HR managers are often trapped in a situation where they have to ask questions of varying complexities: Should we ask the employee to go? Can we gain any benefits out of this resource in the future? Is it best to wait for another month?
Most professionals will look at the rulebook, follow compliance, consider policies, and take relevant steps. Whenever these questions arise, they refer appropriate policy and compliance structure to communicate the same.
However, is this the right approach towards everything?
Most certainly not.
If we consider what executive coaches will do instead, then they will foster growth and development. Rather than asking why and following the rulebook, they will seek commitment in those they coach.
Let’s understand the concept clearly.
What Is Executive Coaching?
Executive coaching is a one-on-one development method, in which employees are coached to make their own empowering decisions. It sparks motivation in people and nourishes their leadership qualities. It is focused on organization-wide development along with the personal performance of the person being coached.
How It Can Help?
Executive coaching will not provide answers to the above questions. But, it will promote the understanding in the person to take his or her own decisions in the favor of their development as well as organization’s development.
Let’s consider an example:
You have an employee A, who is 52-year old. His performance has been declining over the years and interventions for performance improvement have failed almost every time. The CEO is due to make some cuts and it is believed that the employee turnover has increased because of disliking towards employee A.
What would you do as an HR manager?
Most will give up and fire the employee right away. But, what would an executive coach, who is also an HR manager do?
Instead of following the compliance guidelines straightway and letting the employee go, an executive coach will review the checklist.
- Is it fair and meaningful to terminate the employee?
- Is it fair in accordance to company values and procedures?
- Will it be consistent to let the employee leave?
- What are the additional factors involved?
Considering the same case above, it seems fair to terminate this employee due to constant lagging performance. The company is not attaining any benefit out of the partnership.
(An HR manager would probably consider only this checkpoint and stop.)
While it seems legit to fire the employee, the repercussions of the same will not be pretty. Owing to many positive performance reviews in the past along with the inconsistency in the performance cycle will pose a major milestone.
One way would be to terminate the services, but the employee can accuse you of age-bias. If this employee is a woman, the gender-bias will also seep in, which will reduce the company’s brand image.
Another way is to do nothing and let the employee work at his own pace. But, that would mean spending a lot of resources and money for nothing.
Perhaps, it is logical to have a solution that involves the employee leaving the organization or working efficiently without the HR taking major steps.
This would be to offer the employee improvement steps along with explaining how this would be hard and even impossible. And giving him an option to leave with an allowance. In most of the cases, the employee will leave without creating a mess. Even if they won’t, they will improve their performance.
Making Way for Humanity into HR Compliance
The impact of executive coaching is not only restricted to the employee being coached, but it also affects other employees. HR managers can develop a healthy relationship with other employees too as employees will come to you with issues and managers will openly discuss performance. You can catch performance lags early and take the necessary steps to enhance the overall productivity of your organization. Hence, drop compliance rulebooks and consider executive coaching instead.