Benefits to coaching as a line manager

As a line manager, you might find yourself donning many different hats – mentor, supervisor, disciplinarian, fortune teller and even therapist. Among these roles, one of the most impactful you can adopt is that of coach. Embracing a coaching mindset not only enhances your team’s performance, but also fosters a more positive work environment. Here, we explore three key benefits of coaching as a line manager and shed some light on why this approach is worth incorporating into your management style.

1 Enhanced employee performance

One of the most significant advantages of coaching is the boost it provides to employee performance. When you adopt a coaching style, you focus on the development of your team’s skills and abilities, rather than merely directing tasks and expecting results. Managers who coach understand, leverage and get great satisfaction from deploying the unique talents and strengths of each employee.

According to Gallup, they set clear expectations and performance goals, offering feedback that optimises individual strengths – an area where only 26% of employees say the receive helpful feedback – and increases team effectiveness. Great managers are always developing and positioning talent to maximise their outcomes, leading to extraordinary results: workers who know how to use their strengths average 10% to 19% increased sales and 14% to 29% increased profit, among other bottom-line results. As Gallup tells us “Bosses by comparison, often just supervise production”.

Personalised development plans

Coaching allows you to create tailored development plans for each team member. By understanding their strengths, weaknesses and career aspirations you can provide personal support and resources that align with their individual goals. This personalised approach not only helps employees improve their skills but also increases their job satisfaction and engagement.

Constructive feedback

Regular and constructive feedback is a key pillar of effective coaching. Instead of annual performance reviews that often feel punitive, coaching encourages continuous feedback loops. This means that you can address issues promptly and acknowledge achievements in real-time which can help maintain high morale and motivate employees to sustain or improve their performance.

2 Improved team dynamics

Coaching is not just about individual development as it can also have a profound impact on team dynamics. A coaching style promotes a culture of collaboration, trust and mutual respect among team members.

Effective communication

Effective coaching relies heavily on open and honest communication. By encouraging your team to share their thoughts, ideas and concerns, you can create an environment where everyone feels heard, valued and that they belong. This open dialogue can help align goals and also prevent potential misunderstandings or conflict and promote a more harmonious workplace.

Building trust and empathy

When you invest time and energy in coaching your team members, you will benefit by building stronger relationships rooted in trust and empathy. Employees who feel supported and understood by their line manager are more likely to support each other. This sense of camaraderie can enhance teamwork, making the group more cohesive and resilient in the face of challenges.

3 Increased retention and employee satisfaction

High turnover rates in staff numbers are a significant drain on resources and morale. Coaching can play a crucial role in improving retention and satisfaction.

Career development opportunities

Multiple sources tell us that employees are more likely to stay with an organisation that invests in their growth and development. Coaching can help provide clear pathways for career progression, helping employees see a future within the company. When staff feel that their career aspirations are supported, their loyalty and commitment to the organisation naturally increase.

One of the key reasons people leave organisations is that they are not learning anything, and this is where a good manager is an important factor. Manager involvement drives learner engagement and according to LinkedIn Learning’s 2019 Workplace Learning Report, 75% of employees would take a manager-suggested course.

Empowerment and autonomy

Coaching empowers employees by involving them in decision-making processes and encouraging them to take ownership of their work. This autonomy boosts their confidence and satisfaction. When employees feel that their contributions matter and that they have control over their tasks, their overall job satisfaction rises, making them less likely to seek opportunities elsewhere.

This is achieved by having trust in team members and creating an environment where they have a high degree of psychological safety with their direct manager.

As the Boston Consulting Group (BCG) said in a 11 June 2024 report: “The best team leaders don’t just manage their team’s work progress. They coach, engage, encourage collaboration, create productive team environments, and facilitate 360-degree communications. Companies need to develop such leaders, who can then help to improve sentiments about inclusion. Strong managers can show that they value diversity and inclusion by sharing aspects of their own identity, elevating voices and perspectives from underrepresented groups, and taking steps to build relationships among team members of diverse backgrounds. To do so, team leaders should create forums that allow employees to reflect on ways of working. These managers must build a respectful and safe environment for junior team members to share their perspectives and arrange regular touch points between senior leaders and the team.”

The ripple effect of coaching

Incorporating coaching into your management style can transform not only your team but the entire workforce culture. By enhancing employee performance, improving team dynamics and increasing retention and commitment, coaching creates a positive ripple effect that extends beyond immediate outcomes.

As a line manager, embracing the role of coach cannot be restricted to focusing on achieving short-term goals but instead on fostering long-term success and fulfilment for your team members. It is an investment in people that pays dividends in productivity, engagement and loyalty. So, why not start today? Your team and your organisation will thank you for it.