Home > Ideas > Is there a Coach in the house?

Is there a Coach in the house?

Is there some way we can retain talent for longer periods? Doesn’t the constant loss of trained hands and the unending search for new resources have a major impact on bottom lines?

My dad’s generation worked with one company all their life – in my generation we stuck onto an employer for 5 to 10 years at least. But towards the later years I too (like my peers) was inclined to make changes faster. The present generation believes that working  more than 3 years for one employer means stagnation.

Is it a malaise or is it just that the world operates differently today? In the past, I guess it was a hangover from feudalistic times or simply the lack of options and avenues for self – expression; but today the market is replete with opportunities and aspirations have grown too. Shouldn’t there be urgency within organisations to retain the valuable human capital/talent (terms that CEOs and HR Functionaries love to use)? Won’t employees stay much longer if they consider it worthwhile?

We keep hearing about a Gallup research finding that “people leave managers, not companies”. How can managers buck this trend?

While there are many answers to this one I believe there is a big case in favour of positive managerial action to help retain talent – along with proper career planning, rewards and recognition all  team–leaders should have Coaching as an essential component of their toolkit.

Although this is being stated without proof I can say with a high degree of confidence that people look up to and remember the managers who contribute to their growth and development. If managers work in the best interest of their team rather than seeing them as instruments for achieving his targets there would be marked difference in performance and team dynamics.

Sales coaching would not change things overnight, but change things positively it most certainly will. Give it time and work rigorously on a planned agenda. It is also important to know where the coaching effort has to invested – on which individual and on what activities?

Before setting about doing the above he needs to undergo training to develop the necessary skills. You can easily fool yourself by renaming the usual review sessions as Coaching, but it would have served no purpose. All managers would do well to have a proper Coaching plan in place after getting themselves suitably equipped.

Remember, the bottom-line in Sales Coaching is employee development – which leads to improved performance and retention.

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  1. January 20, 2012 at 3:33 pm

    You are correct Jayadev, ever since I came to US, I haven’t stayed with an employer for more than 4 years. To me with another 4 year stint under my belt, my marketability increases and it always worked. Only at my current job where I’ve stayed for more years and the only reason was that they tripled my salary. What I’m trying to say is that job satisfaction and security is a must but at the end of the day realizing the fact that you are ready for the next job interview creates a lot of confidence within you.

    • JayadevM
      January 21, 2012 at 1:21 pm

      Paul, I am glad you are finding happiness in your present job.

      You rightly pointed out that the Motivators can vary from one indiviual to the next – for one it could be the money, for another a promotion would do the trick and for a thrd person it could be change in job content.

      But for all of them the eperience can be enhanced if they find a good manager to work under. Even if your salary is good you might start looking for another assignment if your equation with the manager is not good. What are your thoughts on this?

      And Good Managers usually invest time in the development of the people working with them.

  2. vijay Gargipati
    January 20, 2012 at 3:57 pm

    You have made a very valid point, though you may not find many organizations who would go for it with full commitment !!! I believe Coaching is effective and it is measurable, as the difference in the performance of the coachee is visible to everyone.

    Most organizations these days talk a lot about training, but in reality, there hardly is any training for a newcomer. I still remember, my first job was with MRF Tyres and i still believe that their training was the best/effective i have ever attended. It was so well organized that as a trainee, i knew what i am supposed to do for 7 weeks (duration of the training), who is my trainer, what are the outcomes expected, and how is it to be captured. On day one most of us felt that remembering some 50-60 tyre sizes and 170-180 different designs would take us more than a year, but by the end of the training, most of us could recognize the different brands while walking on a street !!!!

    The point i wish to make here is that, today most training programs are done simply because the organization needs to show that they are doing it, but the objective is not for ensuring increased productivity.

    In fact, i have heard a HR Head ( a very senior person with loads of experience from some of the topmost companies) in one of my previous organizations ( one of India’s top telecom operators) say that attrition is good for the bottom line of the organization as they do not need to pay higher salaries i.e., if a old guy leaves, the new person coming in can be hired for a lesser cost, the cycle continues.

    Unfortunately most organizations want instantaneous results, and the impact of coaching in terms of numbers/revenue takes time to measure, and most Sales Managers find that in the time taken for Coaching, they can actually get the work done by themselves, and since his/her boss is worried of today, the Sales Manager also forgets about the future and is more worried about today.

    The need is for sustained coaching for junior/middle,senior Managers, maybe even few CEO’s !!!!!

    • JayadevM
      January 21, 2012 at 1:25 pm

      Dear Vijay, thank you for visiting my blog regularly.

      Your Comment is detailed and has so many useful pointers.

      Yes, top management and managers often forget these things in the rush of activities and policies can often become short-sighted.

      Employee development is a long term activity and there is need for round-the-year focus on it.

      Please continue sharing your valuable insights.

  3. January 20, 2012 at 7:52 pm

    I’ve read this

    • JayadevM
      January 21, 2012 at 1:15 pm

      Thank you, Sajan!

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