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7 Signs Your Organization Should Invest in Training Front Line Managers

When should companies invest more in training front-line managers? Here are 7 clear signs.

1) Ignore non-performers. Front line managers are the first point of contact to address low performance. Ignoring non-performers is a clear indicator of front-line managers’ inability to face performance issues affecting their organizations.

2) Employee engagement is non-existent. Managers’ ability to build trusting relationships with direct reports is the most vital factor in employee engagement.

3) Morale is low and employees are less productive. Engaged employees are happier and more productive. Managers’ ability to address disengaged, disruptive and frustrated employees are one of the most important factors.

4) Employee lawsuits are high. Even more expensive than recruiting talents is the cost of addressing employee lawsuits. When communications and policies and procedures are inconsistent throughout the organization, coupled with incompetent managers, this opens the door to a lot of unforeseen damage.

5) Managers are using trial and error in resolving conflicts. They blunder their way through all the aspects of people management. Clear objective setting, structured performance evaluation systems, honest and open feedback and communication are not taking place.

6) The company spends a lot in recruiting talented managers, without the ability to promote from within. No one has taken on the daunting task of bridging the gaps in talent development.

7) Front-line managers and supervisors are not getting half of the training investment received by top managers and executives. Training bottom and middle managers is very well needed as they are the relationship builders with employees.

Respected well-trained managers play an extremely important role in boosting morale, which in turn increases retention.   As recruiting and litigation costs increase, the focus on developing front-line managers is too important not to emphasize. Directly affecting organizations, employees’ relationship with their direct manager is the most important single factor in employee engagement. If front-line managers are given the tools to succeed, you’ll have a productive workforce.

By Sophia Sanchez, SPHR

Principal Consultant – Develop For Results International
Author of  “The Development Alternative: Powerful Strategies for unparalleled Business Results”
For more information about our Human Resource Consulting services to include manager training  please visit DevelopForResults.com

 

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