Why proper training for managers is essential

In a recent study we conducted, a significant trend has been uncovered: many managers in Australia and New Zealand are navigating their roles without any formal training. This lack of preparation raises concerns about managerial effectiveness and underscores the need for organisations to reassess their training practises in today’s rapidly changing corporate landscape.

In this blog, we'll explore the findings of this study, discuss their implications, and highlight why investing in manager training is more crucial than ever.

Key findings: what our study revealed

Our study revealed several statistics about the state of manager training in Australia and New Zealand:

• 44% of managers are without formal training: Nearly half of the managers surveyed admitted they had not received any formal training for their roles. This gap in preparation significantly compromises their ability to lead and manage effectively, resulting in suboptimal team performance.

• Under-supported and overwhelmed managers: A concerning 32% of managers felt inadequately supported in their roles, while 20% reported feeling overwhelmed and overworked. In stark contrast, only 22% felt truly empowered and supported in their managerial positions.

• Unrecognised responsibilities: Over 200 respondents reported taking on unofficial management duties—such as mentoring and supervising—without formal recognition or additional compensation.

These findings highlight a systemic issue where managers are thrust into leadership roles without the necessary support and training. This lack of formal training not only affects the managers themselves but also impacts their teams and the broader organisation.

Why organisations should reassess their training practises

According to Shay Peters, CEO of Robert Walters Australia and New Zealand, 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," Peters 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:

1. Remote management: With the rise of remote work, managers must lead and coordinate teams dispersed across different locations.
2. Emphasis on mental health: Managers need to be equipped to recognise signs of mental health struggles among team members and offer appropriate support.
3. 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.
4. 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.
5. Leading digital adoption: Managers must guide their teams through the adoption of new technologies and digital tools to enhance productivity and collaboration.
6. 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:

1. Are they equipped to be a manager? Evaluate whether the individual possesses the necessary skills and temperament to lead effectively.
2. 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:

• Enhance managerial effectiveness: Equip managers with the skills and knowledge they need to lead effectively.

• Retain top talent: Reduce employee turnover by creating a positive work environment led by competent managers.

• Drive long-term success: Foster a culture of continuous improvement and innovation, ultimately leading to sustained business growth.

Actionable steps to improve manager training

1. Implement comprehensive training programs: Develop tailored training programs that address the unique challenges managers face in today’s workplace.
2. Provide ongoing support: Offer continuous support and mentorship to managers, ensuring they have access to resources and guidance when needed.
3. Regularly assess managerial performance: Conduct regular evaluations of managers to identify areas for improvement and provide targeted training.
4. Encourage open communication: Foster a culture of open communication where managers feel comfortable seeking help and feedback.
5. 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.