Task time/product development time/ production time
People-based indicators, like:
Staff absence/sick leave
Customer satisfaction or complaints
Employee attitudes/corporate climate
Retention and motivation levels
Retention and motivation levels Individual-level indicators, including:
360-degree feedback ratings
Manager or self-assessment
The achievement of coaching objectives
Step 2: Outline the evaluation methods
Once you have a list of the indicators you’d like to measure, tie-down what kinds of methods you’ll use to measure them. This will depend on the resources available.
Alison Carter from the Institute for Employment Studies has some great advice: If you want to measure behavioural change, try using face-to-face interviews or telephone interviews and impact questionnaires.
Make sure to get the perspective of your client and others.
And when looking at business results, which can be measured simply by looking at the figures (but gets a little more complicated when you try to calculate ROI), remember to take baseline figures before you start your coaching programme.
Carter also recommends attitude surveys as a simple and non-resource-intensive method of gathering people’s reactions to coaching. They’re particularly useful when implementing coaching as a style of management, she says.
And the NHS in Wales used a variety of evaluation methods for their coaching programme a few years ago, including questionnaires, collecting data on the perceptions of the coaches involved, and asking coach/coachee pairs to write “learning vignettes” about what they were working on, and how successful the coaching relationship had proved to be.
Step 3: Measure the impact of the organisation's coaching strategy
Once you’ve chosen the most convenient and effective methods to evaluate your coaching strategy at your workplace, all you have to do is start collecting data!
However, it can be helpful to talk about how you’ll be evaluating your coaching programme with everyone involved beforehand, to ensure compliance with data collection, as well as draw everyone’s attention to the results the organization is hoping to achieve during the coaching programme.
Step 4: Report on coaching activity and outcomes
When you do get those positive results from coaching, be sure to report them! And, of course, enjoy them.
That’s all for this series. I hope you it’s been useful to you.