Effective new manager training is critical as businesses adapt to hybrid and remote work environments. I’ve spoken to several HR and Ops Execs who’ve all shared that Leadership/Management Training and Development is a top priority for the 2nd half of 2024. In this edition of “Engineering 365” let’s explore 5 essential parts of a new manager training program.
Why is new manager training important?
Your leaders wield an incredible amount of power and influence in your organization. New managers are stepping into a role for the first time, often tasked with more responsibility than ever before.
- Impact on Employee Retention
Managers play a crucial role in employee retention. The adage “People leave bosses, not companies” is supported by research: a 2019 survey revealed that 57% of employees stay in their jobs because of their managers, while 32% have seriously considered quitting due to their managers.
- Influence on Team Performance
Team performance suffers when managers struggle. Studies show that struggling leaders lead to lower team performance, and reduced resilience, agility, and strategic thinking. This highlights the importance of effective managerial leadership.
- The Pitfalls of On-the-Job Training
On-the-job training often falls short. According to a DDI survey, only 11% of frontline managers were trained to be leaders, with over half learning through trial and error. This lack of preparation explains why many new managers struggle.
- They Help With Employee Engagement
Investing in new managers can significantly increase employee engagement. Harvard Business Review states that managers account for up to 70% of the variance in employee engagement scores. Given this substantial influence, investing in manager training is crucial.
- Financial Benefits of Leadership Development
Leadership development directly impacts financial performance. Engaged, thriving employees contribute to improved organizational performance. Investing in new manager training ensures a happier, more productive workforce, leading to better business outcomes.
1. Access to Coaching
Coaching provides personalized, one-on-one support to new managers, guiding them through complexities like conflict resolution and effective communication. Investing in coaching enhances mental fitness and resilience, leading to a 31% increase in team productivity and a 78% reduction in voluntary turnover. Thriving leaders foster thriving teams, contributing to overall job satisfaction and retention.
2. Mentorship or “Buddy-ship” Program
Pair new managers with seasoned leaders as mentors. This mentorship provides a support system, helping new managers navigate their roles more effectively. A mentor offers guidance and resources, ensuring new managers have the support needed to succeed.
3. Professional Development Opportunities
Offer targeted management skills training sessions, including workshops, case studies, and new manager orientations. Provide continuous professional development opportunities to help new managers develop the skills needed for their roles. Prioritize leadership development tailored to individual needs, fostering ongoing growth and improvement.
4. Clear and Measurable Objectives and Goals
Set clear, measurable objectives and goals for new managers. Communicate expectations and define what success looks like in their roles. Clear communication and well-defined objectives help new managers steer their teams effectively and provide a roadmap for getting back on track if needed.
5. Diversity Training Programs
Integrate diversity, equity, inclusion, and belonging (DEIB) into your new manager training program. Diversity training programs aren’t a checklist you need to fulfill for human resources. Diversity training, when done right, can help drive performance, innovation, and the sense of belonging that your employees feel. The result? Your organization will be better equipped to attract and retain top talent — and your employees will thrive.
Effective manager training programs instill a culture of continuous improvement and resilience, critical for today’s multi-generational business environment. By investing in your new managers, you are laying the foundation for a more engaged and productive workforce. The commitment to leadership development will pay dividends in employee retention, team performance, and overall company success.
Step into our latest tool tailored for leaders of HR + Manufacturing teams. In just 2 minutes, gain awareness of the bottlenecks hidden in your organization and uncover potential management gaps. You will also receive a customized report to share with your team. See the link below.
https://cts-talentscorecard.scoreapp.com
So How Can We Help You…
When you’re ready to grow and expand your Engineering and/or Operations Teams, here are 3 ways that we can help:
- We partner with you and your existing talent acquisition teams to help attract and retain Engineers and the frontline leaders that drive productivity.
- Reduce the cost of acquiring and training new hires by supporting and enhancing the efforts of your onboarding team for the first 90 days.
- Provide a no-cost assessment of your current hiring strategies with a 15-minute consultation.
