Today, in today's global business environment, when competition among companies is intensifying, the importance of having quality human resources is becoming more and more pronounced. Personal development becomes almost as important as professional, because only a satisfied employee can face all the challenges that a competitive environment expects from him. Managers play an important role in this employee development process, but mutual misunderstandings often occur. The biggest problem is that most leaders and managers, responsible for business development, are self-taught in leading and motivating employees and do not have all the necessary skills to work more successfully. The main goal of this paper was, based on previous theoretical knowledge and empirical research conducted in this thesis, to investigate the relationship between coaching and employee performance. The aim was also to give a detailed insight into the concept and meaning of coaching in the business world as well as to provide insight into the modern concept of employee performance. Empirical research on the relationship between coaching and job performance was conducted with a questionnaire, a method of one-time descriptive research on a sample of 40 respondents. Persons in managerial positions who participated in the coaching training process were interviewed. The survey questionnaire was distributed to respondents online, and respondents provided their own assessments of the level and extent to which the coaching techniques they applied to employees contributed to the work performance of their employees. MS Excel and statistical data processing program IBM SPSS 26.0 were used to process the results. The methods of statistical analysis used in this paper are: descriptive data analysis, nonparametric difference tests and correlation analysis. Empirical research on respondents' attitudes about employee job satisfaction after coaching indicates that respondents are generally satisfied with the results. Based on the results, it can be concluded that coaching can have positive effects on different segments of employee performance.