Are Your Managers Trained Effectively?

The goal of management training is to increase the engagement and productivity of all employees by motivating their leaders. As the confidence level of a manager grows, so does their ability to implement company strategies, resolve internal conflict and train their subordinates to perform better.

The Proof is in the Numbers

According to the Corporate Leadership Council, more than half of the most important catalysts of employee engagement are related to effective performance management skills, including:

  • Setting clear goals
  • Providing regular feedback, and
  • Supporting staff development.

And in a related study,  it was found that leaders who successfully manage employee performance produce better business results. Here’s a snapshot:

  • 50 percent less staff turnover
  • A 10 to 30 percent boost in customer service ratings
  • 40 percent better employee commitment ratings, and
  • Last but not least, 200 percent higher net profits.

Steps to Effective Management Training

Creating dynamic, results-oriented management training isn’t easy. Common hurdles include launching a program that fails to support true business goals or includes too much information. It’s also important to fully identify the purpose of training before you get started. Here are some key steps:

  • Perform a training needs assessment. This involves identifying business goals, determining the tasks people need to perform and the training activities that will empower them to do so, and defining the type of training that will be most effective.
  • Develop learning objectives. These are the “north stars” toward which all aspects of your training should point. Once you’ve established the right objectives, you can create content and support materials that cover them – and only them. These objectives should be SMART: specific, measurable, attainable, relevant and time bound.
  • Design training materials. Focus the learning needs and styles of your managers, not on what’s easiest for your trainers. Include as much hands-on practice and simulation as possible, so participants can learn by doing. Try using a blended approach that includes several different formats, such as computer-based as well as instructor-driven materials.
  • Implement training. It may seem obvious, but start by informing managers well in advance, so they can work training into their schedules and complete any preliminary preparations. Then, it comes down to logistics and a litany of to-do items, from scheduling rooms and equipment to providing Wi-Fi connections, pens, pencils and paper, and bottled water and refreshments.
  • Evaluate your program: This is critical, in order to confirm that your training was effective and/or address any shortfalls. Observe managers during the course of training. Afterwards, have them complete evaluation forms, on paper and/or online. Finally, watch for quantifiable business results as a result of recently-completed training. For instance, did revenues rise? Did costs decrease? Was a new product launched successfully? Were safety incidents reduced?

There’s a lot involved in successful management training – but the results are well worth it. For small to mid-sized businesses who are trying to get their arms around training and other human capital challenges, a professional employer organization (PEO) like Lyons HR can be the perfect solution. Let us handle some of the legwork while you focus your time on direct revenue-driving activities. Contact us today to learn more.