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Where do managers need training? Find out with a survey

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in Leaders & Managers,Management Training,People Management

Common scenario: Your organization promotes a top-performing employee to a management position. Soon, it becomes clear his management skills are mediocre at best.

He finds it awkward to supervise former peers. He fails to delegate responsibilities and starts micromanaging every project in a know-it-all manner. This quickly turns off his staff.

More U.S. employers will face such scenarios. Reason: The demand for good managers exceeds the supply. Aging baby boomers are retiring or have been promoted beyond management positions. And the people replacing them lack skills and abilities to lead. The result: Poor morale and high turnover.
Don't let this happen to your organization. Get HR Memos to Managers: 81 Concise, Customizable Training Handouts for Your Supervisors
That’s one reason organizations are increasing their training budgets. Corporations now spend an average of $1,202 per employee on training. Finance and insurance firms spend the most, retail spends the least, according to a report by Bersin & Associates, a California-based learning management firm.

E-learning has grown dramatically. The use of self-study e-learning now accounts for 20% of employee training, up from 15% last year, the study says.

Manager training programs account for one-third of the spending.

Advice:
If your organization can’t increase its budget, target it more wisely with a survey to pinpoint where managers can benefit most from training.
Now you can get them the training they need — instantly and at a fraction of the cost of live training.

This HR handbook – specially designed for supervisors – is an instant company training program. You can customize the handouts for your business, easily remove them from the HR Memos to Managers binder and distribute them to your managers. Learn More...
Training assessment surveys help you aim money at programs that improve productivity and match strategic objectives. That impresses top executives, who are demanding better results from training programs.

Use the sample questions below to help create a survey. If yours is a smaller organization, skip the formal survey and ask such questions in one-on-one meetings with managers.

Don’t accept a shopping list of answers to open-ended questions. Push managers to choose which answers are most important to them.

If you already have an idea of areas where managers need training, use a multiple-choice format to encourage them to rank certain areas.
  1. Which of your management skills would benefit the most from training?
  2. What new skills do you need to do your job more effectively?
  3. Name the barriers to doing your job effectively.
  4. What are the organization’s three most important training needs?
  5. If you could choose only one type of training to receive, what would it be?
  6. Describe a job situation you could have handled better if you had received training. What type of training could have helped you in that situation? What could be the consequences of not receiving such training?
HR Memos to Managers contains 81 concise training handouts covering nine key areas your supervisors must be familiar with:
book cover
  • Employment law (basic training)
  • Employee lawsuit risks
  • Hiring and interviewing
  • Performance reviews
  • Communication
  • Coaching and motivating
  • Management skills
  • Managing difficult situations
  • Terminations
You’ll be able to put the Memos to use right away. The handbook includes self-tests for discussing performance problems, discovering whether you’re a micromanager, determining whether you discipline fairly and more.

Best of all, HR Memos to Managers costs less than one hour of consulting time.

Get your copy today

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