Workplace Coaching: The Impact on Individual and Organizational Outcomes

Despite the prevalence of coaching in workforce development and the extant theory underpinning the effective execution of workplace coaching, the evaluation of the impact of workplace coaching on purported business outcomes is lacking. We draw from two prevailing theories guiding the coaching landscape: Self-Determination Theory (SDT) and Intentional Change Theory (ICT) to examine the impact of workplace coaching on individual (employee engagement) and organizational outcomes (performance, turnover, and promotion rates). We investigated the impact of workplace coaching participation over time among 823 coaching participants, as well as in comparison to a matched comparison sample composed of 824 employees in a large healthcare organization. Results suggest participation in coaching positively impacts employee retention and promotion rates. Workplace coaching was also significantly linked to employee engagement. Findings further suggest employee engagement partially mediates the relationship between workplace coaching participation and employee turnover. An agenda for future research and implications for practice are discussed.