Why do managers need training? The role of a manager has shifted drastically over the years. A manager today should be constantly evolving. Did you know that only 34% of companies feel that they have prepared their middle managers to communicate and lead direct reports effectively?
The world we work in is quickly changing, and a manager today must be more adaptable and more flexible than ever before. Both emerging technology and an increase in automation and predictive analysis have altered the world in which we work. Gone are the days of having a manager watch over employees, correcting every mistake, and assessing every move. A manager today must also be a coach and mentor while remaining accessible to their direct reports.
Three reasons managers need training
Front-line managers have the most contact with employees on a day-to-day basis, and that is critical to the day-to-day operations of a company. Since your front-line managers interact every day with your employees, their management training is just as important - if not more so - than that of senior leaders. Well-trained managers ensure that the company avoids critical breakdowns.
1. Training is essential for retention
An employee’s view of the company they work for is largely formed by their direct manager. For this reason, ensuring that managers are trained in a variety of skills is important. Training is even more essential to the manager who has recently been promoted up through the ranks and now has direct reports that were recently peers. Training is essential to create employee satisfaction and it ultimately leads to higher retention for your organization. All managers need proper training to reach their full potential.
2. Generational differences among employees
As our work environment continues to change, some companies fail to provide training that addresses these very needs. A manager who has had specific training on generational and cultural differences can bridge the gap between any potential issues that may arise. Communicating effectively with others is key to capitalizing on business productivity.
3. Mentorship of other managers
It’s always nice to have a person that you can bounce ideas off of. Some studies have shown that only half of all managers have a mentor to help guide them as they grow and develop in the workplace. It appears we are putting managers in a position where their role is to motivate and coach people, yet we are not always giving them the proper tools or training needed. Make sure your managers are currently engaged with working alongside a mentor. As John Maxwell once said, “The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders, and continually develops them."
