Why Coaching Managers Matters More Than Ever in a Post-COVID Workplace
The ongoing impact of COVID-19 has reshaped the way organizations operate—and that includes how managers lead. According to HR Dive’s article on coaching accountability, organizations must take a more intentional approach to developing effective people leaders. Whether the issue is a lack of coaching skills or the complete absence of a coaching culture, the result is the same: missed opportunities to improve employee performance and organizational health.
Coaching is no longer a “nice-to-have”—it’s essential. In a remote-first or hybrid work environment, where face-to-face interactions are limited, coaching becomes a key driver of communication, trust, and productivity. Yet many companies struggle to provide their managers with the tools and expectations necessary to make this shift. They default to performance management rather than performance development.
One of the simplest—and most effective—starting points is to set the expectation that managers give and receive feedback daily. This doesn’t mean adding more meetings. Instead, it’s about embedding coaching moments into everyday interactions. When employees know that feedback is timely and part of the culture, they are more likely to stay engaged, learn continuously, and drive results.
Still, feedback alone isn’t enough. Managers must learn how to link their coaching conversations to day-to-day business goals. For instance, rather than saying “great job on that presentation,” an effective coach might add, “Your data storytelling really connected with the client’s concerns, and that likely influenced their positive response.” This level of specificity helps employees grow and see the bigger picture.
What MorganHR Brings to the Table
At MorganHR, we partner with organizations to transform coaching from a vague aspiration into a measurable business strategy. As both strategists and coaches, we help HR and business leaders embed coaching into performance systems, equip managers with relevant tools, and build the kind of trust that empowers teams—even remotely.
Our approach has been especially effective throughout the COVID-19 transition. With distributed teams becoming the norm, companies need scalable, structured ways to maintain alignment. We focus on clear communication, real-time feedback, and practical coaching methods that align with job responsibilities. When coaching connects directly to performance goals, retention and engagement follow.
MorganHR’s team is ready to help clients design coaching strategies that don’t just “sound good,” but actually stick. From virtual workshops to custom toolkits, we build programs that address current challenges while preparing teams for long-term success.
If you’re unsure where to begin, ask yourself: Do our managers know what good coaching looks like? Do they have time and support to do it well? If not, it’s time to treat coaching as a business imperative—not an afterthought.