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For any organisation in today’s world, job satisfaction and employee engagement are important factors to attract and retain competent people besides having a positive impact on employee productivity and motivation. Besides, employers who fail to ensure this face the risk of losing their highly talented employees to competition.

On the other hand, the organisation which undertakes efforts on a consistent basis to maximise the potential, creative abilities and talent of its employees, is able to create a competitive advantage for itself by the resulting workforce consisting of happy, satisfied and motivated people. Such employers are able to survive the ever changing and challenging global business environment.

Corporate coaching has emerged as an effective tool in improving job satisfaction levels at the workplace as reflected by the 2001 Manchester study where 61% of respondents reported higher job satisfaction after undergoing coaching for a period of just 6 months to 1 year. In the same study, the participants considered having achieved 73% of the goals very effectively. Effective goal achievement instills a feeling of accomplishment in people and they develop more confidence in their abilities which boosts their motivation levels.

How does one measure an organisation’s value? Quantitatively, this value is measured in terms of the revenue and profits generated while qualitatively, it is reflected in the quality of its products, services and overall customer experience the organisation provides. In order to increase the value of a firm, one needs to bring significant improvement in one or more of the above mentioned areas.

Corporate coaching makes an impact not only on the profitability of the firm but also on the critical qualitative factors. It enhances the quality and value of the most important asset of an organisation which is its employees thereby, increasing the overall organisational value. A motivated and empowered workforce contributes to the organisational performance and strength.

To make an impact on the profitability, coaching targets the productivity of employees and cost reduction through effective employee retention. A 2001 study by Manchester supported this fact with 22% of participants reporting an improvement in bottom line profitability and 14% in top line revenue, other areas of improvement being productivity (53%), cost reduction (23%) and reduced turnover (12%).

In the same study, the impact on qualitative factors like customer service (39%), quality (48%) and organisational strength (48%) were also highlighted. Other intangible impact areas included relationships with direct reports, peers, clients and stakeholders, reduced conflicts (52%), improved teamwork (67%) and high job satisfaction (61%).