Studies show 70% of an employee’s motivation is influenced by their manager, indicating that managers with the lack of formal training or preparation will directly effect organisations and their managerial effectiveness. This underscores the need for organisations to reassess their training practises in today’s rapidly changing corporate landscape.
In this blog, we'll explore why investing in manager training is more crucial than ever.
Why organisations should reassess their training practises
According to John Mullally, Managing Director of Robert Walters Hong Kong, there is a notable trend of people being promoted to management positions without formal training.
"There has always been a history of people being promoted to management positions without formal training," Mullally notes. "However, this trend appears to be more prominent in recent times due to businesses being forced to reduce headcount, thrusting subject matter experts into management roles to fill gaps."
He adds, "Workplaces have not fully adapted to the needs of a post-pandemic, hybrid workforce and the incorporation of a new generation into the workforce."
This statement underscores the pressing need for organisations to reconsider how they approach manager training and development in the modern work environment.
The evolving role of managers: more than just technical expertise
Historically, managers were often promoted because they excelled in their specific fields. However, businesses now need to reconsider whether these individuals possess the ability to effectively manage people and get the most out of their teams.
The role of a manager has evolved and become more demanding, making it crucial for organisations to provide adequate training and support to enable managers to navigate these complexities successfully.
Modern challenges managers face today
Today's managers face a myriad of challenges that require a well-rounded set of skills:
- Remote management: With the rise of remote work, managers must lead and coordinate teams dispersed across different locations.
- Emphasis on mental health: Managers need to be equipped to recognise signs of mental health struggles among team members and offer appropriate support.
- Generational diversity: The presence of Gen Z in the workplace adds another layer of complexity, requiring managers to understand and adapt to diverse perspectives and working styles.
- Driving team culture and inclusion: Managers are now responsible for fostering a positive and inclusive team culture, ensuring every team member feels valued and included.
- Leading digital adoption: Managers must guide their teams through the adoption of new technologies and digital tools to enhance productivity and collaboration.
- Delivering difficult news: Communicating sensitive information, such as delayed promotions or stagnant pay raises, requires a high level of empathy and communication skills.
Given these complexities, it becomes apparent that training managers effectively is more important than ever. Yet, many organisations lack the experience and resources to adequately prepare their managers for these challenges.
Promotion considerations: think before you promote
Before promoting someone into a managerial role, it's essential to consider the impact a manager can have on an organisation. According to further research by Robert Walters, when asked about workplace culture, 43% of employees said poor leadership would be the number one reason they would leave a role.
To avoid this, consider the following before making a promotion:
- Are they equipped to be a manager? Evaluate whether the individual possesses the necessary skills and temperament to lead effectively.
- What training is needed to set them up for success? Provide comprehensive training and support to help them succeed in their new role.
Failing to provide managers with any formal training sets them up for failure—ultimately causing the company to lose out as employee turnover rises and business productivity decreases.
The role of managers in employee retention: a crucial factor
Managers are one of the primary reasons your employees will stay or leave an organisation. Companies need to do everything they can to provide training and support to ensure that their managers are the absolute best to work with and for.
The case for prioritising manager training: what companies must do
As the nature of work continues to evolve, so too must the support and development provided to managers. Investing in robust training programs not only prepares managers to tackle contemporary challenges but also contributes to a healthier, more productive workplace.
By focusing on this critical area, organisations can:
Actionable steps to improve manager training
- Implement comprehensive training programs: Develop tailored training programs that address the unique challenges managers face in today’s workplace.
- Provide ongoing support: Offer continuous support and mentorship to managers, ensuring they have access to resources and guidance when needed.
- Regularly assess managerial performance: Conduct regular evaluations of managers to identify areas for improvement and provide targeted training.
- Encourage open communication: Foster a culture of open communication where managers feel comfortable seeking help and feedback.
- Emphasise mental health awareness: Train managers to recognise signs of mental health struggles among team members and provide appropriate support.
By taking these steps, organisations can empower their managers to lead effectively, create a positive workplace culture, and ultimately drive success.
To learn more about how you can improve your hiring strategy and enhance managerial effectiveness, check out our hiring advice and elevate your organisation's performance today.
