Employers not offering coaching risk future performance and productivity
Research from City & Guilds Group demonstrates the value of coaching to the future of the UK workforce: 79% of UK professionals say they consider coaching useful for adopting new technologies and ways of working
London 6 November 2018: New research published today by City & Guilds Group reveals that coaching is integral to productivity and performance, with 84% of workers saying that coaching should be part of every business’s management and development programme.
City & Guilds Group surveyed over 1,000 UK professionals on their thoughts and experiences of coaching in the workplace. The research demonstrates the benefits of coaching for companies as they adapt to the future world of work, highlighting the potential risks faced by employers that don’t harness this powerful tool for change.
According to the study, 76% of employees believe coaching is helpful when going through periods of organisational change, and 79% say it’s useful for adopting new technologies and ways of working. In addition, as businesses begin to see staff from five generations working side-by-side, two thirds (64%) of those surveyed say that coaching has already become important in facilitating intergenerational working.
Coaching plays a critical part in boosting productivity as people move between roles or embrace portfolio careers, both growing trends in today’s workplace. Changing role often means facing new challenges, and amongst the respondents that had changed role in their company, over a quarter (27%) report taking four months or more to work to the best of their ability afterwards, with 10% taking seven months or longer. Demonstrating the impact of coaching on performance, the research found that people who didn’t receive coaching at this critical moment are over eight times more likely to say that they still don’t feel able to work to the best of their ability, compared to those that did receive coaching.
John Yates, Managing Director, City & Guilds Group, commented:
“The nature of work is evolving, and organisational change is becoming an increasingly common theme in UK businesses; whether they’re growing, shrinking, or adapting to new technologies. At the same time, we are also witnessing huge changes in the workforce, with intergenerational working and career hopping becoming new norms. With unpredictable times ahead and ongoing change presenting challenges to businesses, employers need to encourage and support staff at all levels of the organisation – to maximise their individual performance, as well as that of the business.”
Gary Shewan, Learning & Development Consultant, Legal and General, revealed:
“Embedding a culture of coaching is a key component of our Talent Development Programme and continues to have a positive impact on Legal & General. Involving managers at all levels to support the programme has meant that learning and development is very much in line with business needs, resulting in a step change in how learning and development is perceived across the organisation with staff recognising the need for continual learning – which is so important if individuals, teams and the company as a whole is to keep up with the pace of change. Not only has retention improved, but employee engagement continues to improve, and we can also see a measurable improvement to performance as delegates are able to implement projects worked on during the programme to deliver customer benefits and business efficiencies.”
Steven James, Learning & Development Manager at the Donkey Sanctuary, commented: “Coaching remains fundamental to our long-term strategy, helping us to develop the skills we need to grow both now and in the future. By making sure everyone has the opportunity to be coached, individual employees feel more engaged and confident in their ability to deliver in new roles. This impacts on staff engagement, improving productivity and helping us deliver our strategic targets. Coaching also helps our managers adapt to new ways of working, giving them the tools to engage with intergenerational teams on all levels. Currently we have examples of four generations present in our farm teams, all requiring different approaches. The common element, regardless of whether they are baby boomers or millennials, is Coaching.”
Fiona Clark, People Development, Scottish Enterprise, said: “Coaching is all about empowering individuals, and helping them transition in their own way and in their own time. As the economic development agency for Scotland, change is written into our DNA, and our staff need to be able to cope with the constant change that is part and parcel of the workplace today, and they need to help others do the same. As an organisation we’re far better prepared for the changing world of work than we would have been without the coaching culture. It gives employees the individual attention and self-reflection they need to strengthen their skills and knowledge that not only support their performance now, but gives them tools to be productive and well into the future.”
The research also reveals that companies that don’t provide coaching opportunities risk leaving employees feeling undervalued. Of those respondents that haven’t been offered coaching by their current employer, lack of investment (33%), taking staff for granted (31%), leaders’ disinterest in staff (22%) and a lack of understanding on the value of coaching (22%) are listed as the most common reasons.
Demonstrating the capacity of coaching to benefit businesses more widely, respondents who have received coaching cite improved confidence, performance and productivity as three of the most important positive changes witnessed for themselves, others and their wider team and organisation.
John Yates continues: “Coaching is an easily accessible tool that empowers employers to undertake successful organisational and technological transformation, while boosting workforce engagement, performance and productivity. Our research demonstrates that people place real value in coaching, a fact that employers cannot afford to overlook. Being so easy to implement, and yet affecting employees and the wider organisation so positively, coaching is a missed trick for employers that fail to get on board.”
For more information, please visit the City & Guilds Group website.
Notes to editors
For more information, contact Sarah Bartlett / Emma Popham
0203 434 7240
Laura Mountain, Communications Manager at City & Guilds Group
About the City & Guilds Group
The City & Guilds Group is a world leader in skills development. Working in over 100 countries across the world, our purpose is to enable people and organisations to develop their skills for growth.
From setting the standard for on-the-job training through to supporting skills development around the world, the City & Guilds Group has almost 140 years’ experience in preparing people to contribute to successful businesses and thriving economies.
Our brands support people into a job, on the job and into the next job.
- City & Guilds, ILM and Digitalme develop qualifications and assessments from entry level through to management. They also accredit skills training and help individuals to showcase their skills through digital credentialing using open badges.
- Kineo and The Oxford Group are our corporate training and development brands, supporting everything from large-scale training programmes, workforce management and e-learning through to bespoke management training and executive coaching.
- Gen2, our newest brand, is a technical training provider delivering skills training in engineering and technology for the UK civil nuclear industry.
For more information about the City & Guilds Group visit cityandguildsgroup.com.
About the research
City & Guilds Group surveyed 1,008 UK professionals working in Healthcare, Finance or Retail. The research was conducted by Censuswide in August 2018.