A recent global survey showed that a surprising 49% of millennials would quit their current job in the next two years if they had a choice. Their top three reasons? Pay topped the list (43%), then lack of advancement opportunities (35%) and lack of training and development (28%). There isn't always something to be done about the first two complaints, but we should all strive to do better with the third.
They say that people don't leave jobs, they leave managers. In this issue of HR Insights, Jessica Miller-Merrell explains the importance of management training in "5 Key Strategies for Developing New Managers." Her tips on finding the sweet spot between guidance and micromanagement can help us better train our new managers on how to interact with and support their employees.
Developing and mentoring new managers sounds simple: there are some straightforward policies and workflows required. But what about the soft skills every manager needs? How can we teach empathy, engagement, and the mentoring of others?
At Employment Enterprises, we continually invest in our managers by encouraging certification in their respective fields along with industry training. It’s been a struggle to identify leadership training opportunities—and help managers find the time to attend given the ongoing customer needs of our organization. In 2019, we are dedicating time and resources to search out leadership opportunities and be sure all new and existing managers attend outside training. We want to create a positive growth atmosphere for our entire workforce.
We also provide a strong understanding of the expectations of their roles through onboarding and training exercises internally. The managers’ increased engagement trickles down to their employees, improving engagement across the company and reducing attrition.
The relationship between a manager and his or her employees is the most important part of the employee's experience with the company. Through better training and management, we can hopefully change the minds of those millennials looking for their next move.
Lovey Hammel, President
The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.
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