Effect of Coaching Strategy on Employee Performance in the State Department for Public Service in Nairobi City County, Kenya
Keywords:
Coaching strategy, Employee performance, Mentorship, Public service, State Department for Public Service, Nairobi City CountyAbstract
Purpose of the Study: This study examined the effect of coaching strategy on employee performance in the State Department for Public Service in Nairobi City County, Kenya. The research sought to establish how mentorship, career guidance, feedback systems, and leadership coaching influence employee productivity, job satisfaction, and operational efficiency outcomes.
Methodology: The study adopted a descriptive non-experimental research design using quantitative and qualitative approaches. The target population consisted of 385 employees, with 116 purposively sampled respondents. Data were collected through structured questionnaires, and 96 valid responses were analyzed using descriptive statistics and regression analysis techniques applied.
Findings: The findings revealed that coaching strategy positively influenced employee performance within the State Department for Public Service. Employees rated coaching initiatives favorably, with an overall mean score of 4.03, while employee performance recorded a mean score of 4.07. Regression analysis established a statistically significant positive relationship between coaching strategy and employee performance (β = 0.391, p < 0.001). The model showed that coaching strategy explained 57.7% of variations in employee performance (R² = 0.577). The null hypothesis was rejected, confirming that effective coaching practices significantly improve productivity, work quality, job satisfaction, and operational efficiency in public institutions.
Conclusion: The study concluded that coaching strategy is a critical determinant of employee performance in Kenya’s public sector. Formalized coaching programs, alignment with organizational goals, and capacity building for coaches are essential for strengthening employee effectiveness, improving service delivery, and enhancing institutional productivity within government organizations.
DOI: https://doi.org/10.5281/zenodo.19986631
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Copyright (c) 2026 Emily Khalai Mugasia, Hilda Felistus Makhamara
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