Leadership development - why it matters.

Boost Retention with One Simple Move: Leadership Development.

We all know that exceptional employees are crucial for success. But here's the real game-changer: great managers. They are the backbone of any thriving organization, keeping teams motivated, engaged, and on track.

You know it, and so do they.

Consider this: A report from Work Institute found that "70% of employees say their relationship with their direct supervisor is a key factor in their decision to stay or leave a job."

With those kinda numbers on the line, it's important to level up your managers with solid leadership development training. 💪🏻

Here are a few key topics:

𝗦𝗸𝗶𝗹𝗹 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Managers need to be adept at evaluating their team members' skills. This helps in assigning tasks effectively and pinpointing areas for growth. Most employees want to do their jobs well and feel confident. It's up to their manager to be able to provide the information and development they need to do so.

𝗧𝗼𝘂𝗴𝗵 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀: Training managers to handle difficult conversations with empathy and clarity is essential. It's truly an art. It fosters a supportive work environment and tackles issues head-on that help you move 𝙛𝙤𝙧𝙬𝙖𝙧𝙙, and not stay in place. Have you ever watched a hamster running on a wheel!?

𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻: Managers need effective strategies to keep their teams engaged through routine/monotonous tasks, budget cuts, or shifting priorities. This skill can be the key to reducing turnover and boosting retention. In a landscape of constant change, a leader who can maintain motivation through it all is a true powerhouse.

𝗦𝘁𝗿𝗲𝘀𝘀 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗪𝗲𝗹𝗹-𝗕𝗲𝗶𝗻𝗴: Being a leader is challenging some days. (well, ALOT of days!) Make sure your development program includes strategies for managers to recognize and manage their own stress, as well as techniques for maintaining their well-being. Supporting leaders in these areas helps them stay resilient and effective.

If YOU are a manager, it’s ok to ask yourself, "Am I getting what I need?" Speak up and request training, conferences, or other resources. Come prepared to your next 1:1 with specific options. Advocating for your own growth is like advocating for your team! Don’t be shy about asking for resources to support them.

For VPs or CHROs - check in with your managers! Use anonymous surveys to identify their real needs. Find out what they need help with that they might not tell you in a 1:1. If your organization doesn’t have a formal leadership development program in place, set up an internal mentorship program to get started. And then get to work on getting one in place! It doesn’t have to be elaborate; it just needs to provide the information and support your managers need to feel confident, just like the guy in the picture. 😁

Bottom line?

When managers excel - they reduce turnover, cut recruitment needs, enhance the employer brand, and make up for areas where the company may not be as competitive such as salary or benefits.

Bonus tip: Encourage peer learning by setting up manager roundtables or support groups. These sessions allow managers to share experiences, discuss challenges, and brainstorm solutions together. It creates a collaborative environment where they can learn from each other's successes and setbacks, fostering a strong network of support and shared knowledge. This can be a great add to a formal program that both managers and employees can benefit from!

Talent Strategy is Brand Strategy.