Coaching in companies is often only provided for executives. However, 80% of employees also desire personal coaching – and there are good reasons why HR professionals should fulfill this wish.
Seminars, conferences, and traditional training are offered by almost all companies. These formats are essential for the professional development of employees. However, according to the survey “Value of Continuing Education”, most employees want something completely different: About 80% of employees consider personal coaching to be (very) meaningful! This desire for individual development, however, is only met by about 20% of companies. In short: Coaching is often planned without regard to the actual need.
In what cases is coaching meaningful?
The problem is the customary mindset in many HR teams: Coaching is normal for executives – but not intended for most other employees. Personal coaching is often viewed only as a private measure outside the company, for instance in cases of professional reorientation.
Coaching can be meaningful in companies:
For individual members of small teams, where individual performance (and willingness to perform) has the highest priority.
For the development of young professionals on their way to responsible or managerial positions.
For identifying and enhancing personal strengths.
For developing a healthy work-life balance and higher satisfaction with one’s own work to avoid resignations.
For the initial development steps and integration of trainees.
Many employees desire coaching, and it can also be realized digitally.
Integrating coaching into modern continuing education 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 the HR sector and in personnel development, budgets are often tight and are allocated to the essentials. Digital concepts like e-learning and blended learning are often given preference here. Costly and time-intensive individual coaching falls through the budget sieve.
Many companies (and coaches) overlook the opportunities to integrate coaching into modern concepts. “Personal” and “digital” can thus become partners instead of competitors.
Two formats are available 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, traditional coaching discussions are combined with digital support on a suitable blended learning platform.
Conclusion: Coaching is for everyone - and is worthwhile!
In modern (digitalized) continuing education, it is especially important for HR professionals and personnel developers to recognize the needs of the company and employees and to meet 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 rather the long-term cost-benefit factor. Coaching provides you with an opportunity to enhance learning for employees beyond just the essentials, but to elevate it to the most meaningful in the long term.
