Would you consider asking a person who’s never flown a plane to suddenly take the wheel of a 747? Would you ask someone who’s never been a physician or healthcare provider to decide what medication to give a patient?
Then why do so many companies promote people to managers without any training? Being a manager takes just as much skill and expertise and the results can be nearly as damaging.
The sad news is that 86% of HR and business leaders agree — they don’t feel like overall training is enough. Managers don’t feel like they get enough training either; they face difficult situations, unable to achieve company goals while engaging their employees.
Training doesn’t have to be expensive, but you need to have it.
How to train managers
Every company is different in the ways they develop and train people. No matter what your company decides to do, training should follow a few best practices:
- Make training frequent, enabling people to refresh on information especially when taking on new tasks, such as hiring.
- Create a center or hub online for people to review policies, procedures, training and share information with each other.
- Include training in that hub or center so if managers need a refresher, they don’t need to wait for the training department.
- Develop a mentoring program and sign your best leaders up to both mentor and be mentored.
- Conduct quarterly meetings with all managers to go over company goals and progress, including quarterly earnings.
Enlist executives and officers to be the first to sign up for training, encouraging others to demonstrate the same behaviors.
Here are five reasons to train managers
1. Employee success and satisfaction
One of the number one reasons why employees quit? Managers. Bad managers, those who are untrained, can negatively impact employee engagement and affect accomplishing company goals, too.
On the flip side, good managers encourage career development, provide opportunities and engage employees. Good managers decrease turnover; as turnover costs an average $50,000 they can save companies money.
But good managers aren’t born; they’re trained. They need support and tools to ensure they can continue to encourage employees positively while challenging them in new and unique ways.
2. Manager success and satisfaction
Managers themselves want more training and tools to help employees. They want to help achieve company goals. They want to ensure employees are satisfied, even challenged so employees can positively develop their careers.
But if they’re unequipped to handle tough issues, they are less successful and more dissatisfied. And turnover for managers is more expensive, running more than $50,000.
3. Achieve company goals
Managers can rally teams to accomplish goals, even stretch goals. Those company goals often fall into two categories — add revenue or decrease cost.
Adding revenue includes ensuring good customer service, developing smart marketing programs, creating effective sales techniques and more. The same is true for decreasing costs. Creating new and innovative ideas to eliminate waste, reducing unnecessary turnover (especially caused by job dissatisfaction) and more are tasks managers should accomplish.
These strategies require managers understand what they and their teams need to be able to do – how much revenue to add and how much waste to eliminate – and come up with appropriate tactics.
4. Protect companies
Managers are responsible for various activities that have legal consequences — hiring, terminations, resolving employee disputes, upholding equal opportunities and more. These laws and company policies require specific training. Training sessions ensure managers uphold company’s values and ideals while staying compliant with the law. Without this training, the company could run the risk of fines or lawsuits. Beyond monetary fines, these issues damage company reputations and brands.
5. Plan succession – your leadership pipeline
The best managers are those who understand your culture and industry, know which people to go to for help, have relationships across the organization and seek solutions that benefit everyone. This knowledge doesn’t come overnight – it comes over time. These people typically work their way up the manager chain, receiving promotions with potential paths for even more responsibility to become an officer or executive.
Leaders coach and mentor those managers. Those managers, in turn, mentor and coach a new generation or group of leaders.
It’s good for business, and it’s vital for succession planning.
Add to Manager Performance Reviews
After training managers and setting clear expectations, it makes sense to include people management as part of their annual or regular employee performance review. View more information about improving employee reviews.
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