3 Signs Your Managers Need Training

Do any of these scenarios sound familiar?

You have a superstar employee. They excel in everything they do, work hard, show tremendous effort every day, and are clearly loaded with potential. So, you promote them to a manager. But, they falter.
You have a manager who gets the job done – solid, dependable, reasonable, and loyal. But you’re growing and you need to implement new processes, and new systems, and hire new people. So, you ask this manager to help lead these change initiatives. But, they falter.
You have a brand new manager you hired from the outside with good credentials who is eager to learn and wants to make a good impression on their team members. You fill them in on performance issues the last manager left unaddressed and ask them to start diving into coaching and performance management to get the team in shape. But, they falter.

Not everyone who is a rockstar employee automatically makes a rockstar manager. Not every amazing manager knows how to lead through change. And no matter how good you are with people, providing feedback on performance concerns is never an easy task. To sum it all up, knowing how to effectively manage people requires training!

BHRS offers HR Lunch & Learn Management Training courses that address these and many other management challenges. The Lunch & Learn courses are designed to take crucial topics relevant for managers and other leaders and put them into small, bite-sized, manageable sessions. All courses are facilitated virtually and most take about an hour. Sessions are interactive and all materials are provided.

Here are just a few of the courses offered:

HR 101: A Manager’s Role in the Employee Lifecycle – Participants will uncover the WHAT, WHY, and WHO of HR basics while touching on most core aspects of the employee lifecycle (recruitment, onboarding, performance management, employee development, retention, and separation). This course also covers some compliance-related topics, such as workplace harassment, wage & hour claims, and leave requirements. This course can serve as an overview and introduction to topics covered in many of the below sessions.
Leadership 101: Leading for Success – While HR 101 addresses the basics of “management,” this course will take participants through the basics of “leadership.” “HR 101” is generally a prerequisite for this course.
Effective Communication – Participants will review the basics of communication with an emphasis on active listening, body language, as well as verbal and written communication skills. Since effective communication is intricately intertwined with every other topic covered within the lunch and learn series, this is recommended as a prerequisite for several of the other courses.
Effective and Compliant Interviewing – Participants will learn how to conduct a legally sound interview by understanding what they can and cannot ask, how best to take and keep interview notes, and other topics. Additionally, participants will discuss how to assess a candidate for skill and organizational fit through the use of a strategic approach to the entire interview process.
A Manager’s Role in Driving Employee Engagement – Participants will walk away with a better understanding of how key drivers of engagement can shape workplace culture and drive productivity as well as how their role is crucial to managing engagement.
Utilizing Performance Management to Effect Results – Participants will learn to cultivate a proactive approach to performance management, with a focus on effective coaching and providing feedback.
Addressing Poor Performance Effectively – Participants will take what they’ve learned in the Performance Management session and build on it, with a specific focus on managing underperformers through the use of pinpointed coaching, performance improvement planning, and, when necessary, corrective action. This course generally follows the “Utilizing Performance Management to Effect Results” course.
Managing Crucial and Difficult Conversations – Participants will learn about the risks of avoiding difficult discussions and will be better equipped with a structured framework to prepare for, conduct, and follow up on necessary yet uncomfortable conversations. The “Effective Communication” course is generally a prerequisite for this course.
Strategic Employee Development Planning – Participants will uncover how employee development is crucial to the employee’s effectiveness in their role as well as their engagement with the organization. Additionally, participants will learn how strategic development planning can help lead to the organization’s overall success. Participants will be able to dive into employee scenarios to help discover creative development opportunities.
Change Management – Participants will learn to manage, lead, oversee, and succeed through a change initiative.
Creating a Respectful Work Environment – Participants will explore topics such as diversity and inclusion, maintaining courtesy, respect, and good manners in the workplace, and being able to draw the line between professional and personal when building workplace relationships.

If you would like to schedule a lunch & learn session with us to develop your organization’s leadership, please contact us at info@bergerhrsolutions or (410) 695-9888 to discuss which sessions could have a positive impact on your team, and to discuss pricing and scheduling. Berger HR Solutions is here to help.

Next Reads

5 Considerations for Creating a Solid HR Foundation in 2024

Employee Appreciation: 5 Strategies to Show Your Employees Gratitude

10 Ways to Effectively Manage a Remote Workforce

4 Tips for Planning Safe and Professional Offsite Work Events

5 Key Questions for Elevating Internal Talent to a Management Role