Development topics for managers to decrease turnover and prepare them for changing business needs
Young employees and emerging leaders are looking for similar things from their job: support from senior management and their direct manager, training, coaching, mentoring, and challenging job assignments. But are these employees getting what they need? A study from the MIT Sloan Management Review (September 2015) found that the average high-achiever, about 30 years old, left his or her company after only 27 months.
With employees who are eager to learn and grow, one of the biggest mistakes a company can make is waiting before giving managers opportunities to develop. Companies that invest in employee leadership development become more desirable to young talent and managers by providing reasons for those employees to choose and stay at a company.
What foundational areas do managers need for effective management?
We have found 4 areas that are critical to a manager’s performance: understanding the role of manager, skills for day-to-day challenges, goal and expectation-setting, and team engagement in a diverse workforce.
To be more effective, managers must have the following:
- Foundation: productive people management skills, an understanding of his or her management style, interviewing and onboarding capabilities, and communication skills
- Essentials: delegating and planning tasks, managing during change, conflict management, and time management
- Performance results: Establishing goals and expectations, giving feedback, coaching employees, and performance review skills
- Team engagement: motivating and engaging employees, leveraging diversity, managing across generations, and understanding team dynamics
Whether an employee has been a manager for years and needs to refresh and update their skills or has just taken on a leadership role, these areas will help build and reinforce a strong foundation for the leader and his or her team.
How can managers gain effective management skills?
Our program, Management VitalsTM, uses 16 versatile modules to focus on these essential skills for managers to be successful in their role. These areas allow leaders to prepare for the challenges of new expectations, including people management skills and day-to-day management tasks.
With flexible content options, both emerging and existing leaders can gain the tools, skills, and confidence specific to their needs, allowing them to manage more effectively and proactively.
Does it work?
The impact of the Management VitalsTM program is clear: leaders develop and strengthen their people management skills, learn productive people management, discover resources to support day-to-day tasks, acquire the skills to establish expectations and provide coaching feedback to employees, and increase confidence in their management capabilities.
After attending management training, it’s important to set goals and design an individual development plan to follow the learning process with active implementation of concepts. Leaders who attend Management VitalsTM align the content of sessions with a personalized action plan to continue learning in their day-to-day actions.
Investing in the development of current employees, even those who have been managers for a period of time, shows a company’s willingness to adapt to the changing business environment and enable those leaders to succeed. To ensure success, set clear, measurable objectives and select leaders who are eager to learn and apply new skills, then get in touch with FlashPoint to let us know how we can help.