Yes, your employer can certainly engage a career coach for you. Many organisations offer career coaching during reorganisations, job changes or development processes. This is often done to support employees during changes and increase their sustainable employability. The coaching is then organised and funded by the employer as part of the human resources policy.
What is career coaching and when does an employer request it?
Career coaching is professional coaching in which employees gain insight into their talents, ambitions and career opportunities. Employers use this during reorganisations, job changes, team changes or when employees get stuck in their development. The aim is to make employees aware of their qualities and help them make well-considered choices for their future.
Organisations choose career coaching in different situations. In reorganisations, it helps employees redefine their positions and explore new opportunities. When functions change due to technological developments, coaching supports the development of new competences. Coaching is also used when there are opportunities for advancement or when employees indicate they are stuck in their roles.
The benefits for employers are considerable. It increases employee engagement and motivation, reduces turnover and contributes to a flexible organisation. For employees, it provides clarity about their strengths and future opportunities, resulting in increased job satisfaction and self-confidence.
How does the process of career counselling through your employer work?
The process usually starts with an intake where your current situation, wishes and goals are discussed. Together with you, the coach sets concrete goals and chooses appropriate methodologies. The process often consists of several conversations over several months, using various tools and exercises to gain insight.
During the process, we use evidence-based methods, such as talent scans and personality tests. These tools help identify your natural talents and behavioural preferences. Your employer is kept informed of your progress, but the content of the conversations remains confidential between you and the coach.
The process concludes with a concrete action plan. This contains steps you can take to achieve your goals, both within and outside your current organisation. Your employer will receive general feedback on the outcomes so that any development needs can be addressed.
What are the benefits of career coaching offered by your employer?
The main benefits are cost savings, customisation and professional guidance without any investment of your own. You get access to experienced coaches and proven methodologies that might otherwise fall outside your budget. Moreover, it shows your employer that you are invested in your development, which strengthens the working relationship.
The customisation aspect is crucial for successful coaching. Every employee has unique talents, ambitions and challenges. Through personal coaching, you gain insight into your own qualities and learn to use them optimally. This contributes to your sustainable employability and job satisfaction.
In addition, coaching through your employer often offers better networking opportunities. You can come into contact with other departments or functions within the organisation. The coach usually knows the organisational culture and can therefore give relevant advice that suits your working environment.
When can you ask your employer for career guidance yourself?
You can proactively ask for coaching when you notice that you get stuck in your development, are unclear about your career path or when your organisation changes. Also, if you feel you are not functioning optimally or if you are looking for new challenges, this is a good time to start the conversation.
Start the conversation with your supervisor by clearly describing your situation. Explain what you are up against and how coaching could help. Emphasise that you are motivated to grow and contribute to the organisation. Show that you take responsibility for your own development.
Use concrete arguments about the value of coaching. Talk about how it can contribute to your effectiveness, motivation and future contribution to the team. Refer to the potential benefits for the organisation, such as talent retention, increased productivity and flexibility in the face of change. In this way, you make it clear that coaching is an investment that is valuable for both parties.