Introduction
Effective managers are the backbone of any successful organisation, and to get this right training for managers is critical. Equipped with the right skills and knowledge, managers can have a significantly positive impact on employee morale, productivity, and overall business performance. Unfortunately, as highlighted in the CIPD Working Lives Scotland report many employees experience workplace conflict, with over 25% of employees affected by this. This suggests a potential gap in managerial capabilities.
This blog will illustrate the critical role of manager training, exploring its benefits, and how it can address common challenges such as conflict resolution, absence management and performance management.
Line manager role
Strong performers are sometimes promoted to manager as it is believed they will be able to train their team to work and perform as effectively as they can. This is often not the case as being a good performer does not necessarily translate to being able to train and coach others to perform exactly as they do. Also, high performers do not always have the skills to be good people managers, this is most often a learned skill not one that comes naturally. You may have heard of the ‘Peter Principle’? This suggests that we often promote people to the level of their incompetence! So how can we prevent this?
Investors in People suggests being a good manager requires the following five skills:
- Self-management – By understanding and managing their own emotions, managers can create a more consistent and supportive environment for their team. This emotional intelligence enables them to ‘take a step back’ and respond thoughtfully to team members’ needs, fostering a positive and productive workplace.
- Good communication and listening – Effective managers excel at active listening, clear communication, and understanding diverse perspectives. By prioritising open dialogue and seeking clarity, managers can prevent misunderstandings and foster a more cohesive work environment.
- Performance Orientated – By setting clear goals and expectations, managers can empower employees to contribute towards the team goals. A focus on results, rather than simply following processes, creates a culture of innovation and accountability. These managers inspire their teams by recognising and rewarding achievements while also providing constructive feedback for growth.
- Prioritising – managers are often tasked with competing demands while ensuring team objectives are met. The ability to distinguish between urgent and important tasks, allocate resources and communicate priorities clearly is essential for delivering success.
- Delegating – By assigning tasks to team members, managers can focus on strategic priorities while empowering their employees to develop new skills and take ownership. This not only boosts productivity but also fosters a culture of trust and collaboration.
We would add Emotional Intelligence (EI) to the list above, explained by Daniel Goleman as ‘a different way of being smart. EI is a key to high performance, particularly for outstanding leadership. It’s not your IQ, but rather it’s how you manage yourself and your relationships with others.’
Developing the necessary skills, such as those above, to excel as a manager requires ongoing investment. While many individuals possess leadership potential, the touches of effective management often require formal training. By giving managers, the tools and knowledge to lead, develop, and motivate their teams, organisations can significantly enhance performance and job satisfaction.
Managers build strong teams
By fostering a positive work environment managers drive employee engagement, productivity, and retention. Effective managers can significantly impact an organisation’s success. Trained and skilled managers can inspire and motivate a team to become high performing. See our previous blog on People Management and the link to productivity.
Performance management is crucial in building a strong team and this requires clear goal setting, regular feedback, and offering opportunities for growth. While many organisations recognise its importance, formal training in this area is often overlooked. This is tricky as managing a team of individuals can be difficult because there is differing personalities and skill sets that often require different approaches. This oversight can hinder a manager’s ability to lead and develop their team, which impacts overall business performance.
Equally managers are critical in managing underperformance. Prolonged underperformance can demotivate high-performing colleagues, increase workload for others, and damage morale. It’s crucial for managers to address these issues promptly and effectively to maintain a productive and positive work environment.
Another area where a manager’s skill is crucial is absence management, particularly in addressing frequent or long-term absences. Clear communication and understanding of the processes help minimise disruptions and promptly tackle issues. See our case study on how Albany HR supported a manager in achieving lower absence levels.
Managers often find themselves in situations requiring difficult conversations such as when a colleague is underperforming. Challenging conversations can range from managing conflict or delivering critical feedback. Without proper training, these conversations can escalate, damage relationships, and negatively impact team morale. Equipping managers with the skills to handle these situations with empathy and clarity is essential for maintaining a positive and productive work environment.
Conclusion
Investing in manager training is essential for building high-performing teams and delivering organisational success. By supporting managers with the skills to lead, motivate, and develop their teams, businesses can improve employee engagement, productivity, and overall performance. Albany HR offers tailored manager training solutions to address specific needs and help organisations achieve their goals. Contact us to discuss your manager training needs.
