Why Should Companies Most Consider the Manager’s Role in Training and Development?
Managers identify the crucial factor of training and development and help the team to understand the importance and insist that the training will help in improving their performance
When planned rightly it helps you to increase the performance and contribute to employee engagement. Organizations invest a lot in training and development, and they expect you to reap the benefits of the training that will in turn help in individual performance.
Most companies measure the ROI of training and development as it is directly proportionate to the increase in productivity.
Managers who are the closest in identifying the gap with the individual and how that impacts their performance. Having seen the impact, they become responsible for driving the training and development of their team
How should managers drive employee engagement?
Result-oriented leaders create an engaged team. Many managers drive behind the efforts and the quantum of work one does then working towards the talented team that owns and delivers what is expected by the organization. But great leaders do both effectively. Unfortunately, there are few left, who can manage both. We can see only 13% of leaders fit this.
Managers should have clear communication with the team and set the goals effectively. They should be another review after the time and efforts are being spent.
Having frequent conversations with the team gives a great deal of understanding of the skills and competencies one must deliver the expected job. Having understood the gaps it would be right to suggest various pieces of training that help an individual bridge the gap. This also increases the trust the team has in the managers and decreases conflicts.
Managers should inculcate accountability in an individual than pushing the deliverables to them. Both sides need to agree on what is expected out of an individual.
How does coaching improve employee engagement?
Training is one aspect and coaching is another crucial factor. Not all managers have equipped to coach the team. Coaching employees drive their performance level high and help them acquire new skills. They also give them visibility on what role they are performing and how that impacts the organization.
We tend to have surprises after hire and the individual does not perform as they claim in papers. Coaching and training will help them to bridge the performance gap.
Coaching help in achieving goals and hence the culture of coaching is important to practice. Investing time and coaching an individual also increases the retention of an employee and thus it becomes extremely critical. Investing time and money in coaching and a goal-oriented platform can create a positive turnaround.
By investing in your employees through coaching, you can help close the skill gaps to reach company goals faster.
Conclusion:
To create a highly effective and productive workplace it is important to have coaching and training plans in place. Organizations should prioritize coaching as they create a highly engaged workforce. Teams eventually increase productivity and performance which helps them in achieving their goals. Creates a bond between the team and creates highly motivated individuals.