Coaching in companies is often only provided for executives. However, 80% of employees also wish for personal coaching – and there are good reasons why HR developers should respond to this desire.
Nearly all companies offer seminars, conferences, and traditional training. These formats are essential for the professional development of employees. However, according to the survey “Value of Further Education”, most employees desire something completely different: About 80% of employees consider personal coaching to be (very) useful! This desire for individual development is, however, only met by about 20% of companies. In short: When it comes to coaching, planning is largely done without considering the actual needs.
In which cases is coaching useful?
The problem is the habitual mindset in many HR teams: Coaching is normal for executives – but not planned for most other employees. Personal coaching is often seen only as a private initiative outside of the company, for example, during career reorientation.
However, coaching in companies can be useful:
For individual members of small teams, where individual performance (and willingness to perform) is a top priority.
For the development of young professionals on the way to responsible or leading roles.
To identify and enhance personal strengths.
In developing a healthy work-life balance and higher satisfaction with one’s own work to avoid resignations.
In the first steps of development and integration of trainees.
Coaching is desired by many employees and can also be realized digitally.
Integrating coaching into modern training concepts
Only 20% of companies support their employees in the area of coaching. What prevents the remaining 80% from investing here? My hypothesis is: The word “Investing”! Investing sounds like costs – and especially in HR and personnel development, budgets are often tight and are allocated to the essentials. Digital concepts like e-learning and blended learning are often preferred in this respect. Costly and time-intensive individual coaching falls through the budget sieve.
Many companies (and also coaches) overlook the opportunities to integrate coaching into modern concepts. “Personal” and “digital” can thus become partners instead of competitors.
Two formats are suitable for you as a responsible person and your employees:
In online coaching, the support from the coach takes place exclusively digitally, for example, via phone calls or video chats.
In blended coaching, classic coaching conversations are combined with digital support on a suitable blended learning platform.
Conclusion: Coaching is for everyone - and is worthwhile!
In modern (digitized) further education, one thing is especially important for HR managers and personnel developers: Recognizing the needs of the company and the employees, and meeting the requirements as best as possible. Personal coaching is not only desired by 80% of employees, but also offers many advantages for all parties involved.
Ultimately, in personnel development, the budget should not come first, but the long-term cost-benefit factor. Coaching provides you with an opportunity to enrich learning for employees, not just to limit it to the essentials, but to enhance it to what is most meaningful in the long term.
