Coaching your employees can be a very worthwhile venture. As company owners, managers and supervisors, we are often looking for ways to increase revenue and manage costs. Sometimes we overlook our greatest assets- our employees. In order to build loyalty and morale, employees must feel they are a valuable and important member of the organization in which they work. When employees and supervisors communicate well and work together towards the common goals of their organization, productivity and morale will improve and employees will be happier. Keeping long term, loyal employees is far more cost-effective than recruiting and retraining new employees who have replaced burnt out, unmotivated, unproductive employees. Well coached employees are creative forces who can be counted on to provide solutions their supervisors may not have considered. As an employer, you may want to consider training supervisors to coach their employees.
Supervisors can become good employee coaches by learning and engaging in the following:
1. Learn your employees’ strengths and weaknesses. This helps the coaching relationship create positive results.
2. Identify barriers to success. These barriers can be limitations such as a lack of resources or education, information, training, a positive attitude or more.
3. Determine what motivates your employees. There are many types of motivators and different things work for different people. Once understood, motivators become powerful tools for helping employees remain enthusiastic about learning and coping with chage. One of the the most important and overlooked motivator is good communication between the supervisor and employee. Employees appreciate knowing what is going on in their organization and having an open door policy with their supervisors.
4. Communicate your organization’s strategic direction and the company’s goals. Helping employees to understand the “bigger picture” is very beneficial to the coaching process.
5. Learn when it is appropriate to intervene with an employee when an error could create substantially negative consequences to the employee or the company as a whole. The supervisor must learn when to avoid a pattern of rescuing or jumping in too early which can undermine the employee but also when to step in.
Successful employee coaching helps employees understand goals and expectatons to that they may act instead of waiting for instruction. Because coached employees don’t have every solution dictated to them from above, they tend to take greater ownership of their work and demonstrate greater responsibility than employees who are not coached.
Coached employees are also better prepared to maximize their potential. With that, everyone wins.
This blog article was written from excerpts of an article written by Daniel Feerst, LiCSW,-CP www.workexcel.net
If you would like more information about how we coach managers and supervisors, please contact us at firstname.lastname@example.org
“Free” employee assistance programs have become more and more prevalent. EAPs are often included as part of other core services such as health insurance, disability carriers and even payroll companies. These providers and the employers and benefit brokers they market to rationalize “why not throw in a free EAP?” However, as a consumer of employee benefits, employers must understand what they are getting. First of all, nothing is really free- the cost of the EAP services are covered by the carrier and as a result, often the cost is embedded and passed onto the purchaser of these services. Second, do you know who your provider is and just what you are getting?
Ron Holman wrote an article titled “Free Employee Assistance Programs, You Get What You Pay For” in the California Broker back in 2003 as free EAP’s were just emerging. It appears as though “free” is here to stay. However, many of these providers offer very little. Holman wrote “When a company chooses to offer its employees a “Free” EAP, they may not be invested in who utilizes the plan since they are not paying for the EAP. However, one very important quality of the EAP is the ability to detect any patterns within the employee population regarding drug and alcohol use, personal problems, legal or financial problems and issues with childcare and eldercare and to identify any necessary assistance…. Because many “free EAPs” do not provide employers with utilization reports, company executives are not able to understand their employee’s needs.”
The more employees use the EAP, the more it costs the provider. Therefore most free EAPs are not motivated to promote and provide awareness of the program because it costs them. As a result, some employers don’t even know the name of their EAP company and rarely use it. Usually on site services, critical incident debriefing, management consultation and management referrals and case management are either not provided or rarely used. All of these services are essential elements of a high quallity EAP which are also required under the “Standards and Guidelines for EAPs” according to the Employee Assistance Professionals Association.
Employee assistance programs that are offered as stand alone services are far more beneficial to employers. Many companies change their insurance providers frequently based on the most favorable rates they can obtain. If the EAP is included, it too will have to change which can be confusing and may discourage use by employees. If cases are managed for a long time then they will need to be transferred mid-stream to another provider that is unfamiliar with the case, which can be especially problematic for positive drug tests, management referrals and complex cases.
As an employer, you should be looking for a locally based EAP provider; one that knows the treatment facilities, the community resources and the nuances of your company. Your EAP provider should be able to assist you with the specific needs of your company and have regular contact with you. It should be able to provide trainings, management consultation, critical incident debriefings, assist with management referrals and drug testing policies. It should provide yearly utilization reports and assist you in promoting and increasing, rather than avoiding utilization of the program.
If you have a free EAP or one that is not meeting your needs, it may be time to evaluate what you need now. For more information contact Fully Effective Employees at 425-557-0907.
It is very difficult for small employers to obtain quality, personalized EAP services because the majority of Employee Assistance Programs cater to the larger employer.
We have developed a program to assist very small employers (10-25 employees). For one low flat rate, we will provide one (1) face to face counseling session for clients who reside within the Puget Sound, WA area. If clients are outside our local area, we will provide a comprehensive telephone assessment with one of our in-house professionally trained EAP staff members. We also provide unlimited management consultations, telephone counseling and support to employees and their dependents and access to our password protected website. Our comprehensive website includes self-assessment tests, articles, resources, newsletters and much more.
The cost of this program is very minimal and can provide peace of mind to employers who have concerns about how to handle difficult employees or situations. It is always more cost effective to help current employees than to replace, recruit and retrain a new one.
If you have employees with:
We can help! The EAP can increase employee loyalty and performance. It will improve your company’s bottom line with reduced health care costs, workers’ compensation claims and reduced absenteeism and turnover.
Because we do all the EAP work ourselves, we get to know the key players within our clients companies and we understand the company culture. If you are a small business owner, you have may have questions about how to handle difficult employees and may need a professional to consult with about a certain employee or problematic employment situations. We can advise you on assisting employees with personal and or performance related issues.
If your company is too small for your own HR staff, we can refer you to our Human Resource partner who can provide you with some of the following:
If warranted, we can also refer you to employment attorneys and we will provide ongoing case management with difficult situations.
Examples if situations where we can help small business are:
1. A long term employee died over the weekend. Since the group of 12 co-workers had worked with this individual for many years, they were all very upset and had a tough time getting their work done. In addition, this employee had a specialized position that no one else could do. Our EAP provided a critical incident debriefing to the whole company to help them process their reactions and grief. We met with the company owner to allow her to process her grief, to help her plan a memorial for the employee and to make plans to replace the position that was difficult to fill.
2. An employee tested positive for drugs after a pretty serious workplace accident. We were able to provide an initial drug and aclohol assessment and then referred him to a treatment agency where he was able and willing to enroll in so that he could keep his job. We assisted the employer with a return to work agreement and monitored the employee’s progress in treatment. We have been following up with him for the past year and he has remained clean and sober and is thankful that his employer offered the EAP for help.
3. A long-term highly skilled supervisor had been accused of harassing and intimidating a subordinate. The subordinate employee complained to management. In the course of the investigation, the employee informed management that two previous employees had left because of this supervisor. The supervisor was very hesistant to reprimand the supervisor because his position was so difficult to replace. We consulted with management, helped them document the issues and they referred the employee to the EAP as a management referral. We referred the employer to our HR partner for one on one harassment training with the supervisor and she assisted the employee and employer with a performance improvement plan. We also provided support to the subordinate employee.
For more information about how we can help your small business, contact us at email@example.com