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We know that unskilled managers make mistakes that have a negative impact on employee morale, customer service, and production. The problem: Many managers are not given management training.
Although 56% of human resources managers consider training and development essential for business, according to statistics posted by the Lorman Team:
- 59% of managers who oversee one to two employees report having no training at all.
- 41% of managers who oversee three to five employees report having no training.
- Nearly 50% of managers with over ten years of experience claim they’ve only received about nine total hours of training.
- 43% of managers who have been in their role for less than a year say they’ve had no training.
Let’s consider some possible reasons:
- Upper management’s assumption that managers already have the skills they need.
- Budgetary considerations and limitations.
- Managers are unwilling to spend time in training.
- Production concerns that take priority.
- Lack of upper management support for training.
- Training hasn’t been convenient for the managers’ schedules.
- Lack of access to training.
- Previous experience with training that was more theoretical than practical.
- Geographically dispersed worksites make centralized training problematic.
- An aversion to the idea of training.
- Misconceptions about what training content or methods involve.
- Mistrust of training or trainers.
- Managers’ beliefs that they have the skills they need.
- Lack of credibility on the part of the trainers.
- Fear of a lack of confidentiality during training.
- A concern about work piling up while the manager is in training.
- Previous training was ineffective because it lacked reinforcement or follow-up.
What would make a difference?
- If the training content was practical, reflected best practices, and was consistent with the organizational culture and issues.
- If the trainers were credible.
- If the training was available just-in-time.
- If the training method was comfortable and non-threatening.
- If the training was scheduled at the convenience of the managers.
- If the training took a short amount of time.
- If the training happened in the flow of work.
- If the training was virtual.
- If the training was self-directed so it could remain entirely confidential.
- If the training was reinforced after the session.
Question: Can your organization live with the consequences of having unskilled managers?
If you would like to know more about management training that would make a difference, schedule time to talk with Deborah Laurel of The Peer Learning Institute: https://bit.ly/314ztux
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