Managerial Training: A Guide to Transform Your Workplace

To transform your workplace from within, there’s nothing more important than managerial training. Positive change often comes from the top, with good managers able to inspire momentum and drive teams forward. When leaders combine motivation with managerial knowledge and skill, workers feel supported, and businesses thrive. From increased employee satisfaction to enhanced productivity and staff loyalty, the benefits of managerial training stretch in every direction.

This comprehensive guide looks into all aspects of managerial training. After defining the roles and challenges of management, we’ll review the benefits of training and highlight different techniques and programs. Regardless of your location or sector, well-trained managers have a huge influence on organizational performance.

In this guide:

• Unveiling the Managerial Landscape
• Benefits of Managerial Training
• Types of Managerial Training Programs
• Explore the Orange Program
• Choosing the Right Training Providers
• Determining the Optimal Budget for Managerial Training
• Navigating the Legal, Cultural and Measuring the Impact of Management Training
• Conclusion and Final Thoughts

1. Unveiling the Managerial Landscape

Manager’s Role

Managers have key responsibilities in every organization. They have to fulfill a number of roles, dealing with people, managing information, and making decisions that affect lots of individuals. The role of modern managers transcends oversight and task-checking, with good leaders needing to provide inspiration, delegate projects, organize teams, and — above all else — take responsibility.

Managers have a huge influence on team productivity, professional engagement, and employee satisfaction. When they get it right, good managers help to improve motivation and drive business outcomes by creating a thriving workplace culture.

Manager’s Challenges

Mintzberg’s managerial theory is an influential breakdown of leadership roles defined by management expert, author, and academic Henry Mintzberg. This model was created in 1998, in an effort to structure the broad responsibilities faced by modern managers. According to this theory, management roles fall into three categories: interpersonal, informational, and decisional. The first role is concerned with people, the second is about knowledge, and the third is related to action.

Managers face various issues as they attempt to fulfill these roles, many of which are complex and concurrent. Whether it’s developing communication skills; learning to create, receive, and share information; or getting comfortable making big decisions, training is required to overcome challenges and meet responsibilities.

According to Professor Jan Terje Karlsen from the department of Leadership and Organizational Behavior at the Norwegian Business School, workplace-based management training proves to be the most impactful. In a paper titled An evaluation of management training and coaching, co-written with Morten Emil Berg, Professor Karlsen concluded that “management training should be based on the specific work challenges that the participants experience at their workplace.” They highlighted the following tools as most important: emotional intelligence, empowerment, self-management, signature-strengths, and positive emotions.

2. Benefits of Managerial Training

Managerial training describes all efforts to upskill managers, both on and off the job. From in-house education to external courses and seminars, good managerial training delivers the following benefits:

Enhanced Leadership Skills

Good management is about leadership. While this comes more naturally to some people, professional training helps to develop and implement leadership skills. These skills affect all aspects of business, and they need to be strengthened and refined over time. Examples of key leadership skills include communication and relationship-building, innovation and creativity, and negotiation and conflict resolution.

It doesn’t matter what industry you’re talking about; successful organizations always have strong leaders. From company owners and CEOs to mid-level managers and team leaders, anyone involved with managing people and resources needs proper training. While good leaders come from all walks of life, many of them attribute their success to education. Ursula Burns is the CEO of Fortune 500 company Xerox. She immigrated to the US and emerged from poverty largely thanks to education, and she’s just one example. After studying law, Nelson Mandela even said, “Education is the most powerful weapon which you can use to change the world.”

Improved Team Performance

When managers are trained properly, they can have a massive influence. They can impact team dynamics, set cultural values, and boost performance using their leadership skills. Training works on several fronts, and it affects all facets of business. Good training programs teach theoretical knowledge and practical skills, and they show people how to implement these resources effectively. When people develop good leadership skills, they can promote positive change from within.

There is a strong correlation between training and business growth. According to a report by Jean-Marc Laouchez, President of The Korn Ferry Institute, over 85 million jobs will go unfilled worldwide by 2030 due to a lack of available talent. This could result in a loss of $8.5 trillion annually in global revenue. According to the report, “human capital will be just as important as automation in the future.”

According to The effects of team training on team outcomes: a meta-analysis by Doctor of philosophy Lisa Delise et al., positive relationships were noted in several key areas. In the paper, team training was defined as any planned effort to improve performance, including the acquisition of new information, skills, and attitudes. This paper summarized findings from 21 studies, with training found to be beneficial in five key outcome areas: affective, cognitive, subjective task-based skill, objective task-based skill, and teamwork skill.

