The 4 Best Ways for Measuring Coaching Success

While businesses believe coaching is one of the top-rated leadership skills, not enough of them are measuring their coaching success. As a result, many organizations do not even know whether their coaching investments are paying off.

Monitoring and measuring your coaching programs is critical to making smarter business decisions. Employees are the linchpin that holds organizational strategies together, so investing in the employee experience is critical to your team’s success.

What Does Measuring Coaching Success Mean?

Measuring coaching success means quantifying the value of your coaching so you can make smarter decisions and elevate the employee experience. Without coaching metrics, you may accidentally deter your employees from reaching their full potential.

Measuring coaching success involves two areas: objectives and monitoring. Both are critical in establishing the right foundation to measure your coaching process.

Coaching Objectives

What do you want to accomplish in your coaching sessions? What does coaching success look like for your team? Coaching objectives answer these questions.

Your coaching objectives encompass the goals you want to achieve from coaching your team members. Some common examples of coaching objectives are measurable improvements in the following areas:

  • Employee performance
  • Employee engagement
  • Employee-manager relationships
  • Team morale
  • Leadership skills

Monitoring in Coaching

Monitoring is the process of analyzing and collecting information throughout your coaching process and involves the following:

  • Acquiring data via documentation and feedback that illustrates employee performance.
  • Having clear expectations in coaching conversations to establish goals and milestones.
  • Assessing coaching milestones and goals frequently.

With the right objectives and analysis, you can set up the proper metrics to measure your coaching success.

What Are the Benefits of Measuring Coaching Success?

Coaching is a powerful communication tool for leaders, but the needs, responsibilities, and challenges differ across teams. There is no one-size-fits-all approach to coaching. Therefore, it’s essential to continuously refine your coaching strategies so you can create a plan that works for your specific team.

Successful coaching can result in many positive outcomes:

How Do You Measure Coaching Success?

There are four steps you can take to evaluate the success of your coaching conversations and reap the benefits of a robust coaching process. Each step focuses on specific metrics that can help you gauge whether your strategy is helping and where you can improve. Remember, as coaching goals differ across teams and organizations, we encourage you to customize these suggestions to better meet the needs of your business.

1.    Gather & Assess Employee Feedback

Gathering employee feedback can be a way to track and measure employee satisfaction. How satisfied are they with your approach to coaching them? In what ways has coaching enhanced their experience in the workplace?

You can gather employee feedback in the following ways:

  • Interviews: You can interview employees using a series of questions that tap into your team members’ perceptions of the coaching process. You may also use your employees’ responses to determine the following:
    • How engaged they feel in their roles as a result of the coaching process
    • How confident they feel in their skills as a result of your coaching sessions
    • How they respond to specific coaching behaviors (positive and negative)
  • Surveys: Surveys are a vehicle for changing behavior and can be conducted anonymously. The surveys should strive to help you assess where your coaching strategies have proven to be helpful and what needs to be refined to better meet the employees’ needs.

2.    Track Skills

Are the employee’s skills improved as a result of developmental coaching? Skills progression can serve as a good indicator to measure how successful your coaching has been.

One way to do this is through the help of a 360-degree assessment. A 360-degree assessment solicits feedback on an employee’s performance from several different sources (managers, peers, clients, etc.).

A 360-degree coaching assessment can help you see whether there has been any improvement in your employee’s performance and skillset because of your coaching. For example, has there been any change in an employee’s working relationships with peers and clients?

3.    Track Employee Turnover

Employee turnover may serve as a helpful indicator of the success of your coaching strategies.

For example, if rates of employee turnover have decreased, this may indicate that your coaching strategies are working. You may also want to take this opportunity to assess an employee’s level of job satisfaction.

If turnover rates are increasing, you may want to discuss coaching methods during employee exit interviews to gain insight into how things can be improved.

4.    Measure ROI

We can’t forget the tangible costs associated with coaching efforts. The three indicators we discussed above (feedback, skills, and employee turnover) can help you determine the return on your investment into the coaching program.

You may also want to consider the revenue generated or retained in the following areas:

  • Improvement in an employee’s performance and skills. How has this improvement contributed to sales revenue?
  • Employee retention. How has employee retention contributed to overall productivity and sales? Alternatively, how has turnover impacted productivity and sales?

As success metrics will vary from one business to the next, the only way to know if coaching delivers results is to clearly define what metrics to measure, how to measure them, and most importantly how to leverage the data. Using some of our suggestions above, you can gather valuable data to determine whether your coaching efforts are working.

Stay on Track with Your Coaching Strategy

For further guidance on initiating positive and measurable changes in team members, learn about CMOE’s Coaching workshops. Our programs are designed to help leaders and team members achieve their organization’s strategic goals by enhancing their ability to successfully coach and influence others.

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About the Author


CMOE’s Design Team is comprised of individuals with diverse and complementary strengths, talents, education, and experience who have come together to bring a unique service to CMOE’s clients. Our team has a rich depth of knowledge, holding advanced degrees in areas such as business management, psychology, communication, human resource management, organizational development, and sociology.