HR Question:

It seems that when we promote a new manager, there is so much for them to learn. The actual job duties are the least of it. How do you teach someone how to manage? Can you offer some suggestions on topics that we should cover in new manager training?

HR Answer:

Acclimating a new manager can be very challenging. However, don’t underestimate its importance. Your frontline managers play a key role in so many aspects of retaining your talent, engaging your employees, and running your business in general. In fact, Gallup’s 2023 engagement survey found that up to 70% of employee engagement can be solely attributed to the manager. Considering that the same survey found that employee engagement was “stagnate” in 2023 – and had dropped even further in Q1 of 2024 – it’s no secret that properly training and preparing managers can provide a direct positive impact on the bottom line.

Many organizations underestimate the impact their managers and leaders have on this engagement. For most employees, their direct manager is who they have the most interaction with of all leaders in the organization. However, managers (especially new managers) are often unaware of the influence they have – both positive and negative. Providing adequate training is an essential step in starting your new manager off on the right path to success.

Peer-to-Supervisor Transition

A great place to start your new manager training is by helping them with the peer-to-supervisor transition. This can be a difficult, yet important, change for any new leader. In order for them to build the credibility, respect, and influence that’s needed to be a successful leader, supervisors and managers need support and guidance as they move from a peer to a supervisor, manager, or leader.

As your leaders are no longer at the same level as their fellow team members, it may take some training and coaching to help them navigate their new dynamics amongst their previous peers. It requires education about what conversations they can and cannot have, how to appropriately support their team, how to effectively communicate, and how to deliver feedback in a positive and constructive manner. Without this education, it’s possible that managers and supervisors could cross compliance lines, miss key opportunities for growth or development, or behave in a way that causes their team to lose respect that is hard to earn.

Employment Law

Next, it is recommended to train your managers to have a basic understanding of employment laws that impact their team, as they are most likely the first point of contact with employees. It would be helpful to have at least a rudimentary understanding of:

• Family Medical Leave Act (FMLA)
• Fair Labor Standards Act (FLSA)
• Title VII of the Civil Rights Act
• Americans with Disabilities Act (ADA)

Should they know what the red flags are, they’ll be more familiar with when it’s appropriate to get HR (and potentially your legal counsel) involved. And as we mentioned above, managers also need to be aware of their own behaviors and what can get them (or your organization) into trouble.

Beyond the Basics

Beyond compliance, there are several topics that can help a new manager be effective. As many managers are often promoted due to their on-the-job skills (rather than their leadership potential), your new manager training should help them to become the leader team members want to work for through soft-skill development.

Essential soft skills that every supervisor should possess include:

• Building Trust
• Motivating Employees
• Dealing with Conflict and Empowering Employees to Solve Problems
• Developing Employees
• Managing Change

Managing a Multi-Generational Workforce

New leaders should also develop an understanding of how to work with a multi-generational workforce. These days, many organizations have employees that are spread across four to five generations. Research has shown that each generation has different preferences for how they work and communicate with each other, based on their upbringing and daily lives. Effective managers develop an understanding of the point of view of each generation, recognizing their similarities to find common ground and respecting their differences.

So many employers don’t take the time to train their managers. While it can be a significant investment of time, money, and resources, training your managers is worthwhile, often resulting in better productivity, positive morale, reduced liability, and a more effective workforce. Remember the saying – “Employees rarely leave companies, they leave bad managers.” Don’t let a bad manager wreak havoc in your organization.

Thank you to Terry Wilson, Training & Development Practice Manager, Cathleen Snyder, Director, HR & Development, and Samantha Kelly, Sr. Sales & Marketing Strategist for contributing to this HR Question of the Week!

You want your new managers to succeed, so don’t let a lack of proper training be their downfall. Clark Schaefer Strategic HR’s Leadership and Management Training is designed so managers (new and experienced) leave with tangible takeaways to make an immediate impact on their team. Learn more about all of our Training & Development Services.