Managers are bad at coaching: 4 tips for improving
Ask managers and their employees what coaching in the workplace looks like, and they’ll probably describe a formal scenario: a weekly calendar reminder that pops up midtask, a stiff conversation about performance during an annual review, or a manager stepping in to solve an employee’s problem. For managers, coaching feels like a time-consuming, uncomfortable, and high-pressure responsibility.…
Managers often find coaching in the workplace to be a challenging task, marked by formal events like weekly reminders, annual reviews, and high-pressure problem-solving. A Gallup study revealed that managers and employees alike identified coaching as an area needing significant improvement. However, direct reports rated their leaders lowest on coaching in a 12-year study by Stewart Leadership.
Coaching can become more manageable when managers broaden its definition beyond formal settings to include everyday interactions. In-the-moment coaching, or spontaneous feedback, can occur in moments like after a challenging meeting or during a quick coffee break. Managers can identify coaching opportunities by recognizing cues like unmet expectations, requests for help, or emerging obstacles.
Recognizing these signs allows managers to engage in timely, supportive interactions that foster growth. Managers should also focus on asking open-ended questions to encourage employees to think critically and solve problems independently. By adopting a more positive approach, managers can create a happier and more effective coaching environment.
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