The Risk of Not Training Managers
Why is it that so few new managers get training and end up failing within 2 years and add little to no value to their organization and staff leave managers? (the risk of not training managers)
Training is imperative for all levels of employment, especially managers. According to an article on inc.com, “60 percent of new managers fail within their first two years.” Why is this the case? Managers often end up failing within the first two years because they don’t get enough training and don’t know how to properly manage their staff. Managers need to invest in themselves and seek the right training if it isn’t offered at the workplace.
The highest performing employees or the top sales person doesn’t necessarily make for a good manager. The problem with people who have excellent tactical or technical skills, is that many of them don’t know how to properly manage people – they need to learn. However, one off training is never enough. The best places to work are the environments where repeated and on-going training is part of the company culture. Without proper training, new managers are set up for failure. Businesses who invest in managerial development are ones who thrive and have highly productive teams. Adapting to changes in markets and industries are ways in which managers can make a difference in making a business thrive.
In general, people leave people, not companies. Incompetent or under trained managers is the reason that ambitious employees leave. Untrained managers don’t know how to retain good employees because they are unable to effectively run teams. Managers who fail in their first two years are often those who focus on their own performance as an individual and not the team. The best workplaces are those with managers who provide employees motivation, a sense of purpose and the ability to make a difference. Employees who don’t get the growth and development the need from a well training manager, will end up seeking employment elsewhere.
To prevent failure as a manager, you must invest in your own professional development. If training and development isn’t part of your work place’s budget or growth plan, you must consider seeking it for yourself.
A Message from Senga Learning & Development
The Senga Management Fundamentals Program is delivered to organizations with multiple sites and a dispersed management structure. The program enables managers from throughout your organization to learn together, building management skills, relationships and a coaching practice. — more information at senga.ca