Source: Robert Walters
44% of managers have not received training to carry out manager duties
32% feel under supported in manager positions
43% of employees would leave a job due to poor leadership
Manager roles have evolved – so must the training.
New research by recruitment specialists, Robert Walters, which surveyed over 2,000 white collar professionals in New Zealand showed that a significant amount of managers are performing their roles without having had the appropriate training to do so, with 44% saying they have not received additional training to carry out manager duties.
The research also highlights the need for more support given to newly promoted managers. Out of 2,000 managers surveyed, 32% admitted feeling under supported. A further 20% felt overwhelmed and overworked and 26% felt they were an imposter in the role. Just 22% of people said they felt empowered and supported in their managerial role.
Additional research carried out by Robert Walters revealed that more than 200 individuals reported being required to assume unofficial management responsibilities, including mentoring and supervising, without any official announcement, job title modification, or increase in compensation.
This is an issue that is expected to continue as businesses look for more ways to cut costs and downsize due to increased financial strains.
Shay Peters, CEO of Robert Walters Australia and New Zealand said “There has always been a history of people being promoted to management positions without formal training. However, this trend appears to be more prominent in recent times due to businesses being forced to reduce headcount, and thrusting subject matter experts into management roles to fill gaps. There are several possible reasons for this, but one significant factor is that workplaces have not fully adapted to the needs of a post-pandemic, hybrid workforce and the incorporation of a new generation into the workforce.”
Historically, managers have been appointed due to them having excelled in their field. However, businesses need to consider whether these people have the ability to actually manage the human and get the most out of their team.
The recruitment specialists emphasised that the role of a manager has evolved and become more demanding, making it crucial for organisations to provide adequate training and support to enable managers to navigate these complexities successfully.
Peters added, “Modern managers now face the challenges of remote management, a greater emphasis on mental health, and the presence of Gen Z in the workplace. It becomes a daunting task to train someone to effectively handle all of these complexities.”
He continues, “In the past, a manager’s primary responsibility was to motivate and ensure productivity among employees. However, in today’s world, managers are required to drive team culture and inclusion, lead digital adoption, possess an innate ability to identify if team members are facing mental health struggles, and deliver difficult news such as delayed promotions or stagnant pay raises.”
Managers need to be trained to be able to handle the complexities we now face in the modern workforce but we just don’t have the experience to do this yet. This highlights the importance of revising training protocols for newly appointed managers to ensure they are in sync with the ever-changing demands of the workforce.
Think before you promote
Before promoting someone into a manager role, it’s important to consider how much impact a manager has on an organisation. When asked about workplace culture, 43% of employees said poor leadership would be the number one reason they would leave a role according to further research by Robert Walters.
Peters added, “If you are to promote anyone then considerations should be given to whether a) they are equipped to be a manager b) what needs to be given to set them up for success. Not giving managers any formal training is setting them up for failure – ultimately causing the company to lose out as employee turnover rises and business productivity decreases.
Managers are one of the primary reasons your employees will stay or leave an organisation – companies need to do everything they can in the way of training and support to ensure that their managers are the absolute best to work with and for.”
About Robert Walters:
Robert Walters is one of the world’s leading specialist professional recruitment consultancies with a global presence spanning 31 countries. The New Zealand business recruits across the fields of accounting & finance, property, general management, human resources, information technology, legal, risk management, compliance & audit, sales, marketing & communications, secretarial & business support and supply chain & procurement.
