and PIPs, prompting them to disengage or even exit the organization.
In contrast, high-performance coaching involves a more personalized dialogue in which leaders work with employees to identify and understand performance gaps. Engaging in a conversation rather than issuing directives helps individuals understand the root causes of issues on their own. When employees are involved in diagnosing the problems, they are more likely to be engaged in crafting solutions, increasing their commitment and likelihood of success.
Key components of effective high-performance coaching include:
- Operating on positive assumptions: Believing that individuals care and want to improve and address gaps in their performance.
- Adult-to-adult communication: Maintaining a professional and respectful communication style that avoids the demeaning parent-child dynamic often seen in traditional disciplinary approaches. This is easier to do when you operate on positive assumptions.
- Maintaining high expectations: Setting ambitious but achievable goals and helping team members rise to meet them.
High-performance coaching can also be effectively applied beyond performance issues. For example, when onboarding new hires or promoting employees to new roles, leaders can outline clear expectations, express confidence in their team members’ abilities and discuss necessary development or support to ensure success. This proactive approach sets the stage for high performance, fosters strong engagement from the start and reduces employee turnover.
One example of this practice involved a leader who used high-performance coaching with an employee with Asperger’s syndrome, a form of autism. This approach allowed the employee to contribute effectively and creatively to the team by developing solutions that a manager might not have considered, including seeking feedback from successful team members.
As outlined in this example, adopting a high-performance coaching framework effectively shifts the focus from merely correcting behavior to engaging and developing employees. In turn, it fosters a more productive work environment and increases employee engagement.
5 key metrics for success with high-performance coaching
It is crucial to evaluate the effectiveness of high-performance coaching programs. To accurately assess the impact on engagement, productivity and overall employee satisfaction, organizations must implement specific metrics and indicators.
The following metrics are essential for leaders seeking to measure the success and refine the approach of these coaching programs:
1. Retention rates and voluntary termination numbers
A tangible indicator of successful coaching is an improvement in employee retention rates. A decrease in voluntary terminations suggests that employees are more satisfied and engaged, a likely result of the supportive and developmental nature of high-performance coaching.
2. Performance metrics and key performance indicators
Monitoring changes in job performance metrics and KPIs before and after the introduction of coaching programs provides concrete evidence of their effectiveness. When these metrics improve, it indicates that employees are effectively applying what they’ve learned to enhance their work performance.
3. Personalized one-on-ones
Ditch the typical engagement survey and take a more personalized approach through your one-on-ones. In these one-on-ones, you can build relationships and create a culture of feedback.
Focus areas should include:
- Employees’ sense of empowerment
- Clarity of their roles
- Contributions to the company
- Satisfaction with their professional growth opportunities
An upward trend in positive responses is a strong indicator of effective coaching.
4. Development and utilization of individual development plans
The active use of tailored individual development plans (IDPs) helps track professional growth facilitated by coaching programs. When employees see that their personal career goals are recognized and supported through concrete milestones and timelines, it enhances engagement and productivity.
5. 360-degree feedback before and after coaching
Implementing 360-degree feedback mechanisms, both pre- and post-coaching interventions, offers a comprehensive view of an employee’s improvements across various areas. Feedback from a circle of peers, supervisors and direct reports can elucidate changes in work relationships, communication skills, problem-solving abilities and leadership qualities. These improvements often lead to increased productivity and job satisfaction.
With these key metrics, organizations can gauge the success of their high-performance coaching efforts and identify areas for further enhancement, ensuring that these initiatives continue to drive meaningful improvements in engagement, productivity and overall wellbeing.
Ultimately, adopting high-performance coaching can be a pivotal strategy in reengaging the 21st-century workforce. As organizations embrace these practices, they enhance individual performance and strengthen their competitive advantage by building a more engaged, innovative and resilient workforce. This shift in employee management is necessary for modern organizations to view and value their most significant asset—their people.
