Business Coaching f
Business coaching has become an indispensable part of successful companies today. To better understand its impact, it’s useful to look at the approach of top athletes. It is immediately evident that top athletes surround themselves with the best equipment, the best coaches, and organize their preparation both physically and mentally as optimally as possible. All of this is aimed at improving performance: the difference between gold and silver.
The difference between gold and silver results in success, more exposure, and consequently, higher income (from sponsors, TV, and advertising). This approach works for top athletes. In other words, it’s an investment that pays for itself many times over. So, why wouldn’t business coaching also work for companies?
Most companies primarily focus on cutting costs and marketing, while attention to personnel is increasingly falling behind. However, it is precisely the personnel that keeps your company running. Business coaching can help unlock their full potential. The difference between a satisfied, relaxed employee and a dissatisfied, stressed one is like the difference between coffee from a vending machine and a barista-made coffee.
Here’s an overview of problems that ineffective companies often face:
- low job satisfaction [3], [4], [11], [14],
- high absenteeism [2], [15], [16],
- low productivity [6], [9], [10], [11], [14],
- psychological issues [4], [5], [8], [9], [16],
- too much stress [6], [13], [14],
- emotional instability among employees [8],
- inefficient management [2], [7], [12],
- an unhealthy work environment [1],
- an unhealthy corporate structure [2],
- high turnover rate [16].
The problems that ineffective companies often face is more detail:
Ineffective companies often face a range of challenges that can significantly impact their performance. Some of the common issues include:
1.Low Job Satisfaction
Low job satisfaction is a key indicator of workplace dissatisfaction. It can lead to disengagement, reduced commitment, and ultimately, lower employee retention [3], [4], [11], [14].
2.High Absenteeism
Companies with ineffective management or poor workplace culture often experience high absenteeism rates. Frequent absences can disrupt productivity, increase costs, and signal low morale among employees [2], [15], [16].
3.Low Productivity
When employees are disengaged or lack adequate resources, productivity tends to decline. Inefficiencies and a lack of motivation can reduce overall output, which negatively affects the company’s bottom line [6], [9], [10], [11], [14].
4.Psychological issues
A stressful work environment can lead to psychological issues such as anxiety, depression, or burnout. Companies with poor management of employee well-being may face increased mental health issues, which further impact performance and morale [4], [5], [8], [9], [16].
5.Excessive Stress
Too much stress is another significant problem for ineffective companies. Employees who face constant pressure without sufficient support or resources are more likely to experience burnout, reducing their overall efficiency and increasing turnover [6], [13], [14].
6. Emotional Instability Among Employees
Emotional instability can lead to conflicts, poor collaboration, and decreased productivity. Factors such as stress and lack of support contribute to this issue, which disrupts team dynamics and overall performance. Addressing emotional well-being through support programs and effective management is key to reducing instability [8].
7. Inefficient Management
Inefficient management results in poor decision-making, miscommunication, and a disengaged workforce. Managers who lack direction or fail to lead effectively can hinder company growth. Training, clear goals, and better communication are essential for improving management and team performance [2], [7], [12].
8. An Unhealthy Work Environment
An unhealthy work environment, including poor physical conditions and toxic dynamics, can lead to health problems, stress, and low morale. Addressing both physical safety and emotional well-being is crucial to fostering a supportive and productive workplace [1].
9. An Unhealthy Corporate Structure
A rigid or unclear corporate structure can slow down decision-making, create confusion, and hinder collaboration. Regular evaluations of the organizational structure are necessary to ensure agility, clarity, and efficiency in operations [2].
10. High Turnover Rate
High turnover often signals underlying issues like poor management or lack of growth opportunities. It increases recruitment costs and disrupts team cohesion. To reduce turnover, companies need to focus on employee retention through competitive compensation, career development, and a positive work environment [16].
What does business coaching focus on?
Business coaching at Barends Psychology Practice focuses on the aspects mentioned above within the company to ensure that employees, team leaders, and managers can perform at their highest potential. As a result, companies can ultimately achieve turnover increases ranging from two to tenfold.
With my academic background in psychology and treatment, extensive experience in running a successful company, and a history of helping various small and large entrepreneurs, start-ups, and companies grow, I am confident that my approach can also work for your company!
How?
During an extensive personality profile and evaluation session, we identify areas for improvement, as well as the root causes of persistent work-related problems and more.
A 3-way call with the supervisor and employee is used to evaluate communication styles and set goals and expectations.