Employee Engagement and Retention

Well-trained managers affect how teams are shaped over time. They improve business performance by promoting employee participation and engagement. When people feel listened to and supported, they’re more likely to work hard and deliver value. Training programs are needed to help managers communicate effectively and make the right decisions.

Good managers also impact staff loyalty and retention rates. This is a huge issue for any organization, and leadership skills have an important role to play. Well-trained managers know how to respect and support their workers, which contributes to better business continuity and lower turnover rates. When managers have access to a consistent and well-organized team, they can build upward instead of always reinventing the wheel.

Various research findings have supported the connection between training and employee retention, including one study into the hospitality industry. The impact of manager training on employee turnover intentions by assistant professor and event management extension specialist Kristin Malek et al. found a significant inverse relationship between management training and employee turnover intentions. According to the study, any investment into training initiatives would be funded by a direct reduction in employee turnover.

Along with managerial courses, training programs aimed at employees have also been found to support staff retention. When people are given an opportunity to grow within an organization, they’re more likely to feel engaged and remain loyal. The more employees are engaged at work, the lower the turnover rate.

3. Types of Managerial Training Programs

When it comes to management training, not all programs are created equal. There is significant variation in the style and scope of programs, based on the intentions of the course and its intended participants. The following training programs are among the most common:

Leadership Development Programs

Leadership development programs are incredibly popular. These programs teach various leadership philosophies and techniques, with participants learning a range of approaches. This is needed, as lots of factors influence leadership in the real world. For example, these programs teach people how to make decisions based on the industry sector, organizational size, and team dynamics. When people become better leaders, they can influence team members, manage conflicts, and foster cohesion.

In a typical leadership development program, existing or aspiring managers will learn how to employ various leadership styles. From everyday tactics to seasonal surges and crisis response, people learn how to manage teams depending on the situation. Strategies are provided for successful hiring and onboarding, along with workplace productivity and cultural development.

There are lots of reputable leadership training programs, from industry courses and private classes to business schools and universities. Examples of the latter include The Dale Carnegie Course Skills for Success, Leadership in an Exponentially Changing World at MIT, a micro-MBA from in Leadership and Management from McGill and Professional Certificate in Leadership and Communication at Harvard University. When choosing a program, you should consider your existing skills, professional experience, and preferred style of leadership. It’s also vital to look into training providers, so research the instructors and try to find some unbiased reviews.

Communication and Conflict Resolution Training

Along with leadership development, there are many programs dedicated to communication and conflict resolution. This is a key aspect of any management role, and one that’s most reliant on training. Whether you’re working for a multinational giant or a small family business, conflicts happen all the time. Without the right skills, it’s almost impossible to avoid and manage these conflicts accordingly.

There are lots of conflict resolution strategies, and different skills are needed for each one. For example, managers need to learn about active listening, non-verbal communication, effective compromise, and empathy building. Communication is central to these strategies, and it plays an important role in every program. Among other things, managers learn how to address issues early, set clear expectations, and get accurate feedback.

There are lots of specific training modules and workshops dedicated to communication and conflict resolution. While these subjects are taught during extended leadership and management programs, teaching dedicated material on the job is another valid way to learn. Recognized programs are available from Crestcom International and Dale Carnegie in Quebec, along with big names like Shine BrightX and the National Conflict Resolution Center.

Technology and Management Tools Training

In addition to leadership training and conflict resolution, managers often need technical skills. Management tools are used in most industry sectors, and training is needed to operate them successfully.

If managers don’t stay updated on technological advancements, they’re likely to experience numerous disadvantages. For example, they may be unable to access data, share information, or get feedback from customers and employees. Without proper training, managers are also likely to lose the confidence of their workforce. This is a disaster for any leader, and it can only be rectified with professional training.

Employee Recognition Training

Becoming a good leader is about learning to recognize and support people. Employee recognition training is a strategic initiative designed to help managers with this process. There are lots of skills needed for effective recognition, with training programs helping leaders to acknowledge and appreciate their team’s contributions and achievements. Beyond saying “thank you,” employee recognition programs are about understanding the psychological factors that drive employees on a daily basis.

Benefits of Employee Recognition Training

Employee recognition programs provide the following benefits to managers:

Improved Morale and Job Satisfaction

Recognizing positive contributions helps to boost morale and improve job satisfaction. Everyone likes to be appreciated, with a little positive feedback capable of transforming your entire organization. There are lots of ways to improve morale, including corporate awards, financial incentives, and peer recognition programs. Some of these things are very easy to implement, and they offer a range of tangible and intangible benefits.

