1. Presented by:
Tim Hagen, President of Sales Progress
(A Training Reinforcement Partner Co.)
Six Reasons Coaching Helps
Retain Top Talent

2. Why?
Top talent is the most marketable talent you have; therefore, when things get quiet
it becomes very loud in your employee's mind. When a competitor calls, they
become more open to changing jobs!
Why Again?
It’s been estimated via many studies that it costs anywhere from 15 % to 45 % just
to replace an employee!
Results:
Maintaining top talent saves money, helps
maintain client relationships, build future
leaders, etc.

3. Why … From Forbes Magazine
In a study of 1,200 top young managers published in the July-August
2012 Harvard BusinessReview, Monika Hamori and Burak Koyuncu identify a career-
development gap between the support top young managers expect to get from their
employers and the actual services they receive in the following areas: mentoring,
coaching, training, support from direct manager, support from the senior
management, working as part of global virtual team, and a job in a new function
product division, or market. On a scale of 1-5 (5 being the most important), for
instance, young managers assigned a value of 4 to mentoring and coaching, but they
valued the service they received from their employers slightly below 3. The
expectation gap was even greater in training, where the assigned value was
close to 4.5, while the actual value was slightly above 3. That could certainly
explain why these young managers were looking for jobs elsewhere. Seventy-five
percent sent out resumes or contracted recruiters to move to other companies;
and 95 percent engaged in networking activities, and eventually left their
companies 28 months after they were hired.

4. Reason #1: Creates a Culture of Engagement
“Successful companies cultivate and retain top talent by building loyalty
through engagement that connects employee’s work contributions to
concrete business outcomes.”
Scott Ahlstrand, Right Management
How?
Do not ignore your top talent. Schedule regular coaching sessions and continue to
provide feedback to them.
Results:
Maintaining the engagement with your top
performers will save money, reduce a
leader’s stress and build future leaders.

5. Reason #2: Builds a Trusting Relationship
Coaching builds a trusting relationship which in turn
builds a greater leadership brand and true
understanding of employees.
How?
Some suggestions to use to build trust when coaching:
1. Give feedback
2. Listen to employee’s ideas and implement when possible
3. Follow through on promises even if they seem small to you
4. Admit your own mistakes which makes you more approachable
5. Communicate your employee’s improvement to upper –level management
Results:
Trust is very important in a coaching relationship
because it lays the foundation for employee retention.

6. Reason #3: Inspire and Motivate
According to a study done by Teresa Amabile of Harvard
Business School, the #1 motivator of employees today is
NOT reward and recognition but making PROGRESS.
How?
Managers need to make the effort to acknowledge progress when an employee is
making necessary improvements in performance.
Results:
When employees feel a “sense of progress” they are more
satisfied thus more likely to stay with the company.

7. Reason #4: Fosters Employee Development
Top talent needs to be constantly challenged and
stimulated and looks forward to being trained in new
areas.
How?
Continue to train and develop your top performers by providing them with new
opportunities that will push them to excel, as well as gain new skills.
Results:
By keeping your top performers challenged, they will not
get bored and look elsewhere for new opportunities .

8. Reason #5: Helps Make Employees Feel
Valued
Top performers want to feel like they are an important
part of the company and that you value them and their
loyalty.
How?
Involve the employees in creating company goals and keeping them informed of
changes or expectations. Use them as “Junior Coaches” as this helps build future
leaders and a pseudo succession plan.
Results:
Employees that feel they are appreciated and valued for
their contributions to the company are the ones who go
the extra mile and continue to feel like they are an
important of the company.

9. Reason #6: Increases Morale &
Productivity
Organizations with high morale have a more engaged
staff, lower employee turnover and higher productivity.
How?
Managers need to consistently schedule coaching sessions with their top talent and
continue to provide positive feedback, have open communication and keep them
motivated.
Results:
When a company has good morale and a happy staff, it’s
easier to recruit and retain top performers.

10. Join Our Blog
http://www.salesprogress.com/coaching-leadership/
Join our radio show every Wednesday at
3:30 CDT and call in with your questions.
http://www.blogtalkradio.com/askthecoach2

11. Contact Us
For more information, please visit us at: www.salesprogress.com
About Tim Hagen
Tim Hagen founded Sales Progress, a Training Reinforcement Partner
Company, in 1997. Tim has authored the Sales Progress Coaching
Training System™. This system teaches sales and non- sales leaders
how to systematically coach their employees to dramatically higher
levels of performance!
Ask About Our “Sales Progress Coaching Training System”
“Where We Build Managers Into Powerful Sales Coaches”
Phone: 262-377-5655
Email: tim@salesprogress.com
Cell: 262-227-8563
Website: www.salesprogress.com
Blog: http://www.salesprogress.com/coaching-leadership/
LinkedIn: http://www.linkedin.com/in/timhagen
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