How Managers Can Drive Employee Development and Boost Retention

In today's competitive job market, investing in employee development is crucial for attracting and retaining top talent. Companies that prioritize growth opportunities see higher engagement and loyalty among their workforce. While HR and training teams are essential, managers have a unique role in fostering employee development. Let's explore how empowering managers can create a culture of learning and significantly impact your team's success.

Research underscores that development initiatives lead to higher retention rates. A LinkedIn study revealed that 94% of employees would stay with an employer that invests in their development, emphasizing the link between training and job satisfaction. However, the shift to remote work has brought new challenges in engaging employees. According to Training Magazine, one of the biggest hurdles is maintaining engagement in virtual learning environments.

Managers are pivotal in driving development and engagement. Gallup's survey highlights that 70% of team engagement variance is due to the manager's quality. Despite this, many managers doubt the effectiveness of Learning and Development (L&D) functions. Companies must integrate managers actively into training initiatives to unlock their potential.

Here are five steps to empower managers in training and developing their teams:

Step 1: Let Managers Identify Training Needs

Managers are best positioned to recognize their team’s skill gaps. Companies should establish a process for managers to communicate training needs, using surveys and discussions. For instance, Powerage used manager insights to shape its “Power Your Career” program, effectively addressing development hurdles.

How to Do It:

1. Conduct Regular Surveys: Implement bi-annual or quarterly surveys where managers can highlight their team's specific training needs.
   

2. Facilitate Focus Groups: Organize focus group discussions with managers from different departments to gain diverse perspectives on training requirements.
   

3. Use Data Analytics: Leverage performance data to identify skill gaps and validate manager insights, ensuring that the training needs are accurately pinpointed.

Step 2: Create Targets and Structure for Learning

Designate specific times for learning to motivate busy teams. Novartis, for example, set a target of 100 hours per year for learning, backed by senior leadership, resulting in increased employee participation.

How to Do It:

1. Set Learning Goals: Establish clear learning targets for employees, such as a certain number of training hours or completed courses annually.
   

2. Schedule Learning Time: Dedicate specific days or hours each week exclusively for learning activities, ensuring that employees have uninterrupted time for development.
   

3. Provide Resources: Equip managers with the necessary resources, such as access to online learning platforms and materials, to facilitate structured learning sessions.

Step 3: Give Managers a Specific Role in Training Initiatives

Managers should have defined roles in training programs. At Carrefour, managers facilitate training sessions and integrate new skills into daily operations, fostering a culture of continuous development.

How to Do It:

1. Define Manager Roles: Clearly outline the responsibilities of managers in training programs, such as mentoring, leading training sessions, or coordinating with L&D teams.
   

2. Encourage Participation: Incentivize managers to participate in training initiatives by recognizing their efforts and including training-related goals in their performance evaluations.
   

3. Foster Collaboration: Create cross-functional training teams where managers can share best practices and collaborate on training initiatives, enhancing overall program effectiveness.

Step 4: Help Managers Apply Training Concepts

Managers should guide the practical application of training concepts. Aegon’s “Analytics for Leaders” program ensures that managers oversee and implement training insights, bridging the gap between learning and practice.

How to Do It:

1. Set Clear Expectations: Communicate the importance of applying training concepts and set clear expectations for managers to integrate new skills into daily workflows.
   

2. Provide Support: Offer ongoing support through coaching sessions, where managers can discuss challenges and receive guidance on applying training insights effectively.
   

3. Monitor Progress: Implement follow-up assessments to track the application of training concepts and address any obstacles, ensuring that learning translates into practical improvements.

Step 5: Collect Feedback from Managers

Feedback from managers is vital for evaluating training effectiveness. AstraZeneca’s “Leader as Coach” program uses multi-dimensional assessments to gauge impact, providing a comprehensive understanding of development progress.

How to Do It:

1. Conduct Post-Training Surveys: Regularly collect feedback from managers after training sessions to understand the effectiveness and applicability of the content.
   

2. Implement 360-Degree Feedback: Use 360-degree feedback tools to gather insights from managers, their team members, and peers, providing a holistic view of training impact.
   

3. Adjust Training Programs: Use the collected feedback to make data-driven adjustments to training programs, ensuring continuous improvement and relevance.

Involving managers in employee development is essential for attracting and retaining top talent. Empowered managers create a culture of continuous learning, driving retention and engagement. By implementing these strategies, your organization can enhance development efforts, reduce costs, and minimize friction. Ready to elevate your team's potential? Contact Straightline Consulting Group today to discuss a tailored plan that accelerates your goals and helps your people soar.