An Employee View on Why Managers Need a Coach & What Managers Can Do About It

Whenever I’m out networking I notoriously have one or two people who hear that we specialize in coaching mid- and senior level managers and they immediately say, “Boy does my boss need you!” In my first few years of coaching I laughed it off. Doesn’t everyone feel like their manager could use some coaching? After multiple years of receiving the same comment I thought, why not find out why they think their boss needs a coach. So I’ve been collecting data points on why employees feel their managers need to work with a coach.

Below are the top responses to the question, “Why do you feel your boss should work with a coach?” For each response there are a couple of coaching tips to help managers who may want to work on these areas of development.

Response: My manager is a micro-manager.
I cannot do anything without running it past him. It’s as if he did not think I knew how to do my job. Sometimes I feel like he is watching over my shoulder as I work. Every little detail has to be done exactly as he would do it if he were doing the work himself. The funny thing is, there are more efficient ways of doing the job, but he does not want to hear about it.
Coaching Tip: Do you have tendency to micro-manage projects or particular tasks? Perhaps it is something you did particularly well when you were in the position and you know it inside and out. Micro-managing is a powerful demotivator. Consider whether or not something absolutely has to do completely in a particular way. Is it the procedure that is most important or the end result? If the end result is what counts, practice letting go of the details and focusing on receiving the expected end result. Provide the employee latitude to get to the end result in a way that works for them. If the process is as important as the end result then ensure the employee is trained well in the process and then let them go do it. Check in irregularly to build trust that the process is being done correctly. Once that trust is built the check-ins can happen less frequently. This not only builds trust it is much more motivating. In both cases you give yourself the gift of time that you once spent overseeing all of the details.

"Few things help an individual more than to place responsibility upon him, and to let him know that you trust him." - Booker T. Washington

Response: She does not know how to communicate what she wants.
We’re given one set of directions and a week later it is like she completely forgot that she talked to us the week prior. She sends us in a totally different direction without even acknowledging that it is a shift in direction from the prior week. It is so frustrating.
Coaching Tip: Do you ever feel like you’re going crazy when you are given a directive and a few days later the client changes their mind and suddenly the whole strategy has to change? It’s is not so different than this complaint except that, as a manager, you have the whole picture. You are in the know on what is going on and why. When changing directions on your team, practice stating very clearly why the direction is changing. Knowledge is power. Employees will be more understanding and more empathetic if they are shown the bigger picture.

"The problem with communication ... is the illusion that it has been accomplished." - George Bernard Shaw

Response: I never know if I’m approaching Dr. Jekyll or Mr. Hyde.
My manager’s mood is never consistent. It switches on a dime and if he’s angry or aggravated about something, look out! On the other hand, catch him on a good day and you’ll get all of your vacation approved and then some!
Coaching Tip: Mood swings from angry and mad to happy-go-lucky are bound to happen. The workplace has its issues. People can get frustrated at circumstances, decisions, or even at other people. It takes a great deal of self-development and a high level of emotional intelligence to not allow surrounding issues to affect your attitude or your mood. Practice techniques that help you temper your outward emotions. When you are angry about something, find a way to release the frustration before taking it out on an innocent by standing employee. Some people like to take a short break and go for a walk. Others write down all of the words that come to mind about how they are feeling and then they tear it up the paper to release it all. Figure out what makes you feel better when you get upset. How about the flip side? Are you ever in an overly good mood? Do you hear the whisper as you walk by, “what’s up with him?” or “Better talk to him today. He’s in a good mood!” Being in a good mood is fun to share. It can even be contagious. Pay close attention to whether you are more lenient or generous when you are in a good spirits. If so, make an extra effort to maintain your management style while allowing yourself to remain happy.

"Flying off the handle sometimes causes hammers and humans to lose their heads, as well as their effectiveness." - William Arthur Ward

Response: Bad news is the only news.
I don’t mind constructive feedback, but it gets tiring to only receive negative feedback. Not once has she complimented my work. I did a great job on a project last year. Other managers praised my effort. The only feedback I received from her was on the areas that could be improved for next time. If she keeps it up there won’t be a next time. I’m tired of never hearing a good word. Make a point on a regular basis to offer appreciation and compliment work well done. When constructive feedback is balanced with positive feedback or appreciation it is more likely to be taken seriously and used effectively. When no appreciative feedback is provided the employee will begin to devalue the feedback provided and potentially even question their worth. It is much easier to work when you know what you do is valued.
Coaching Tip: Do you ever assume that your employee knows they are doing well? Have you ever thought that it is more important to give the constructive feedback? That’s what makes them better and helps them develop. There is some merit to all of this. Employees probably do know when they’ve done a great job. That does not lessen the incredible affect acknowledgement can have on a person.

"Appreciation can make a day, even change a life. Your willingness to put it into words is all that is necessary." - Margaret Cousins

"The deepest craving of human nature is the need to be appreciated." - William James

Have you ever worked with a manager “who could use some coaching?” Perhaps you work with one now. Give her our card. Make an introduction. Let him know we want to talk with him. We always provide a complimentary consultation to determine if our services are the right fit for the need.

Written by Jennifer Mounce, President, Coach Effect. Coach Effect is a coaching, consulting and development firm focused on engaging employees through leadership and organizational effectiveness. For more information, please contact us.