When organisations think about reducing risk, they tend to look at policies, procedures, and contracts – often overlooking one of the most effective ways to minimise workplace issues: manager training.
Responsible for everything from overseeing performance and monitoring attendance, to handling grievances and supporting wellbeing, managers play a core role in an employee’s experience.
And yet, individuals are often promoted into leadership positions with little (or no) managerial experience or formal training, having a direct impact on crucial metrics such as staff turnover, retention, satisfaction.
At Peach Law, we’re often approached by clients struggling to resolve issues like high levels of staff turnover. It’s only once we implement a HR training and development programme for their managerial teams that they recognise how important it is.
Surge in manager training demand
Our HR and legal specialists have seen a significant increase in demand for manager training across the board. Regardless of industry, employers are starting to recognise that effective, well-trained managers make a tangible difference to overall performance.
This represents a notable shift from previous years, when a study from the Chartered Management Institute (CMI) in partnership with YouGov found that a staggering 82% of workers entering management positions had no formal management and leadership training.
With the appropriate training, managers are better equipped to:
- Be aware of evolving employment legislation
- Understand key policies and processes
- Identify and manage conduct and performance issues early
- Conduct comprehensive and timely employee performance reviews
- Support employee wellbeing
The risks of undertrained managers
Without the right knowledge and confidence, even experienced managers can expose the business to unnecessary risk – including operational, financial, legal, and HR challenges, including:
Increased employment claims
Failing to train managers properly over the right processes can result in poor staff supervision, mishandled workplace issues, and broken HR processes increasing the likelihood of formal complaints and legal action. If an employee decides to make an employment claim against the business, this can be costly, time-consuming, and potentially damaging to a company’s reputation.
Higher staff turnover rates
If managers aren’t educated on how to provide constructive feedback and handle potentially contentious situations in the workplace, this can contribute to toxic behaviour and an uncomfortable workplace environment. In turn, this toxic behaviour can result in unfair treatment, decreased morale, lower trust in management, and – ultimately – much higher numbers of staff leaving the business.
Diminished performance
Individuals that possess the required confidence and capability to effectively manage teams are often able to set clear expectations, address issues before they escalate, and support wider team development. Without these sought-after managerial skills, organisations often experience inconsistent or poor performance, increased staff disengagement, and missed opportunities to nurture internal talent.
Case study: Line manager training
At Peach Law, we’ve seen first-hand the difference that bespoke manager training can have on businesses. After completing our learning and development training programmes, clients have noted that their line managers now have the right tools to be confident handling performance and conduct conversations with their team.
They added that they’ve also noticed a stronger cohort within the line manager population, where managers feel encouraged to discuss and share their experiences.
The role of Artificial Intelligence (AI) in manager development
Artificial intelligence is also starting to reshape how managers are trained. From a practical perspective, AI can support manager training and development in many ways, including:
- Creating personalised training pathways for employees
- Creating content
- Identifying skills gaps and implementing targeted development
- Improving accessibility through captions and translations
- Automating training tracking – especially for businesses with mandatory training
However, AI-driven learning and development systems often rely on employee data, influence performance outcomes, and shape opportunities for progression. Employers must therefore ensure these tools are used fairly, transparently, and in compliance with data protection and employment legislation.
While our team don’t advise on the technical design of AI tools, we can help employers to use these tools responsibly: ensuring data protection obligations are met, avoiding discriminatory impacts, and updating policies (such as the use of AI in a business) where needed.
Start investing in your managers
It’s never been clearer that great managers have a direct impact on organisational performance. Because well-trained managers build more engaged, satisfied, and productive teams.
At Peach Law, we work with organisations to develop bespoke learning and development programmes that reflect their specific policies, culture, and operational needs, while simultaneously reducing organisational risk.
To enlist our HR training and development services or find out more, don’t hesitate to speak to our knowledgeable team today.
You can submit your enquiry:
- Online: Fill in our contact form
- By phone: 0161 478 3800
- By email: joanne.wilson@peachlaw.co.uk
