Is it Worth the Time and Trouble to Train New Managers?
Absolutely, especially when you take into consideration the implications for neglecting it.
The Peter principle, not to be confused with Peter Pan Syndrome (although they both describe the negative impacts of stagnating), an employee will swing from one branch to another within their organization until they reach a level where they lack the competence to carry out job-related tasks. If there aren’t resources available to continue growing management beyond their current capacities, it could become harder to find and develop the talent you need to succeed in today’s constantly changing business climate.
In addition to remaining competitive, new manager training alleviates the effects of a bad boss on the entire workplace, which range from employee turnover, poor performance, increased health costs, and low morale.
How to Know if Your New Manager Training Program is Effective
New manager training is not necessarily a one-and-done activity. More likely than not, effective delivery will require sustained learning sessions over a period of months, and possibly years. On the other hand, there are a few signs that a new manager training program is having the desired end result.
- The new manager is asking questions.
If you are a new manager or are working with one and he or she is not asking questions, it likely means that he or she is not receiving enough information. A manager that understands the new role and how it impacts the entire organization will have a higher aptitude for integration, collaboration, and growth.
- Employee complaints are at a minimum.
It seems obvious, but it’s true. The less employees are going to HR, the better a new manager is performing. Watch for signs of disdain between employees and a manager, which might include office snickers (not the candy), plummeting team and individual productivity and performance, and a general air of animosity in the workplace surrounding a certain manager’s domain. High turnover and an increase in expenses attributed to that department are also indicators of a less than effective training program.
- Stress is low, confidence is high.
When a manager feels equipped to handle the challenges of the workplace and their team, it lowers stress levels within the business as a whole. Women are still some of the least confident leaders in the workforce, and even men don’t rate themselves anywhere near a 10/10 on the confidence scale. Whatever an individual or company can do to contribute to a solidified sense of self will produce a grapevine of positivity all around.