{"id":3841,"date":"2019-11-21T10:00:00","date_gmt":"2019-11-21T11:00:00","guid":{"rendered":"https:\/\/sonusbenefits.com\/how-coaching-can-save-your-team\/"},"modified":"2019-11-21T11:03:06","modified_gmt":"2019-11-21T11:03:06","slug":"how-coaching-can-save-your-team","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/how-coaching-can-save-your-team\/","title":{"rendered":"How Coaching Can Save Your Team"},"content":{"rendered":"

Employee engagement and retention are (or should be) top of mind for company leadership and HR teams. Having an engaged workforce means a stronger, more productive company. Unfortunately, only 34% of employees<\/a> report being fully engaged in their workplace. That said, companies have been spending a lot <\/em>on this problem. In fact, an estimated three-quarters of a billion dollars<\/a>, each year. <\/p>\n

Obviously, this is a huge issue with many components. Employee development and education, benefits, and company culture all play into the employee experience, which directly impacts retention and engagement.<\/p>\n

It’s all about the culture<\/h3>\n

This issue poses too many factors for business (especially small ones) to address from every vantage point. Most medium and small sized companies have a tight budget set aside for employee experience. But you don’t necessarily have to spend a ton of money on perks to create a culture of productivity and engagement. Not surprisingly, 76% of employees <\/a>cite their manager as the leading influencer of workplace culture.<\/p>\n

With that in mind, you’d assume companies are taking advantage of this knowledge and setting up their managers and leaders to be trailblazers for building a happy workforce, right? Sorry, not so much.<\/p>\n

A shocking 71% of companies<\/a> do not feel their leaders are able to actually lead their organization. And we can assume that leaders who are unable to lead are negatively impacting the people they’re supposed to lead.<\/p>\n

So, if managers are the major influencing factor in creating company culture, and companies don’t feel they’re doing their job well, it’s time to think about the tools they’re given to accomplish company goals.<\/p>\n

How are your managers trained to manage? Do they even get training? Or does your company just promote highly functioning employees into manager roles and let them figure it out on their own?<\/p>\n

Training your managers to take a different approach to supervising their teams might just be what your company needs. But how, you ask? By training them to coach instead of manage.<\/p>\n

Coaching vs. managing <\/h3>\n

The difference between coaching and managing is fairly simple. Where managers:<\/p>\n