Why would you spend money on your least engaged and productive staff members?

Because they’re costing your organisation the most time, money and energy.

Traditional approaches like managing out can be costly and morale-draining.

But what if there was an alternative, that was much kinder and fostered a much more positive experience and outcome for the employee, their team and the organisation at large?

By providing coaching for those who are considered to be your lowest performers you can help them to work out whether, and crucially how, they could be happier and more productive in their work.

 

The one-on-one coaching may well lead to them becoming a much more valuable contributor to their team/organisation. Conversely they may come to the conclusion that it is in fact time for them to move on, saving the organisation a very significant amount of time and money. Either way it's their decision and they feel empowered to move forward in their career on their terms.

One could argue this should be part of the line manager or HR’s remit. However, that assumes that there is a good degree of trust between everyone concerned, and that emotions are easily put aside.

This is not always the case, and therefore makes it tricky for the employee to have an open and honest conversation about what might be hindering them from bringing their A-game.

That’s why it’s often useful to have an impartial person, who can ask all the right questions for the coachee to come to their own conclusion. Someone who is outside of the organisation who is independent and not biassed.

As a result of working with me, coachees fall into one of four categories: Remainer, Tweaker, Toe-dipper or Leaper ™.

Remainer: The employee will experience a mindset shift during our coaching and start to show up to work with newfound enthusiasm. They’ll start to enjoy their work much more and contribute in a much more positive way.

Tweaker: They will realise that they need to make small adjustments to their role in order to feel more engaged and be more productive. They may take on more (or less) responsibility, work on new projects within the organisation or tweak their working hours etc.

Toe-dipper: They may start exploring alternative work options for the future. They may seek further education in a new subject matter or start a side hustle (something progressive companies like Google very much encourage). Interestingly, toe-dippers often become more engaged in their current work when they start toe-dipping, partly due to the fact that they’re feeling overall increased levels of happiness and satisfaction as a result of discovering new interests and strengths.

Leaper: They come to the realisation that they need to leave the organisation in pursuit of work that’s much more aligned with their strengths, values and interests.

Whatever the outcome, the employee feels valued and listened to, and can start implementing changes that will benefit all concerned.

Let’s discuss how I can help transform disengagement into productivity for your team!

 

Just drop me a line or fill in the form below and I'll get back to you asap. ​​