Why Manager Upskilling Can’t Wait

Your Managers Are Facing a New Reality

Managers carry a lot. They’re expected to lead with confidence, support their teams, deliver results, and navigate constant change.

Today’s managers are leading remote and hybrid teams, coaching through uncertainty, and responding to increasing demands with limited guidance. The expectations are higher, but their preparation often falls short.

You’ve likely seen the data: Gallup research shows that up to 70% of team engagement is driven by the manager. But the real story goes beyond statistics. When managers lack support, it shows—in miscommunication, low morale, high turnover, and poor performance.

McKinsey found that while 70% of organizations say building manager capability is a top priority, only 40% believe they’re doing it effectively. That’s a significant gap—and it’s affecting how teams perform and how leaders grow.

So the question is: what are you doing to support your managers?

Why Upskilling Matters Now

When you invest in manager development, you’re not just improving individual skills. You’re creating stronger teams, better conversations, and a more resilient culture.

Upskilling helps managers:

• Give timely, clear feedback
• Build trust and psychological safety
• Lead through change with confidence
• Address conflict without avoidance
• Shift from being a high-performing individual to a capable people leader

It also signals to your managers that they matter—and that their growth is essential to your organization’s success.

How to Take Action

If you’re leading L&D efforts, manager upskilling doesn’t need to be complex. It needs to be intentional. Here are five ways to start:

1. Start with real needs, not assumptions.
   Talk to your managers. Ask what’s working and what’s not. Look at performance data, feedback, and engagement results. Use what you learn to guide your development plans.
2. Create space for shared learning.
   Bring managers together in small groups to explore topics they’re grappling with. Use discussion, reflection, and practice—not just theory—to deepen learning and build connection.
3. Think beyond one-time workshops.
   Learning is a process, not an event. Offer practical follow-ups, job aids, and coaching to help managers apply what they’ve learned over time.
4. Don’t overlook new managers.
   New leaders are often promoted without preparation. Give them a strong foundation early: how to set expectations, hold 1:1s, manage former peers, and communicate with clarity.
5. Lead by example.
   When senior leaders prioritize manager development, others follow. Reinforce that learning is part of leadership, and that great managers are always growing.

Upskilling isn’t just a nice-to-have. It’s a business-critical strategy. And it doesn’t take a massive program to get started. It takes listening, consistency, and the belief that your managers deserve the same level of development you ask them to give their teams.

If you're ready to equip your managers with the skills they need to lead with clarity and care, FlashPoint can help. Let’s start a conversation about what’s possible.