Training managers to be better in their leadership positions is one of the most important things that organizations can do to enhance their employee loyalty and engagement.
Training a new manager is important to help them excel in their role. And it’s good managers that inspire your other employees to do their jobs better. Consider it an investment towards a happier workforce.
Why it’s important to train your managers
Employees that have been with your company a number of years may have developed some good leadership capabilities. However, being a successful manager looks different than being a successful employee. There are different talents and skills that come into play.
We all know that bad managers can create problems for an organization. Issues like poor employee engagement, high turnover rates and low productivity are just some of the challenges that result from bad management. This is one of the reasons it’s important to help new managers develop good habits early.
It’s in the best interest of an organization to help new managers become successful in their positions. This can include training courses, workshops and even mentorships.
Some companies may not have the luxury of time and will need to quickly train a new manager. While for most organizations, equipping new managers can take time.
How to train new managers
Managers are key to retaining, attracting and motivating your organization’s employees. Good managers reflect well on a company’s reputation. It just makes sense to give them all the tools they need to be successful in their position.
When it comes to training your managers, there are a number of ways you can approach it. Some of the methods you can use are:
Appreciation
Managers have already demonstrated their dedication to your organization as loyal employees. Let them know how important their new role is. If your company has online learning programs, include a session that covers the role a manager plays at your organization. Let them see the big picture so they fully understand the value they bring to the company.
Mentorship
A good way to build the skills and knowledge of your managers is to introduce them to a mentor at your organization. Find an executive who already has the good habits that you are trying to pass along and develop a formal mentoring relationship between the two.
Training
Your organization could offer leadership training in the form of workshops, classes or e-learning modules. Consider topics that are important for managers such as conflict resolution, communication techniques, etc. You may also want to send managers to external training programs to help them hone their skills.
Coaching
Another way to help prepare your new managers for their role is by connecting them with a management coach. This experience can benefit managers in two ways. First, a coach can encourage them to be better in their new position. These experiences often help leaders to refine their style and be more successful. Secondly, managers can learn how to coach the employees that they supervise. A coaching experience may give your manager some new skills they can use to relate with and encourage those on their team. Coaching and mentoring can seem similar but they're different. Coaching is usually for specific skills whereas mentorship is more holistic.
Review
Check-in with new managers in the same way you would with any recent hires. Let them have a type of debriefing session after a few days on the job, then follow up the next week. Someone from your HR department can then contact your manager to check-in on them, say, 30 days after they take over the role. Ask them what their biggest challenges are and find a way to help them overcome it. Remember that the more successful your managers are, the better it reflects on your organization as a whole.
Tips for new manager training
Successful management requires your employees to refine their skills in several areas. Some of the things that a new manager should learn include:
Company policies
A manager will be responsible for ensuring that employees follow company policies. Therefore, it makes sense that they know any of the regulations or rules that affect their department.
Management procedures
Some of the new tasks that managers will need to be trained about include employee disciple, performance reviews, and onboarding new hires. It is important to guide them through these processes so they have a clear understanding of each.
Communication skills
Managers need to refine their communication skills. In particular, they should be able to offer constructive criticism in a non-offensive way. They should also be good listeners and willing to accept feedback, even if it is negative.
Set goals
Have some goals that your manager can work towards as they learn the ropes in their new position. Be sure to check-in on them regularly to see how they are performing and if they need any help to adjust to the role.
Conflict resolution
Resolving disputes between employees will be one of the new responsibilities that your manager will have to take on.It’s not an easy skill to develop. Offer them some advice, perhaps in the form of tips or techniques that have worked for others at your organization. You may even want to offer them some formal training in this area.
Time management
Managers can struggle with their new schedules, which are usually more demanding. They may need to attend additional meetings and have to juggle interruptions or questions while they are working towards deadlines. Offer them some advice on how to manage their time and provide some tools to help them.
Teamwork
Helping others collaborate can be a challenge. Good managers are able to guide teams and implement processes for project management. For example, they could use Kanban boards to keep track of the team projects. Your new manager may or may not already have some effective ways to facilitate discussions with their team. Depending on their needs, it can be helpful for you to provide new managers with some tips on motivating their teams.
Darshan Somashekar, who runs gaming studio Solitaired, also recommends getting early feedback for managers.
“Within the first few months, get feedback from the manager’s team on their performance. What matters most is how effective the manager is with their team, so it’s important they aren’t flying blind. Early and regular feedback is critical.”
If you are putting on the manager’s hat for the first time, there are several things you can do to become a good first-time manager. This includes building relationships, finding learning opportunities and get a good mentor to guide you along the way.
To discover how mentoring software can enhance your management training efforts, contact Together for a free demo.
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