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Confident managers with the expertise to positively influence and motivate employees are incredibly valuable to any organisation. They can help increase staff retention, boost engagement levels, and maximise productivity.
Not only do effective managers understand how to get the most out of their teams, they are able to help implement company strategies and mitigate any workplace conflict.
Training your managers is essential for the future growth and success of your business, it is not just a tick in the box exercise.
Employees who feel valued and invested in experience greater levels of morale, trust and security. Managers with this positivity will demonstrate, and pass on, healthy behaviours and characteristics to their teams.
The aim of management training, in all of its forms, is to enable the individual to lead by example, communicate effectively and inspire others to work towards the organisation’s goals and vision.
There are various types of training available for managers; they can develop as line managers, train to be subject experts, learn how to effectively run a department, master the tools needed to resolve issues, understand diversity in the workplace, keep up with emerging technology and much more.
The benefits of investing in management training
Managers who have successfully completed their management training will not only boost productivity and motivation levels, they will have the ability to set realistic goals and determine strategies. In turn, organisations will benefit from:
Millennials are now aged roughly between 26 and 40 years old and many are already in management roles, redefining the traditional way of working. This generation have demanded changes to the workplace, and as more than a third of the global workforce are now made up of millennials it pays to understand their preferred management style and the way they manage.
It's been proven that millennials don’t remain loyal to just one employer, they are confident to move to another organisation where there are better opportunities for them and in a recent study carried out by Manpower Group, 50% stated that they would leave their present employer if they did not feel appreciated.
Millennial managers have a strong desire to have a say in the way organisations are being run and are eager to help shape their future. This personal goal is driving organisations to foster an environment of transparency between their managers and their workforce.
This collaborative approach to management encourages all employees to generate workplace ideas and innovations, no matter what role they have.
Being mentored and inspired is high on a millennial’s wish list. And the last thing they want is to be micromanaged.
The newly-appointment manager
The best managers recognise that they have gaps in their knowledge and skill set; they don’t possess the ego which stops them from growing.
Understanding how to be an effective leader, realising which skills are needed to oversee a dynamic team and knowing what is expected of them as a manager is key to their future success – and that of the organisation.
Many employees are promoted to manager due to their high level of technical knowledge, not necessarily because of their soft skills. And it’s the soft skills that make a manager an effective leader, including how to:
Every member of your workforce will have their own preferred way of learning, just as they have their own preference of management style. It is good practice to offer options to enable the individual to maximise their learning experience, however, there are some exceptions to this rule.
We’re Here To Help
If your organisation would benefit from implementing a training programme for leaders and managers, please get in touch on 0161 941 2426 to chat through your plans. Or, head to our website to read about our Leadership and Management Development service.
“TerryberryReward have enjoyed a long and developing relationship with P3PM who are now an integral and valued business partner. P3PM keep us aware and aligned to the ever-changing regulatory aspects of HR, but also understand our requirement for pragmatic day to day support. The online MyHR system has been a boon, allowing colleagues easy self-management of previously convoluted paper-based tasks. ”
Employees and employers alike are still adjusting to a new way of working and facing challenges head on as they arise. It’s no mean feat having to embrace change without being given;
The HR function plays an integral role in securing your organisation’s future growth, success and turnover. Opting not to invest in HR is risky, as is having employees ‘doubling up’ on their;
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