How coaching and mentoring can strengthen your workforce

Businesses have experienced significant change in recent years. Visit your local supermarkets, shops or restaurants, and you'll see how much the business landscape continues to evolve.

The dilemma for many organisations is twofold. Companies need to continue growing while trained and qualified staff are often in short supply. Some people have moved into different sectors, leaving skills gaps in the workforce. As a result, many organisations are experiencing recruitment and staff retention challenges.

New employees are often recruited but not always given the tools, skills and confidence that help them develop and carry out their role successfully.

Fewer experienced staff are available across many sectors. As a result, organisations can find themselves with reduced capacity and capability. New employees may lack confidence and, if they aren't fully supported in their role, they may decide to leave before reaching their full potential.

Coaching and mentoring can capture the skills of the most experienced employees by sharing their knowledge and experience with a wider group within the company.

A company can achieve additional benefits by developing staff internally. Cost efficiency is one benefit, reducing the need for expensive external training. The company is also creating a system that helps retain the knowledge and experience of its most experienced employees.

10 ways of maximising your company's existing skills and experience

1. Appoint 'Skills Champions' across the business – people who can be trained to deliver on-the-job experiential training. These are people selected because they have the experience, skills and knowledge the company values.
2. In each department, appoint a Skills Champion who can lead the way in developing less experienced staff.
3. Consider multi-skilling job roles across functional areas to provide cover during periods of leave. Creating a multi-skilled workforce has many benefits.
4. Create a comprehensive computer-based training (CBT) induction programme for all new employees. This should include generic company information, policies and procedures, alongside department-specific, on-the-job skills training.
5. Develop clear career pathways that support promotion opportunities, appraisals and staff development.
6. Introduce annual staff development awards to recognise people who maximise their skills and knowledge and share them with others.
7. Ensure each job description and employment contract includes expectations around staff development and sharing skills.
8. Train staff in the basic principles of coaching and mentoring, supported where appropriate by an experienced business coach or supervisor.
9. Create a learning environment by encouraging a 'no blame' culture and asking, "What can we learn from this experience?"
10. Create cross-company think tanks that bring people together to address challenges, improve productivity and share ideas.
    By giving employees a voice to share and develop their skills, organisations build confidence and create stronger working relationships.

Giving workplace champions coaching skills enhances workplace conversations and creates a learning environment. All these aspects of development can contribute to a workforce plan and a multi-skilled workforce, ensuring that the experience of long-serving staff is retained within the company.

Coaching and mentoring can positively influence people, leading to greater job satisfaction. These benefits are often felt by customers and suppliers too. The value of building confidence and strong relationships, both internally and externally, should never be underestimated. Ultimately, this can strengthen a company's reputation and long-term stability.

By making it a long-term aim to develop a multi-skilled workforce, giving people the training and encouragement to become confident and competent in their roles, organisations can strengthen both their workforce and their competitive edge.

In a nutshell, capitalise on the skills, experience and knowledge you already have within your organisation by creating a coaching and mentoring culture.