Employee Coaching
Employee coaching isn’t just for fixing problems—it’s a proactive approach to guiding performance, improving communication, and helping employees grow in their roles.
Whether you're addressing underperformance, coaching a negative or difficult employee, or supporting someone with communication issues, the right coaching strategy can transform workplace dynamics and boost engagement.
What is employee coaching?
Employee coaching is a structured, goal-oriented process in which a manager or leader guides an employee to improve performance, build skills, address challenges, or grow professionally.
It’s not just about correcting issues but also unlocking potential and fostering accountability.
When should you coach an employee?
You should coach an employee when:
- There is a noticeable gap in performance or behavior
- The employee is underperforming or disengaged
- They’ve recently taken on new responsibilities
- They express a desire to grow or face challenges
- There are communication or attitude issues affecting team dynamics
Timely coaching helps prevent minor issues from becoming bigger problems.
How to coach an employee?
To coach an employee effectively:
- Set clear, achievable goals
- Have honest, two-way conversations
- Use real examples and be specific
- Provide constructive feedback without being critical
- Check in regularly and track progress
- Encourage accountability and self-reflection
Coaching should be supportive, not punitive—it’s about development, not discipline.
How do you coach an underperforming employee?
Coaching an underperforming employee requires empathy and structure:
- Start by identifying the root cause: workload, lack of training, or personal issues?
- Discuss the issue privately and respectfully
- Set performance expectations and timelines
- Provide support (training, tools, feedback)
- Monitor progress and adjust the plan as needed
Make the process collaborative and goal-focused.
How to coach a negative employee?
Coaching a negative employee means addressing both attitude and its impact:
- Describe specific behaviors without labeling the person
- Explain how negativity affects the team or workplace
- Ask open-ended questions to uncover frustrations or concerns
- Redirect energy toward problem-solving, not complaining
- Set expectations for professionalism and respect
Consistency and follow-up are key to sustaining change.
How to coach an employee on attendance?
To coach an employee on attendance:
- Review attendance records and identify patterns
- Have a one-on-one conversation to understand reasons for absences
- Reinforce attendance policies and expectations
- Offer support (flexible scheduling, HR resources)
- Set goals for improvement and follow up regularly
Document discussions and maintain a supportive, non-accusatory tone.
Umfragen zum Puls der Mitarbeiter:
Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).
Treffen unter vier Augen:
Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.
eNPS:
Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.
Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:
- Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben. - Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren. - Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.
How to coach an employee on communication?
Coaching on communication involves improving clarity, tone, and collaboration:
- Provide examples of communication challenges (e.g., unclear emails, passive tone)
- Set expectations for response times, language, and professionalism
- Offer training or role-playing opportunities
- Encourage active listening and open dialogue
- Model effective communication yourself
Feedback should be ongoing and reinforced during team interactions.
How to coach an employee who has performance problems?
Coaching an employee with performance problems requires a structured plan:
- Clarify which aspects of performance need improvement
- Provide context: how performance affects team or goals
- Use SMART goals to track progress
- Offer resources: mentoring, training, tools
- Check in frequently to assess progress and adjust as needed
Focus on measurable outcomes and mutual accountability.
How to coach a difficult employee?
To coach a difficult employee:
- Remain calm and professional during conversations
- Avoid emotional reactions—focus on behaviors, not personality
- Document incidents objectively
- Involve HR if necessary for serious issues
- Be consistent in enforcing boundaries and expectations
Patience and persistence are essential when managing resistance.
What tools can support employee coaching?
Some of the most important tools that can support employee coaching are:
- Performance review platforms
- One-on-one meeting templates
- 360-degree feedback systems
- Learning management systems (LMS)
- Coaching worksheets and tracking tools
These tools help structure the coaching journey and measure results.
How to coach an arrogant employee?
Coaching an arrogant employee requires tact and a focus on self-awareness:
- Use feedback that’s based on observable behavior, not judgment
- Help them understand how their actions impact the team
- Encourage empathy and listening skills
- Assign team-based tasks where collaboration is essential
- Frame coaching as leadership development, not criticism
Arrogance can often be redirected into confidence with the right guidance.
How to create a coaching culture in the workplace?
- Train managers in coaching techniques
- Encourage regular feedback and growth conversations
- Celebrate coaching successes
- Integrate coaching into performance reviews
Creating a coaching culture fosters long-term engagement and development.
