WHY IS MANAGEMENT TRAINING SO IMPORTANT AND WHAT ARE THE RISKS OF NOT INVESTING IN THIS TRAINING?


The relationship an employee has with their manager is key to their happiness within their role and their level of engagement.


Here are just some of the reasons why management training is so important:


Improving quality and productivity - Managers have a profound impact on the performance of their teams. In order to get the best results from their colleagues in terms of quality and productivity, they must be able to do their jobs well. This involves everything from making sure workers have all the training they need, to handling conflict appropriately, to delegating tasks effectively. Another crucial element of good management is ensuring people are incentivised to perform to the best of their ability. When managers have the knowledge and skills required to meet objectives like these, they play a major role in raising quality and productivity within an organisation.
 

Increasing morale and engagement - The relationship that staff members have with their manager is known to be one of the most important factors in employee engagement. When workers feel positively about the people who are leading them, they are more likely to be happy and fulfilled in their roles. For this reason, good management training has a huge, positive impact on morale.
 

Improving recruitment and retention - Integrally linked to the previous point, respected and well-trained managers significantly improve recruitment and retention. People are much more likely to apply for jobs at a particular employer or remain within an organisation if they like the management style. As well as increasing the likelihood of finding and keeping the most talented personnel, this drives down the costs associated with high levels of employee turnover.
 

Managers of today can become leaders of tomorrow - A manager who benefits from good development opportunities now is more likely to grow to become a leader further down the line. This ensures that employers have access to a pool of internal talent and are less reliant on hiring leaders from outside who may not be as familiar with their systems and ethos.
 

Keeping organisations up to speed - The business environment is constantly changing. Even the most capable and effective managers need to keep learning in order to ensure their knowledge and skills stay up to date. In areas ranging from employment laws, to workplace safety regulations, to new technologies, it’s essential that managers are kept apprised of the latest developments.
 

Enhancing the team dynamic - Particularly in large organisations, there is a risk that different departments fall into a routine of functioning completely independently of one another. This isolationist approach has a negative impact on the team dynamic across a business and makes it difficult for employees to see the bigger picture and the common goals they are working towards. Management training that brings people from different areas within an organisation together helps to combat this problem, creating a more cohesive workforce in the process.
 

Making organisational change easier - All organisations undergo change periodically. The advantage of effective management training is that it makes these times of transition easier. It can provide leaders with the strategies they require to implement changes with minimal disruption and help them to convey the rationale and importance of any new systems and practices to their teams.
 

The risks of not investing in this training


Management training does require investment, but the costs - both reputational and financial - associated with not taking advantage of these professional development opportunities can be far greater. If senior personnel within an organisation lack appropriate training, there is a greater risk that the workforce as a whole will be disengaged, unhappy in their roles and unproductive. This causes organisations to struggle, attract and retain the best workers, meaning there is a risk they will become trapped in a continuous cycle of losing employees and having to recruit and train new members of staff to fill the vacancies.
 

A lack of management training also makes organisations more vulnerable to litigation brought by employees or external parties. This could be a result of anything from a safety failing to a breach of employment legislation or data protection rules. Inadequate or insufficient training makes it more difficult for businesses to cope with corporate change and it can have a negative impact on team spirit.