While it is a good idea for coaches to periodically discuss how well the process may be working for those that they are coaching, it is also a good idea for HR/Learning and Development to get feedback on the coaching program on an annual basis. Occasional informal feedback from the person being coached to the coach directly may help the coach improve the person’s coaching experience and outcomes reached. A formal annual survey helps the department responsible for managing and monitoring the coaching program to understand a few things:
- General questions that coaching participants may still have about the process or program objectives
- How to improve the training of coaches to improve developmental outcomes
- How well the relationships are working between coaches and those being coached. Perhaps an intervention may be needed in cases where a high level of dissatisfaction is recorded?
- Whether the coaching process is working well in general – meetings are held on a regular basis and the right topics are being discussed.
The coaching effectiveness survey contains questions you may want to consider for your annual survey and it also contains some suggested wording in an email to those who are being coached to introduce the survey and its purposes.
Gather the survey feedback and analyze it for overall coaching program effectiveness, but also look at individual responses to see if anyone is having a particularly negative view about his or her coach or the coaching process. When you take action on individual responses pay close attention to the confidentiality statement you put in the email that went with the survey. Do not reveal someone’s input to his or her coach unless it was expressly established that the survey respondent consent to this course of action. Also use the information gathered from the survey to improve your orientation slides for the next coaching program and to improve future training you offer to coaches.