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UK – Is your manager coaching your career?

19 June 2012

Managers are busy people and need to keep their teams motivated, but more often than not they fail to provide appropriate career coaching to their staff, which could have a negative effect on their businesses, new research by recruitment firm Robert Half shows.

The survey found that, among 500 office workers in the UK, almost three-quarters (73%) confirmed that career coaching helps to improve their job performance. But less than half (47%) actually felt their manager is an effective career coach.

This comes despite the fact that over half (53%) of respondents said career coaching helps to keep them motivated at work (53%) and significantly  increase job satisfaction (86%).

But there is a clear gap between supply and demand. Nearly four in 10 (37%) employees said they never get career coaching from their boss, while 18% only receive this once a year.

“The importance of having a career coach is not only to keep employees motivated but also to improve productivity, allowing organisations to pursue growth strategies, drive revenue generation and compete on an increasingly global stage,” said Phil Sheridan, Managing Director at Robert Half UK.

“As departments continue to be tasked to do more with less, companies embracing and cultivating effective leaders will not only get the most from their existing teams, but will earn the reputation as a great place to work, helping their attraction and retention strategies.”

Even Olympic Gold Medallist Sally Gunnell agrees. She said that her coach played a “pivotal” role in developing her career and believes that the same applies to workplace managers who “can have the same impact on their teams – providing the guidance and nurturing required to help employees aspire to greatness throughout their careers.”

The staffing firm said that there are four types of career coaches: the definitive coach who is a “natural leader”; the collaborative coach who is a dedicated team player; the persuader coach who belongs to the species of “ideas people”; and finally the diagnostic coach who carefully organises and plans ahead. 

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