The Case for Manager Training

What the Research Tells us, and Why it Matters Now

Managers play one of the most pivotal roles in an organization — and yet, they’re often among the least supported.

Whether you're leading HR strategy, supporting a specific business unit, or navigating your own leadership development, the need for well-prepared, well-equipped managers is clear. What’s often missing is the space—and support—for them to grow. Let’s break down why it matters, who it impacts, and how we can respond.

Why Managers Matter More Than Ever

• Gallup reports that 70% of team engagement is influenced directly by the manager.
• McKinsey found that managers account for up to 40% of variance in team performance.
• A DDI study found that leaders who received formal training were 48% more likely to be rated effective by their teams.

In other words, when managers are equipped to lead—not just execute—the results show up in performance, morale, retention, and culture. And yet, a 2023 report from SHRM revealed that nearly half of new managers receive no formal training before stepping into their role.

In the State of the Global Workplace 2025 report, Gallup notes that engaged employees are more productive, have fewer absences, and enhance customer relationships, leading to increased sales. The key factor in team engagement is the manager. Disengaged managers result in disengaged teams, a trend evident even at the national level.

When we skip development, we set managers up to struggle—which often means their teams struggle too. 

Maybe you can relate to one of these scenarios:

• Increased turnover, particularly among high-potential team members
• Lower engagement and productivity across departments
• A weaker bench for succession and internal mobility
• Burnout — for both managers and their teams

Framing training as risk mitigation and performance enablement helps stakeholders see the cost of inaction — and the value of a proactive investment.

• They’ve never been taught how to give effective feedback
• They feel unsure about how to navigate conflict or coach others
• They’re stretched thin and unsure where to focus their energy

In these cases, waiting for central L&D to deliver a solution isn’t always realistic. That’s where looking outside the system can help. Programs that focus on the core skills of people leadership—grounded in research, designed for real work, and delivered by experienced facilitators—can be the bridge between where your team is and where you need them to be.

Investing in manager training, especially when you’re early in your leadership journey, is one of the most important choices you can make for your future. It’s not about learning everything at once. It’s about building confidence, finding language for difficult conversations, and getting clarity on how you want to lead. You don't have to do it alone — but you do have to be intentional.

A Way Forward

We know that management is often called the “messy middle.” And it’s true: leading others comes with complexity, competing priorities, and constant pressure.

But it’s also a place of possibility. Managers have the greatest day-to-day influence on how people experience work. When they’re supported, everyone benefits — their teams, their leaders, and the broader organization. That’s why investing in management training isn’t just the right thing to do — it’s a strategic decision with measurable impact.

If you’re looking for an actionable starting point for manager development, consider FlashPoint Leadership’s Management Vitals: Essentials Workshop.

This workshop equips leaders with foundational management skills:

• Giving and receiving feedback
• Adapting leadership to individual team needs
• Coaching with clarity and purpose
• Collaborating effectively in hybrid or virtual environments

The learning is practical, the tools are relevant, and the outcomes are meaningful. Explore the workshop and register.