Build a Career Coaching Program in 4 Easy Steps (and Boost Retention)

By Kathryn Hines and Keri Stone  

Coaching is becoming an important topic in many industries today. Mentorship is also changing and growing beyond its traditional role. It can include areas like health, financial wellness, and even relationship coaching. Lifelong learning, mental health, and setting goals help people succeed in life. According to the 2022 Job Seeker Nation Report, only 14% of organizations offer career coaching. And just three out of ten employees say someone at work supports their growth. Adding career coaching can make a company’s Total Rewards package more attractive. It can also strengthen recruiting and help employees develop their skills.  

Career coaching helps employees set goals and reach them. It guides people through job changes and teaches useful skills. Unlike standard training, coaching is personalized. It focuses on what each person needs. This support can make employees happier at work. It can also boost performance and help teams work better together.  

The benefits of career coaching for the organization are exponential. It creates stronger employee retention. It reduces turnover. Plus, it's an opportunity to strategically build employee skillsets in preparation for the future. Below are four key components that contribute to a successful career coaching program:  

1. Program Design  

There are several options for designing a career coaching program for your organization. You can outsource, as there are many external providers available, or you can create and train internal personnel to serve as coaches. The key factors are consistency, credibility, and the ability to track outcomes and measure success. Programs require not only a financial investment but also alignment with the organization’s goals and growth strategy. A well-designed program should reflect the company’s culture, structure, and future needs.  

2. The Coach  

One of the most critical elements of a successful career coaching program is the coach themselves. So, what makes a great coach? Effective coaches are skilled in active listening. They ask powerful questions, set achievable goals, and help others visualize their career path. Coaches with proven success within the organization and a strong internal reputation can inspire greater trust and connection. This trust is vital to building lasting relationships and fostering deeper engagement from employees.  

3. Identify Coaching Opportunities  

A good coaching program should find employees who will benefit most from extra support. Coaching isn’t just for senior leaders. It can help new managers, rising talent, and even entry-level staff who show promise. HR teams can use data, manager input, and employee feedback to see where coaching will make the biggest difference.  

4. Measuring Success  

To ensure the program is delivering results, it’s important to track key metrics. These can include the following:  

• Employee Retention Rates

• Internal Mobility

• Promotion Rates

• Goal Attainment 

• Engagement Survey Scores

Collecting qualitative feedback from both coaches and participants also helps refine the program and identify areas for improvement.  

Conclusion  

Career coaching programs are no longer a “nice-to-have.” They are a strategic tool for talent development and organizational success. They show a commitment to employee growth and boost engagement. They also prepare teams for the future of work. By investing in career coaching now, organizations can build a more resilient, motivated, and high-performing workforce for years to come.  

Need more help? Check out additional tips and insights on our blog, website, LinkedIn, or just reach out. TalentRemedy is here to help you build a better hiring process, every step of the way. We support our clients with thoughtful, intentional interview strategies. We help uncover the real experiences and skills that candidates bring to the table. We ensure you make the best hire for both the role and your team. Reach out to us at info@talentremedy.com or 703-362-0175 to explore how we can streamline your recruiting process and help you find the right fit.