EFFECT OF COACHING ON EMPLOYEE PERFORMANCE IN EDUCATIONAL SECTORS

Abstract

This study sought to look into the relationship existing between coaching and employee performance among employees of educational sectors of Nepal. This study sought to understand specifically how coaching builds staff performance, and what areas need to be looked at so as to address any concerns the coaches may have on the process. The study was guided by the following objectives; To establish the effect of frequent feedback provision on employee performance in educational sectors. To evaluate the effect of a structured coaching plan on employee performance in educational sectors. To determine the effect of the coaching environment on employee performance in educational sectors. To analyse the effect on coaching on employee performance in educational sectors.

The study employed a descriptive survey design, systematic random sampling was used to obtain a sample of 209 respondents. To select informative and useful information for the study among the employees, purposive sampling was used. Questionnaires were the main data collection instruments used. The completed questionnaires were then edited to ensure is consistency and completeness. The quantitative data that was already collected was analyzed using descriptive statistics by the help of SPSS (Version 25). The analyzed data was then presented in form of frequencies, percentages, means and standard deviation. Tables were used to display the information. Multiple regression analysis and correlation analysis were further employed in the study.

The study established that frequent provision of feedback influenced employee performance at the educational sectors to a greater extent. The study further established that to a greater extent, coaching environment influenced employee performance. The study findings revealed that frequent provision of feedback and coaching environment were all significant factors and positively influenced employee’s performance of educational sectors. This study concludes that a coaching environment enhances morale, motivates and helps in improving productivity.

The study therefore concluded that without an effective feedback provision network and conducive coaching environment organizations won’t achieve their coaching program goals as expected. When coaching is used in an organization, it is important for the participants to learn that feedback is a powerful tool that can be used to increase customer satisfaction, cultivate high trust working relationships, improve employee performance and to cultivate both personal and professional relationships.

This study therefore recommended that the organization management should ensure that a well-planned and strategic coaching program is in place and the coaching is done and implemented effectively. The management should also ensure that coaching program is exposed to all employees. A feedback mechanism should be established at the start of any mentoring or coaching program. The purpose of the coaching session should be well explained to the employee by the coach so that the employee has realistic expectations.