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Quickly training a new manager

January 21, 2020

Training a new manager can be a challenge. This can be especially true if time is of the essence. Ensuring that employees are ready to take on leadership roles within the organization is vital for productivity and growth. Companies that don’t offer some type of manager training could end up with some very serious problems.

The quality of a manager directly impacts company culture and even the engagement level of employees. Researchers at Gallup note that managers account for 70 percent of the variance in employee engagement levels. Some of the skills that managers need to master to do well include:

  • Conflict resolution between employees
  • Motivating teams and workers
  • Communication regarding performance reviews
  • Guiding employees on a path of career growth

The corporate world is shifting. As roughly 10,000 Baby Boomers retire each day they are being replaced by millennials. According to the Pew Research Center, millennials make up the majority of the workforce. Other data predicts that 75 percent of the workforce will be made up of millennials by 2025. As these younger workers represent more and more of the workforce, they have been changing the way things have traditionally been done. This applies to management training as well. 

Although it can seem like an uphill battle to quickly and effectively train a new manager, it doesn’t have to be. With some adjustments to your current training methods, you can help develop new leaders. 

Corporate training

The way a company chooses to train or educate their workforce is an extension of their culture. In turn, the company culture usually reflects on the character of the majority of employees. For example, when Baby Boomers dominated most industries, they had a certain approach to learning.  However, now, as millennials take over more managerial positions, companies need to adjust their training style for a younger generation. 

Although this means some change, there are still some essential ways that you can help any new manager be successful in their role. These include:

  1. Connections: Find ways to get your new manager connected to the current leadership. This can help them learn the ropes and better understand the culture of a company. Connecting them to other managers within the company includes cultivating mentorship scenarios. Another manager that can mentor a new one is a great way to guide the new manager through challenges they may face on the job. 
  1. Leadership skills: No matter how perfect the candidate seems, there will be some skills they need to hone. These can include communication, delegation or conflict resolution among others. It is important to understand what areas your new manager needs to work on and help them get the right training to be a great leader. You can discover this through skill assessments or some simple testing. 
  1. Reviews: Just as with any other employee, workplace reviews are key for managers. These sessions should be constructive times to look over the performance and results of your new manager. While it is important to review the areas where they have not performed as well, reviewing some decisions that were successful can provide a more well-rounded view of how they are doing in the job. It is also important that your managers are given the results of any employee feedback surveys or data collection that has been done. This helps them be better equipped to know how to lead in the future. 

Millennial Management

A survey done by Forbes magazine narrowed in on the ways that millennial managers want to adjust employee training, especially when it comes to managerial skills. Here are some of the things that researchers discovered:

  1. Personalize it. Using information collected about employees the training process could be customized to fit the personality and learning style of the individual. These insights can point to some areas that need to be strengthened. For example, employees that rate high on conscientiousness may need to be instructed not to micromanage.
  2. Digitized content. The modern workforce is mobile. Research has uncovered that people check their phones about 52 times in a day. Most of your employees are among them. This means it is important to use modern technology to reach out to them. Consider developing an app that helps your managers access important information and training opportunities. 
  3. Unlimited access. Employees and managers have busy schedules. Ensuring that your training content is available anytime is key. Rather than requiring your staff to take time away from their responsibilities to attend a workshop, create e-learning opportunities. 
  4. Mentoring. There is only so far that video training can take you. With workplace mentoring programs, employees, including managers, can learn more soft skills. These include goal setting, accountability, networking and more. 

Organizations that are able to adapt and incorporate some of these changes will find themselves attracting high-quality millennial talent. This, in turn, will have a positive impact on your company culture and staff. 

Conclusion

As the face of the workforce changes, the need for training remains. Regardless of whether your new manager is a Baby Boomer, Gen Xer or millennial, they will still need to acquire important skills and capabilities to be a good boss.  

Ensuring that your employee is up to the job of leading others is important to an organization’s productivity and growth. Moreover, a bad boss can lead to high rates of turnover and research has found that managers are responsible for about 70 percent of the variance in employee engagement levels. 

Yet, finding the right training methods and techniques can be a challenge. However, as more and more millennials rise to managerial positions, discovering the best ways to help them succeed is not difficult. There has been some research on what millennials want and expect from employers. By taking note of their feedback and adjusting your training delivery methods, any organization should be able to find effective ways to quickly train a new manager. 

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