Nearly half of Australia’s mid-level managers say the training and development they now receive has decreased compared to the early years of their career.
According to the survey, by recruiting experts Hays, just 18% of 1,516 respondents from Australia and New Zealand said training and development had increased by the time they reached mid-management level.
The final 34% said it remained the same.
Reports have shown that 78% of employers consider training and development as the second most important factor for them at work, behind only work-life balance (85%).
Nick Deligiannis, managing director of Hays in Australia & New Zealand, said that while middle managers will end up shaping their organisation, L&D should be ongoing throughout a person’s career – not end at a certain point.
“Employers should develop their middle managers’ technical skills, cultivate their knowledge and understanding of the organisation’s goals, foster a belief in what the organisation is trying to achieve and help advance their leadership skills,” he said.
Deligiannis said this could include opportunities to lead other departments outside their functional skills base for a set period of time, formal training for a set number of days every year or joining a team or group projects across the organisation.
“By being included in more senior level business discussions and receiving the opportunity to contribute ideas, middle managers can experience rapid on-the-job growth,” said Deligiannis
“Mentoring is also important, as is the continuing development of emotional intelligence and soft skills.”
However, he added that that such development is unlikely to happen without intention.
“Map your career path and know where you want to be in the next two, five and 10 years,” he said.
“Know what skills you need to reach these goals so that you keep your career development on track.”
‘Don’t be boring’: Four tips for training middle managers
External training is more effective than in-house, claims survey
New report issues stark warning for L&D