A customized coaching plan (focused solely on business-related issues) will be discussed with the employee and shared with the employer. Weekly or biweekly sessions will be scheduled to work on the coaching plan, with regular evaluations of progress.
What do I need to do?
Business coaching at Barends Psychology Practice is easy to start:
- We schedule a Zoom call to discuss how my business coaching can meet your needs. We will determine what you’re looking for: Is it about improving the mental health of your personnel, or is it about managing your personnel.
- You can choose you introductory package*: one focused on managing personnel or one focused on the mental health of the team.
- After the introductory package, you can select from the regular coaching packages.
*Please note: Only one introductory package can be used per company or individual.
Rates
Each company can choose the introductory package that best suits their needs. For information about the rates of the introductory and regular packages click here.
Literature
[1] Voordt, T. V. D., & Jensen, P. A. (2023). The impact of healthy workplaces on employee satisfaction, productivity and costs. Journal of Corporate Real Estate, 25(1), 29-49.
[2] Elshout, R., Scherp, E., & van der Feltz-Cornelis, C. M. (2013). Understanding the link between leadership style, employee satisfaction, and absenteeism: a mixed methods design study in a mental health care institution. Neuropsychiatric Disease and Treatment, 823-837.
[3] Bulińska-Stangrecka, H., & Bagieńska, A. (2021). The role of employee relations in shaping job satisfaction as an element promoting positive mental health at work in the era of COVID-19. International journal of environmental research and public health, 18(4), 1903.
[4] Cao, X., Zhang, H., Li, P., & Huang, X. (2022). The influence of mental health on job satisfaction: mediating effect of psychological capital and social capital. Frontiers in Public Health, 10, 797274.
[5] Kitagawa, R., Kuroda, S., Okudaira, H., & Owan, H. (2021). Working from home: Its effects on productivity and mental health. Covid Economics, 74(30), 142-171.
[6] Priya, J., Machani, P., Agyei, I. T., Suryanarayana, N. V. S., Thandayuthapani, S., & Lourens, M. (2023). Effects of performance and target pressure on the psychological well-being of corporate employees. Journal for ReAttach Therapy and Developmental Diversities, 6(8s), 218-227.
[7] Gosnell, G. K., List, J. A., & Metcalfe, R. D. (2020). The impact of management practices on employee productivity: A field experiment with airline captains. Journal of Political Economy, 128(4), 1195-1233.
[8] Kundi, Y. M., Sardar, S., & Badar, K. (2022). Linking performance pressure to employee work engagement: the moderating role of emotional stability. Personnel Review, 51(3), 841-860.
[9] de Oliveira, C., Saka, M., Bone, L. et al. The Role of Mental Health on Workplace Productivity: A Critical Review of the Literature. Appl Health Econ Health Policy 21, 167–193 (2023). https://doi.org/10.1007/s40258-022-00761-w
[10] Priyadarshini, C., Dubey, R. K., Kumar, Y. L. N., & Jha, R. R. (2020). Impact of a social media addiction on employees’ wellbeing and work productivity. The Qualitative Report, 25(1), 181-196.
[11] Uka, A., & Prendi, A. (2021). Motivation as an indicator of performance and productivity from the perspective of employees. Management & Marketing, 16(3), 268-285.
[12] Setiawan, R., Cavaliere, L. P. L., Navarro, E. R., Wisetsri, W., Jirayus, P., Chauhan, S., … & Rajan, R. (2021). The impact of leadership styles on employees productivity in organizations: A comparative study among leadership styles. Productivity Management, 26(1), 382-404.
[13] Isham, A., Mair, S., & Jackson, T. (2020). Wellbeing and productivity: a review of the literature.
[14] Yang, S. Y., Chen, S. C., Lee, L., & Liu, Y. S. (2021). Employee stress, job satisfaction, and job performance: a comparison between high-technology and traditional industry in Taiwan. The Journal of Asian Finance, Economics and Business, 8(3), 605-618.
[15] Kocakulah, M. C., Kelley, A. G., Mitchell, K. M., & Ruggieri, M. P. (2016). Absenteeism problems and costs: causes, effects and cures. The International Business & Economics Research Journal (Online), 15(3), 89.
[16] Goetzel, R. Z., Ozminkowski, R. J., Sederer, L. I., & Mark, T. L. (2002). The business case for quality mental health services: why employers should care about the mental health and well-being of their employees. Journal of occupational and environmental medicine, 44(4), 320-330.