Skipping Manager Training Is Too Big a Risk for What’s at Stake

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Last Updated on August 16, 2018 / Training & Development

By Cathleen Snyder, SPHR, SHRM-SCP

One of the most frequent complaints that we hear about mid-level managers is, “They don’t manage their people.”  A team isn’t meeting productivity goals, has high turnover, and/or low engagement.  Add to that, that most companies evaluate their managers on productivity goals, but overlook how they achieve those goals.  Are they effectively managing their people, providing feedback, and motivating their employees?

We’ve all heard the adage that employees don’t leave companies, they leave managers.  With managers being such a critical element in employee retention it’s important that organizations take a hard look at what they are doing to help their mid-level managers be successful as leaders.

In a recent survey of 500 managers by business and technology consulting firm, West Monroe, managing their people ranked second of the most common workplace stressors.  44% of the managers that responded said they feel overwhelmed at work.  One reason for this may be a lack of management training.  Only a third of managers received 9 or more hours of manager training.  A startling 44% received less than 2 hours manager training.

Without training, managers will tend to emulate the management styles they have been exposed to, regardless of how effective that style may have been.  Even in today’s business world of advanced technology and innovation, we assume that individuals will have management skills, or learn them along the way.  With the impact that managers have on the overall success of the company, it’s too big of a risk to assume managers will “figure it out.”

The good news is, the benefits of conducting management training are many, and well documented.  In the West Monroe survey, of the managers that had training prior to beginning their management role, 92% stated they feel they have an adequate work-life balance (i.e. less overwhelmed).  85% feel that their responsibilities are clearly communicated.

According to Forbes Magazine, “An employee’s relationships with his or her direct manager is the most important single factor in employee engagement.”  Other key reasons to train your managers:

  • Providing management training can lay the groundwork for consistency in how employees are being managed across the organization.
  • Effective, well trained managers are proven to improve morale, thereby improving retention, which is critical to a productive workforce.
  • Training your managers goes a long way towards reducing claims and litigation.

As we continue to stress, today’s job market is challenging to find the talent we need.  Our priority needs to be engaging and retaining the workforce we have.  Ensuring your managers are well trained and effective in their roles is one of the most important steps we can take to being a successful organization.

Cathleen Snyder, SPHR, SHRM-SCP, is Director of Client Relations with Strategic HR, and is passionate about manager training.  If you would like to share your comments or learn more, contact her at Cathleen@strategicHRinc.com.

 

Have you heard about Strategic HR’s Supervisor Training Series?  We’ve develop this three-session program to help give your managers the tools they need to effectively manager, engage and motivate your employees.  Register your managers today!