The positive correlation between employee engagement and job satisfaction was noted in a study by the . Employees were more likely to be engaged at work when several conditions were met. Engaged employees were influenced by co-worker relationships at 73%, opportunities to use their skills/abilities at 70%, and relationships with their immediate supervisor at 70%. Managers can have an impact on all of these issues.

Enhanced Employee Well-Being

Recognition has a huge impact on employee well-being. People with a healthy sense of well-being are more likely to be happy at work and less likely to take days off. Personal well-being also affects long-term outcomes, including staff loyalty and retention rates.

Recognized employees experience more meaning and purpose in their work, which leads to a better work environment and improved mental health outcomes. According to the American Psychological Association (APA), 92% of workers said it was important to work for an organization that values their emotional and psychological well-being.

Increased Engagement and Productivity

Employee recognition has a direct impact on engagement and productivity. While morale and well-being are extremely important, these benefits can be somewhat intangible. In contrast, productivity is a primary indicator of business growth. Recognition leads to higher rates of employee engagement, with people feeling more involved and willing to contribute.

Beyond surface-level morale, recognition drives the intrinsic and extrinsic motivation of individuals. Intrinsic motivation refers to the internal drive someone experiences from performing a task. Extrinsic motivation involves external rewards. Good managers know how to find a healthy balance between both of these approaches. Motivated employees are invested in the outcome of their work, which makes them work harder and generate more value for the business.

There’s an intimate connection between employee recognition, motivation, and efficiency. Without feedback from managers, employees feel isolated and struggle to find energy. With appropriate recognition, however, they’re likely to feel included and appreciated. Instead of just performing tasks, engaged employees want to do the best job possible. This makes a huge difference to the quality of results, and it has flow-on effects for the rest of the business.

Positive Work Environment

If you want your business to succeed, you need to create a positive environment. This involves multiple elements, from the physical layout of your space to the psychological health of your workforce. Once again, employee recognition has a key role to play. When people feel heard and supported, they’re more likely to be engaged and motivated. Recognizing employees might seem simple, but doing it properly requires knowledge and skill.

Beyond isolated efforts and singular relationships, it’s important to build a culture of appreciation. Recognition training is key, with managers learning how to support their people through integrated systems. If you want to embrace recognition as a corporate value, you need to be proactive. There are lots of ways to do this, including formal meetings, informal chats, financial incentives, and non-monetary awards. Whatever you do, it’s important to balance personal and public recognition to build intrinsic and extrinsic motivation.

Enhanced Employee Loyalty

People who feel recognized at work are more likely to remain loyal. When the same people are employed year after year, it’s much easier to form quality relationships and build a productive team. This offers benefits across the board, with loyal employees more engaged, more productive, and more committed to the goals of the business. Depending on the sector, employee loyalty can also affect things like cybersecurity and authorization.

More than anything else, however, staff loyalty has a massive impact on business continuity. This has a number of ripple effects, from reduced turnover and training costs to employee management and business efficiency. When you change employees all the time, communication gets fractured and information gets lost.

Managerial training helps to avoid these issues, with leaders learning how to deliver valuable feedback and keep people around for the long run. According to a Gallup/Workhuman survey, people who work for an organization that prioritizes employee recognition are 56% less likely to look for a new job.

Attracting Top Talent

Along with looking after the people you have, employee recognition is a great way to attract new talent. Highly skilled or experienced workers deserve to be recognized and appreciated. Along with great pay and conditions, people want to work with businesses that appreciate them. Top professionals actively seek these opportunities, and company reputations develop over time.

If you want to attract the best talent in your sector, you need to develop a culture of recognition. Talented workers demand nothing less, and a good reputation in this area will benefit your entire enterprise. Many companies have used recognition as a recruitment tool, and for a very good reason. When combined with job benefits and a strong industry reputation, recognition programs can help to drive new talent.

4. Explore the Orange Program

The Orange Program provides a unique opportunity for managers in the field of recognition. It helps leaders to implement a variety of employee recognition strategies, strengthening positive behaviours, bringing teams together, and boosting all aspects of performance. When managers learn how to recognize their employees on a daily basis, everyone gets a reward.

While the benefits of employee recognition are well understood, implementation remains a significant challenge. That’s why we created the Orange Program, with practical advice tailored to the needs of modern managers.

