“Quality of management is one of the biggest predictors of employee engagement, productivity, and company culture,” he added.
“Organisations can shorten the learning curve by identifying the specific behaviours of their best managers and delivering bite-sized, engaging learning experiences that turn that knowledge into action.”
Luijke’s comments come following a survey by Wakefield Research which found 76% of those surveyed say ineffective managers are frequently rewarded or promoted.
Further, according to 84% of managers, companies need a better way to evaluate manager ability.
It also found 87% of middle managers wish they had received more management training when they first became a manager.
However, even with training, behaviours often don’t last. Indeed, 80% of managers who do change their behaviour after training maintain those changes for just six months or less before going back to how things were before.
Moreover, 98% of managers surveyed feel managers at their company require more training to cope with important issues such as professional development, conflict resolution, employee turnover, time management, and project management.
The survey involved 500 U.S. middle managers at companies with 500+ employees.
From all the results, four tips were deduced for L&D professionals.
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- Don’t be boring. 92% believe they would be more likely to use new managerial skills if management training were more engaging.
- Don’t overwhelm. 74% believe the large volume of information in most management trainings makes it hard to remember and apply.
- Do follow-up. 36% infrequently have follow-up sessions to reinforce their management training.
- Do set specific goals. 28% infrequently have specific measurable goals set for them after management training.
When ineffective managers are “moving in and up”, companies should consider that a “development red flag”, according to Joris Luijke, VP of People at Grovo.