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Measuring Coaching Success in 5 Easy Steps

January 9, 2014 Posted by : Tim Hagen
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The toughest thing training has gone through is measurement and the thing always holding back training from ultimate success is the engagement of management. Coaching is that missing piece but of course people want to measure it but a lack of results too early may prompt people to stop coaching. coaching is about creating management team,s that are engaged and helping drive performance that results in higher performing employees. Here are the five suggestions:


1. Track employee turnover

2. Track levels of employee to management engagement with quarterly surveys

3. Interview employees and track their perceptions, number of scheduled coaching sessions, their ratings of engagement.

4. Measure skill levels by both employee and management ratings. This can serve a s a benchmark as most managers will rate their employees lower than the employee will rate them self; therefore, they have just created a stake in the ground to coach their employees.

5. Last, as corny as this sounds measure the happiness of employees being coached as well as the managers doing the coaching. Ask questions around trust, better understanding of employee needs, relationship between management & employee, etc.


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About Author

Tim Hagen
Tim Hagen

Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. Tim is often a keynote speaker at companies teaching the value of coaching and conversations in the workplace. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges specific to workplace performance. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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