Coaching for Managers: The roadway to drive 10x results and build a high-performing culture

Innovation, creation, and execution- are the three pillars of a high functioning team.

But what if– you start noticing certain changes within your teams like low productivity, cynicism, ineffective meetings, unclear goals, and an ever decreasing performance. And your company starts noticing a significant downward shift in output.  

Are you prepared to deal with such a toxic underperforming team and the related consequences? 

What Role Does a Manager Play in Your Teams’ Performance and Culture? 

It is not uncommon to measure and specify different aspects of employees’ performance. But how often do you consider your manager’s influence on the employees’ performance?

“It is difficult to separate the performance of the manager from the team’s performance and culture.”

You might have hired the most efficient candidates. But if the managerial techniques are not effective, your teams’ performance can hardly meet your expectations.

What Do Great Managers Do? 

Your teams’ performance depends on a trusting environment, clear expectations and goals, good communication, precisely defined roles, and the opportunity to grow and develop at every level.

And your managers play a vital role to create, shape and sustain such a high-performance culture at your organization.

Gartner has defined high-performance culture as “a physical or virtual environment designed to make workers as effective as possible in supporting business goals and providing value.” 

The manager’s ability to motivate, empower,  provide constructive feedback, reward, and lastly maintaining the overall culture and morale of the organization sets the right environment for your employees to perform their best.

It also positively affects the loyalty and commitment of your employees and boosts team strength.

What will a dysfunctional manager cost?

When a manager fails to use good fundamental skills, it costs an organization about $12.87 per day.

However, only 3% of organizations believe that they have top-notch performance management. On the other hand, 48% believe that their performance management needs to get improved.

Operating an underperforming team is not a piece of old tackle. To convert it to a high-performing team, managers will require specific skills, people management, strategies, along with an empathetic outlook. 

A dysfunctional manager can cost your organization an average of $33 per day. This implies a loss of is $231 per week, $990 per month, and $12,045 per year.

Another data shows that your company might have to bear a loss of about $7.29 per day for each poorly communicating manager.

However, a dysfunctional manager can cost you big bucks by directly affecting your teams’ performance.

An Eagle Hill’s survey, among companies with high turnover rates, showed that 26% of high performers leave an organization because of poor management.

It can break the bank with losses caused by procrastination because of low motivation,  fake sick days, and purposefully making mistakes out of spite. 

Bad working relationships between managers and team members cost the economy $360 billion each year from lost productivity.

Are your managers ready to be the best in all roles? 

“Achieving the highest possible return on human capital must be every manager’s goal.”- Brain Tracy

To create a high-performing culture managers need to wear multiple hats. They are responsible for- 

1 Plan and set goals

A good manager develops a plan of action and assign clear, measurable performance goals and eliminates any misalignment.

A  London Business School report suggests that only one-third of senior managers can name their organization’s top priorities. Only 33% of managers update their goals throughout the year with changing business needs. While 40% of managers mentioned ‘failure to align’ as the greatest challenge.

2 Organize and manage

Managers divide work into manageable chunks, assign clear roles, and manage employee involvement:

In a survey, 37% of respondents said that keeping the team on track to achieve goals is the most important part of a manager’s role.

Lacking these skills can significantly impact employee performance by hindering work-life balance and increased stress among your teams, resulting in a less energetic workforce.

3 Employee engagement and productivity

Managers foster personalised relationships and connections to drive engagement. They are required to motivate and reframe the mindsets of your employees to drive better results.

As per a Gallup study, your manager can affect 70% of employee engagement.

“An employee’s motivation is a direct result of the sum of interactions with his or her manager.” – Bob Nelson

4 Monitor and feedback

Monitoring metrics and communicate key data is one of the major tasks of a manager. 

High-achieving employees seek out metrics and crave feedback and positive results. Thus managers are responsible for creating a feedback loop to Drive High Performance.

5 Reward and recognition

Reward and recognition from managers are always more impactful and authentic. Because they can see and respond to individual progress and performance of team members in real-time.

6 Development and uplifting

Managers need to create development opportunities to fill the skill gap and improve engagement and performance.

A Gallup report suggests that for 87% of millennials, professional growth and development opportunities were one of their top priorities.

7 Build trust

Managers need to communicate regularly and consistently, both team-wide and on individual levels to establish and foster trust.

61% of employees have mentioned trust between themselves and senior management as very important for job satisfaction, However, a survey shows that 69% of managers feel uncomfortable communicating with employees.

Intriguingly, 71% of companies do not feel their current leaders are able to carry their organization into the future. Do you feel the same?

Here Comes The Need For Coaching

An overwhelming 68% of managers found juggling their responsibilities along with managing a team to be their biggest challenge as a people leader. While Fortune study on 1000 companies shows that, 48% of leaders that underwent coaching exhibited an increase in work quality. These numbers clearly speakers why coaching for managers is important.

Let’s look at how coaching can help your managers build a high-performing work culture

1 Enhance Necessary People Skills

Coaching can help managers develop skills like- goal-setting, delegating, providing accountability, delivering effective performance reviews etc. to build a high-performing work culture in your organization.

2 Improve effectiveness

Research shows that coaching can impact a significant increase in goal attainment, transformational leadership. This can positively impact management effectiveness.

3 Polishing Weaknesses

Your managers may need polishing in a particular area such as time management, team-building, relationship building, or communication skills. Coaching can prove to be a rescuer in such cases. 

In a survey, over 70% of respondents said that coaching helped them improve work performance, relationships, and effective communication skills. While 86% of companies reportedly said that they recouped their investment in coaching.

But traditional coaching can be time-consuming and can cost you a fortune. We have, therefore, come up with an affordable yet effective solution for you-

Introducing Peoplebox Coaching- The Secret Recipe For Managers To Drive 10x Results

It will help your managers in-

1. Build a high-performing team.
2. Building a culture of recognition
3. Convert goals into results 
4. Convert engagement feedback into actions 
5. Be the coach for their teams.

What Peoplebox Coaching Offers

1 People Insights with Intelligent Tools and services

Track and measure through surveys and check-ins to understand the team’s engagement, feedback, and manager’s improvement areas. Get services like Coffee Connect, timely nudges, OKR check-in reminders, etc.

2 Personalized Coaching( AI + human )

They provide suggested 1:1s talking points to emphasize and clarify key responsibilities and progression, implement a collaborative approach to problem-solving. 

Did you know? A Gallup research shows that teaching managers to have more frequent, meaningful conversations about work expectations and progress leads to higher engagement and performance. 

3 Contextual byte-size learning

Coach will interact with managers at least once every week over calls or messaging and share the relevant reading material in form of micro learnings to make learning effective. 

Are you ready to help your managers be the leader and map out the roadway to drive 10x result with Peoplebox Coaching?