The #1 challenge for every business leader today is talent attraction, retention and development. West Michigan companies have grown in size and complexity since the recession. Demands on mid and senior-level managers have drastically changed and increased. For example, the questions and vocal expectations following the birth of the #MeToo movement have caused many companies to examine their internal policies and HR programs. Have you provided all the necessary tools, resources, training, coaching and development that managers need to help retain talent in today’s competitive environment?
We have found that a large majority of companies promoted their best employee into a management role with very little to no support. How can these managers be expected to effectively develop their team if they do not know what effective development looks like? Do your managers have the right tools in their tool belt to be successful? Are your greatest assets potentially your greatest liabilities?
In today’s demanding talent market, a successful manager requires an entirely new set of tools and behaviors. The performance outcomes expected of manager have changed as well. In addition to traditional performance metrics specific to each industry, managers are being held accountable for employee satisfaction, retention, absenteeism and performance.
Google recently published a blog article sharing the 10 behaviors of their best managers. You can read the article here.
These top managers share the following distinctive traits: being a good coach, fostering inclusivity by showing concern for success and well-being, demonstrating strong communication skills, supporting career development, acting decisively and encouraging collaboration.
Each company has a responsibility to provide the training that managers need to be successful in onboarding new employees and retaining current employees. Suggested areas of training focus are listed below:
MANAGER AND EMPLOYEE EXPECTATIONS
Identify and discuss the expectations of both the manager and employees.
STARTING THE EMPLOYEE’S FIRST DAY ‘ON THE RIGHT FOOT’
Provide coaching to managers regarding the critical steps to onboard a new employee and how to involve the rest of the team to assist in on-boarding as well (read – how to maximize the first 90 days).
TRAINING EMPLOYEES ON NEW TASKS AND PROCEDURES
Share some basic approaches for training new employees and ensuring employees will effectively learn what they need to be successful.
PRIORITIZING THE SHIFT
Develop routines that help managers plan and organize their days to ensure that they accomplish important projects and not just urgent tasks.
HANDLING CHALLENGING EMPLOYEE SITUATIONS
Role play common challenges that managers are faced with and strategies for handling these sensitive and sticky situations.
If managers are not equipped with the right tools, resources, training, coaching and development to be successful, then executive management is accountable for failing managers, employees and new hires. Underdeveloped managers and bad on-boarding can quickly create a toxic work environment and a negative reputation in the marketplace. As workplaces change quickly, the choices are clear: provide managers with the support they need, or continue to experience dissatisfied employees, high turnover and high absenteeism. The old adage, “People quit managers, not companies” remains truer than ever in today’s changing workforce (see our article on what people value, by generation).
The good news is that the solution to this challenge is not complex and doesn’t require a huge investment. There is a painless and quick fix for under-trained personnel. If you provide your managers training today you will see attrition decrease within as few as 6-8 weeks. Axios HR has helped many West Michigan companies focus on their #1 challenge of talent attraction, retention and development through facilitated manager training. Many companies have had positive results shown through decreased turnover and increased productivity. Below is an example of the results that this training produced for one of our customers:
To learn more about our available manager training programs, click below and contact us today!
May 3, 2018
> 50 employees < 50 employees Article Business Executives Under 50 Employees Competitive HR Professional