Coaching increases employee motivation, self-motivation, and performance

Coaching is a very suitable method for developing employees’ skills. When managers regularly coach employees, learning and changes will count as normal tasks. Read here how coaching increases employees’ competence, motivation and performance.


Companies and employees focus on what has already happened, to learn what is happening here and now, and plan for future success. To prepare for the future, all employees need to continuously develop in parallel with their daily work in order to reach future goals. But, for most employees, the future often feels more abstract. Structure and methods are therefore needed for employees to make the future more concrete.

One way to make the future concrete is to use coaching as a development method. With the focus of the coaching is on the future and learning, it makes it a suitable method for developing employees’ skills. With the help of coaching as a development method for employees, learning and changes will be seen as a normal work task. Read here how coaching increases employees’ competence, motivation, and performance.

What coaching means for companies

Coaching is about teaching people to use their experiences to become better in the future. For companies, coaching means that employees learn how they can constantly develop their knowledge and skills to perform better in their work. The essence is to create the desired results through clear individual responsibility; what can be better, how can it be better and when will it be fulfilled.

Because coaching is based on employees themselves figuring out how they want to develop in their work, they will also become more independent, motivated and solution oriented. Not by working more hours, but by developing their own way of working

Coaching focuses on the future opportunities not past mistakes

Ulla Lilliehöök

Coaching leadership

Coaching means getting others to figure out for themselves how they can develop and become even better at doing their work. For example, to develop employees in becoming more efficient, planning better, collaborating, structuring work, or setting clearer goals.

A coaching manager’s task is to set goals together with employees for development, work, and career. The aim is to drive the employees’ development process, provide support, give feedback on how the employee is doing, and coach them to deal with any obstacles by finding solutions for themselves in order to achieve their goals. This is why coaching leadership is so important to use for companies and employees.

Ten advantages of coaching as a development method:

  1. Businesses constantly create better results thanks to increased employee performance.
  2. Performance increases thanks to continuous development, learning, support, and feedback.
  3. Employees gain increased self-confidence when their own efforts lead to better results.
  4. Motivation increases thanks to employees developing and receiving feedback on their progress.
  5. Independent employees because they are allowed to find solutions to problems themselves.
  6. Managers get more time for other tasks thanks to fewer daily operational issues.
  7. Clearer feedback and support from the manager thanks to regular coaching meetings.
  8. Employees set clear milestones for their development at each one-to-one meeting.
  9. Annual development meetings become more effective and create greater benefit. Coaching culture, coach meetings and employees’ change process result in achieved development goals being celebrated.
  10. Groups, participation, motivation, and achievements increase.

Do you want to learn more about coaching for managers?

Check out our course "Coaching Leadership

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