Coaching is one of the crucial areas when it comes to accountability. There is a growing need for organizations and companies in the corporate world to enhance employees' morale and improve their overall productivity. Thus, employee coaching in the workplace is becoming more and more common among organizations and companies all over the world. Typically, employee coaching is any form of coaching conveyed by people within a corporation or a company to improve employee personal satisfaction and engagement ( De Haan & Gannon, 2017) . Employee coaching is also essential as it creates a favorable environment in which the employees can strive. Coaching requires the managers to advance beyond traditional monitoring and supervisory role and adopt a consultative form of organizational leadership.
Expected Service Behaviors
Under the coaching accountability area, collaborative behavior is one of the outstanding expected behavior. As an organization or a company manager, it is most often difficult to do everyone's work. Hence, the manager has to empower and delegate others to do their work and create a sense of shared ownership. The manager has to view himself as part of the team as it makes other employees feel supported ( Conidaris, 2017 ). A collaborative behavior will draw support at an appropriate time to enhance delivery.
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Progressive behavior is also an essential behavior under coaching. In the organization, progressive behavior ensures that the employees are educated on the new skills in line with their job description to improve their performance. Typically, progressive behavior will strive for the employees to develop and maintain the highest possible standards to curb the various challenges often evident in their organizational roles.
Additionally, empathizing behavior is an expected behavior under this area of accountability. To empathize means that you comprehend how other people feel. As a manager in an organization or a company, the most crucial thing to achieve is to let your employees know that you indeed understand how they feel. Irrespective of an employee's situation, the manager is expected to understand the situation despite not agreeing with the employee's perspective.
How Service Behaviors Align With Organizational Values
Service behaviors under this accountability area closely align with the organizational values. Some of these organizational values include employee development, reducing employee turnover, and improving the corporation's overall productivity. Collaborative service behavior helps improve the company's workforce as this behavior helps bridge the gap between real-life experience and education acquired. Collaborative behavior can also encourage employees and reduce their turnover rate as they are not just thrown into the organization
Progressive behavior enables the employee to understand their performance problem and some opportunities to enhance their productivity. This behavior ensures that each employee in the organization improves their performance and improves the organization's overall productivity. Empathizing behavior ensures that the employees are happier and loyal to the company. By empathizing with its employees, the company or an organization can produce an outstanding team of employees that matches the organizational goals.
Alignment of Expected Behaviors
The service behaviors aligned well with the organizational values. These behaviors aligned with the organization's primary mission of ensuring that the organization's overall productivity is enhanced and developing its employees. To ensure that these values are aligned, the organization must make coaching a habit in the workplace. Typically employee coaching focuses on improving employee performance per the job expectations. Furthermore, coaching habit in the organization ensures that employees' growth and career development is greatly enhanced. Additionally, coaching habit in the workplace gives employees an opportunity to focus on their areas of weaknesses and a clear pathway of achieving the company's goals.
What to Include In Future Training
In future training, listening and empowering of employees should be included. Coaching typically requires empowerment and encouragement. As the manager, I have to build one-to-one relationships with organizational employees to improve their overall productivity. Understanding of the employees' perspective is also an important aspect to be included in future training. As a manager, approaching things from the employees' perspective is crucial as it helps in viewing the changes that need to be made.
What to Do If an Employee Is Not Exhibiting Expected Behaviors
When the employee is not exhibiting expected behaviors, I have to determine if there are issues that limit the employee from exhibiting these behaviors. Once I have determined the barriers, I have to identify whether the employee needs to remove them. A key role of the manager is to identify whether an employee requires your help ( Lee et al., 2018 ). If the employee is ready to remove the barriers, I have to discuss the possible solution to the problem or improvements actions to be taken. After discussing with the employee, I have to identify the core goals the employee must achieve to exhibit the expected behavior. Finally, I have to set a follow up to determine how the employee is progressing in exhibiting the expected behaviors.
References
Conidaris, C. (2017). The influence of coaching behaviours by managers on employee engagement . http://wiredspace.wits.ac.za/handle/10539/23060
De Haan, E., & Gannon, J. (2017). The coaching relationship. The SAGE handbook of coaching , 195-217. https://books.google.com/books?hl=en&lr=&id=nm1jDQAAQBAJ&oi=fnd&pg=PA195&dq=employee+coaching+behaviours&ots=T46JLpftvl&sig=jPiOTBHqmkzQlaNgpbBSkO1zrkc
Lee, T. W., Hom, P., Eberly, M., & Li, J. (. (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics , 47 (2), 88-98. https://doi.org/10.1016/j.orgdyn.2017.08.004