The Orange Program by Altrum is based on the following elements:

• Behavioral focus: identifying lasting and measurable changes in behavior
• Integrated micro-learning: flexible activities tailored to each participant
• Blended learning strategy: videos, questionnaires, challenges, and more
• Practical tool kit: memory aids, challenge games, and more
• Results assessment: real-time tracking to measure and review progress

Nortera’s Success with the Orange Program

Nortera, a leader in plant-based nutrition with operations across North America, experienced significant improvements in recognition practices among managers after implementing the Orange Program. The program’s adaptable structure, featuring concise videos and practical tools, resonated well with busy plant managers.

Results showed enhanced team motivation and increased recognition scores, highlighting the program’s transformative impact. Moving forward, Nortera plans to formalize recognition policies based on the program’s success, aiming to institutionalize recognition practices company-wide.

“Plant managers don’t have the time or inclination to sit down to theoretical training courses lasting more than an hour. The Orange Program, with videos of up to 25 minutes per week and hands-on activities, fitted in perfectly with their busy schedules and learning preferences. What’s more, as the training is spread over several weeks, they had plenty of time to put the concepts taught into practice,” says Oriane.

5. Choosing the Right Training Providers

If you’re ready to adopt and integrate managerial training, you need the right partner by your side. When you find a training organization that’s aligned with your values and goals, the sky is truly the limit. When looking for a training partner, you should keep the following things in mind:

• Reviews and recognition
• Experience and reputation
• Scope of learning material
• Program relevance and integration

If you plan on designing an in-house training program, there are many other issues to consider. Initiating change from within can be challenging, but it’s possible with the right mindset and material. It’s important to develop a program that meets your immediate and future needs, with various resources available based on your size and sector.

Whatever type of program you initiate, it’s vital to equip managers with the most relevant knowledge, the most appropriate skills, and the most efficient tools. It’s important to be agile and flexible throughout this process, with changes often needing to be made. Managerial training programs require constant monitoring and feedback, with a comprehensive review mechanism necessary to be integrated with the rest of the program.

6. Determining the Optimal Budget for Managerial Training

Like everything else in business, budget issues are likely to affect training initiatives. While the initial cost of training is minimal compared to the potential outcomes, a financial outlay needs to be addressed. When developing your budget, the following issues should be considered:

• Assess your business needs
• Benchmark industry standards
• Align with organization goals
• Link to strategic objectives
• Consider return on investment (ROI)

Lots of factors come into play when determining your budget, and it’s important to be thorough. From the size of your company and its operating budget to industry-specific demands and compliance, everything needs to be addressed. The issue of quality is central to every decision, with immature or limited training programs sometimes doing more harm than good. While it’s important to explore cost-efficient methods such as online training and non-tailored programs, you should never compromise on quality.

Turnover and opportunity costs

When making a budget, it’s important to consider turnover expenses and other opportunity costs. Defined as the cost of not acting, these hidden expenses end up being very expensive. For example, investing in employee development helps to increase job satisfaction and happiness, which leads to better retention rates and ends up saving you money. There are numerous expenses associated with staff turnover, from the cost of placing ads and holding interviews to the loss of business continuity. When everything is taken into account, employee development is an opportunity more than an expense.

7. Navigating the Legal, Cultural and Measuring the Impact of Management Training

According to Anna Schosser from Retorio, “Companies that have strong training programs experience a 218% rise in income per employee and a 24% improvement in profit margins.”

There are many methods used to evaluate the success and impact of managerial training programs. To ensure maximum efficiency and minimum expense, it’s vital to review and refine your programs on an ongoing basis. The following key performance indicators and metrics can be used:

• Employee engagement surveys
• Retention and turnover rates
• Productivity and growth indicators
• Specific performance measures
• Peer-to-peer recognition interviews
• Employee feedback analysis

8. Conclusion and Final Thoughts

Managerial training is a large field that includes leadership development, conflict resolution, and technology skills. Employee recognition is another key area, with this important initiative offering benefits across your organization. From engagement and productivity to loyalty and continuity, your entire business is at stake.

To get recognition right, however, leaders themselves need to be supported. Ongoing training is a must, as managers learn how to promote change and drive people toward success.

At Altrum, we understand the pivotal role of managerial training. If you want to foster a productive workplace culture based on mutual respect, you need solid foundations. Our training programs help to empower managers as they learn the true significance of recognition. When your leadership group has the right knowledge and skills, they’re able to support your workforce and inspire positive change for years to come.

If you’re ready to boost engagement, inspire loyalty, and drive growth, please reach out — we’re always listening.