Stop and reflect for a moment on the professional development of your employees and its impact on your company’s performance. Based on what has not been analyzed, ask yourself: how might this affect the development of the business in the long term? If you realize that you don’t have this answer, don’t worry. Coaching may be an option!
Do you want to do this methodology? Then you are reading the right article! Here, we will show you how coaching can transform your people management and your company’s results. come!
How important is coaching within HR?
When applied well within companies, coaching has effective impacts on the HR area, reflecting on professional development, the quality of deliveries and better communication between HR and other areas of the company. Among these benefits, we can highlight:
Communication
Professionals trained to apply the coaching methodology develop their ability to listen and, as a result, become more perceptive and empathetic, which makes them capable of causing greater reflection in their internal audience, bringing them closer to their management and the company.
Another positive result is the strengthening of the internal feedback policy, as, based on this approach, the internal public feels comfortable reporting their internal perceptions, disseminating open and assertive communication within the company.
Skills development
All professionals have skills that can be used by the company. However, in some cases, they need to be identified, developed, awakened and directed towards a specific function. Doing this is not always easy, do you agree? But coaching is essential to achieve this goal.
Using scientifically validated tools, such as the PDA, it is possible to map important skills in the professional profile of the employee who is intended to be included in the development program.
From there, it is possible to define the competence or competences that will be developed, strengthened, awakened and directed. All of this is possible through a well-conducted coaching process and well-performed behavioral mapping.
Talent retention
Put yourself in your employees’ shoes. Would you work for a company that doesn’t contribute to your professional development? Hardly, right? Due to the lack of investment in a program aimed at developing internal time, many companies suffer from high turnover rates, among other losses, such as:
- the turnover of professionals;
- the decline in the company’s reputation in the corporate world;
- the loss of productive time training new employees in the same role;
- the decrease in quality in the delivery of results.
Coaching is a process that is highly appreciated by professionals, as it is personalized and involves self-knowledge and the enhancement of each person’s talents, changing their results, improving objectives, planning, organization and, of course, discovering their strengths.
This way, the chances of employees quitting become smaller, and the delivery of results is much better.
What is the role of the coach in HR?
One of the clear objectives of a coach within HR is to bring the area and its employees, managers and their employees, areas together and the organization as a whole closer together. And this happens because employees realize that the company cares about and evolves with the advancement of their careers, since it provides this development, thinking about the advancement of the company, but also of its employees, thus strengthening the employee-employee relationship.
In response to this, employees reacted positively. For example, increase your productivity, feel encouraged to think of more efficient ways to accomplish your tasks, and become more engaged and happy.
Another purpose of coaching is to align internal functions with certain professionals, ensuring that each person fulfills what truly makes them a complete and happy professional.
Unfortunately, a timid HR vision can result in an exceptional professional being hired for a role that will not explore their full potential or that will not complement or complement some of their career goals. Again, we can see the importance of profile mapping and the development program through coaching.
The opposite can also happen, that is, a limited employee may occupy a position far beyond their professional capacity, such as a leadership role. As a result, the employee becomes unmotivated, and the company reduces the excellence of its services.
To avoid this situation, the coaching methodology, in addition to being used for development, can be included in the recruitment and selection process. Through behavioral analysis and assertive questions, the candidate’s behavioral profile is identified more easily, ensuring the accuracy of the process.
Based on this information, their compatibility with the company’s internal culture and the role they intend to occupy is analyzed, in addition to indicating how this professional can contribute to the success of the business and also what they will need to develop.
What should the coaching process be like?
Program structure
Before starting a coaching process, it is necessary to clearly define the strategy that the company wants to follow. For example, will this program be individual, will it include all employees, or will it only include a group, such as leaders or professionals in a specific sector?
Furthermore, it is important to know who will conduct the coaching, whether it is an internal employee or a specialized company. Finally, what is the purpose of the program? Would it be developing leadership, identifying and reallocating talent across teams, or improving employee productivity?
Selection of participants
Even if the coaching process is extended to all employees, participants should not be automatically included, as this would harm the quality of the process development.
Everyone must be evaluated and consulted in advance by the company’s senior management and human resources, thus validating their evolution within a coaching program.
In this way, only those who truly have potential, qualifications and, above all, interest will participate in the development process through coaching.
Virtual tools
Nowadays, an HR coaching program can rely on technology. An example of this is the My PDA Coach feature, within the PDA platform, which assists in the process.
In short, MPC works as a change accelerator, that is, it allows you to choose a skill to be developed and set up actions to be practiced daily with the aim of the professional achieving their goals more quickly, making the coaching process more agile and effective.
Therefore, if the company identifies skills in an employee that are compatible with a certain position, but that need to be enhanced, My PDA Coach has the right resources for this.
Therefore, for six weeks, the professional will practice and evaluate these new behaviors. During this time, you will receive emails, tips, recommendations, exercises and articles that will help you get the most out of coaching.
Managers receive detailed information about the performance of each participating employee and measure behavioral evolution every two weeks. At the end, a 360-degree assessment is carried out to confirm whether the people who actually live with this professional also notice changes in their behavior.
Therefore, implement the coaching process in your business. This way, everyone will benefit: the leadership, the employees and the company’s reputation. Over time, the level of internal services will reach excellence!
What do we find from our article? Did you understand the importance of a coaching program in HR? Do you want to implement this process in your company? So, count on the help of professionals in this area.