Management is often the next step in a person’s career path. Unfortunately, few people develop skills necessary for this role on their own, and employees are often promoted without any in-depth training. One survey by Harris Interactive and CareerBuilder.com found 58 percent of managers never received any training for their new position, the Association for Talent Development reported. They might be told how to create reports, schedule employees and run particular software, but not how to manage conflict or provide constructive criticism.
Promoting managers without any training leads to a whole host of problems, including inefficient workflow, workplace conflict and low morale. Here are a few things to keep in mind when guiding these employees into their new positions:
1. Start Training Before Promoting
Forbes contributor Eric Basu describe a training program called Leadership 101 designed for employees who wish to become managers in the future. The program breaks learning into three fields: personal, team and corporate-focused skills.
These skills are vital for successful managers but are surprisingly hard to find already developed in employees, Basu noted. This means the likelihood of a promoted employee suddenly becoming a great manager is incredibly slim. By cultivating these talents early – say, six months ahead of a promotion – you ensure people are ready for their new role.
2. Focus on Particular Skills
Being a good manager requires the ability to communicate, delegate and prioritize. Have prospective managers sit in on employee check-in sessions so they can observe proper ways to give constructive feedback. Give them large assignments, then guide them in breaking these tasks down into smaller units. If your company uses objectives and key results to set goals, prospective managers should already be good at this. Then, walk them through the process of prioritizing each task. When I Work suggested delegating and scheduling assignments for them at first. Explain each decision you make, then let employees prioritize on their own further on in their training.
3. Create a Supportive Company Culture
Jeffery Diana, chief people officer at SuccessFactors, told Business Insider that the right company culture is important for developing new managers. These employees need an environment that engages them and helps them learn, possibly by pairing them with a mentor.
In addition, managers should have frequent check-ins just like employees do. Individual performance management sessions provide a safe environment for employees to ask questions and receive honest feedback. Monthly management group sessions let your teams collaborate, share insight and help guide new managers.