Three Ways Coaching Can Help Reduce Employee Turnover and Burnout

With employee turnover and burnout increasing every day, what are you doing about it? Organizations are changing at light speed (that's really fast) and so is the workforce. It's almost impossible to keep up. According to Gallup, across the workforce, a dismal 32% of employees are engaged at work. For us non-mathematicians, that's less than half of a pie. Which means 68% of employee are DIS-engaged (more than half of the pie), which might look like they're indifferent, exhausted, and absent...oh my!

So instead of pointing your finger at employees not wanting to work, HR who's not doing their jobs, and recruiters not filling jobs quick enough, how about you point that finger back at yourself to reflect for a second?

The employee experience has to change. More and more companies are recognizing the impact that coaching has on employee support. In fact, 78% of LinkedIn's 2022 Top Companies are utilizing coaching as a strategy for employee engagement and development. Coaching is impacting everything in these companies from increased productivity, more effective communication across teams, increased resilience with all the rapid changes...and reduced turnover and burnout.

So employees who are feeling undervalued, unappreciated, unsupported, or even on the fence of feeling this way...they're leaving for companies where they do feel important, where they have a better work/life balance, where they can actually do their best work. So by all means, don't focus on employee experience and engagement. That sounds super fun for you.

Here are three ways coaching can help reduce your employee turnover and burnout:

Coaching help employees learn new strategies and tools.

Coaching allows employees with an objective, safe space to talk through their specific situation and issues they're experiencing. Maybe they're working with a tough direct report? Maybe they're struggling to connect with the new direction of the company? Instead of a one-time blanket company training that doesn't hit home on what they specifically need, coaching allows for the employee to dive deeper into their personal experience and take ownership to put new strategies and tools into action.

Coaching supports an employee's internal thought processes.

Coaching prompts employees to talk through and validate their own thought processes. Maybe they're having a hard time balance work and life, but can't pinpoint where the "hard time" is coming from because they're so in it. It's like not being able to see the water because you're the fish in the fishbowl. A coach helps the employee "zoom out" and asks what specifically are they struggling with (do mornings need more structure?), what's their personal ownership in the situation (is it required to work all hours or are you allowing it?), and what would a good work/life balance look like (what would an ideal stress-free day look like?). Getting employees to actually process through and verbalize these answers gets the thoughts out of their head to put forward movement into action.

Coaching motivates employees to stay accountable to the goals they set for themselves.

Coaching empowers individuals by encouraging them to take personal responsibility for the things they want to see happen. No more waiting for someone to hand them a promotion or their supervisor to all of a sudden read their minds. Coaching improves individual performance because the employee is more driven, motivated, and ready to take action. They begin utilizing their strengths and internal resources, feeling more confident in their life and career.

Can coaching help reduce employee turnover and burnout in your organization? Of course it can! Schedule a discovery call today to discuss how to bring a coaching program to your employee engagement and development.