As with any role in the workplace, it’s important that any newly hired or recently promoted manager is trained to deal with the pressure of their new senior responsibilities. However, this is often not the case, with an estimated 85% of new managers not getting any training before becoming a manager.

As a team leader, a manager is supposed to guide, train and encourage a team to develop their skills. Without that all important training, how will they know how to go about this? In this blog, we’ll guide you through a step-by-step guide on how to train new managers. Why training is crucial to their development and how this can lead your business to success.


Why is effective management important?

By implementing a comprehensive training plan for your managers, you can build a structured team with a leader that can encourage, support and guide your new employees in their development. Not only does this increase employee satisfaction and productivity, but it can also improve employee retention rates. This helps stabilise your business and puts the plans into motion for them to fit into future leadership roles as your business expands. 

A training plan can even determine the suitability of a new manager. Are they the right person for a managerial role? Effective training can help managers identify their strengths and weaknesses, ensuring they’re ready to develop the skills of their employees with confidence.

Leadership and management


step One: identify your managers' needs

Whether it’s in-house or external training, it’s important to educate your budding manager on what’s expected of them in their new role. This includes understanding the company values and aligning their managerial style to that of the business. By providing clear guidance, you can help your manager understand the ins and outs of company driven leadership. 

Part of the educating process is reassuring your new manager that nobody is perfect, and no matter how good a manager is, they’ll always have their strengths and weaknesses. By identifying what areas to improve on through regular 1:1’s and performance reviews, managers will have clear goals to focus on, allowing them to reflect and learn from their feedback. 

With this feedback now given, you should encourage your new manager to practise and learn their training. Set an example by providing the time and support you expect them to pass down to their team. It was estimated that nearly 60% of managers don’t feel supported in their new role. Go against this and buck the trend. 

Continuing with this supportive approach, develop an honest and realistic progression plan with your manager and even assign a dedicated coach to guide them during the first few months of their leadership journey. This will ease them into the role and let them reach their goals collaboratively — raising employee morale and progression outlook within your business.


Step two: develop what can be done in-house and what requires external training

With businesses and training programmes becoming increasingly digital, there are now thousands of resources at your fingertips to try out. For example, project management tools, communication apps and learning management systems (LMSs) can all provide new managers with the crucial leadership skills needed to excel in their role. Create a comprehensive leadership training programme of action for your manager to ensure the best training you can provide. 

There are many different outlets to learn communication, organisational and leadership qualities that are essential for a manager to master. In general, but especially for the first few months, a new manager’s job can be hectic. By providing effective training in increments, managers can learn different skills gradually, without the risk of information overload. For example, e-learning courses and resources such as eBooks can be taken in at any time, with no time limit. 

An e-learning course, such as Acentos’ range of e-learning resources, can educate a new manager with beginner and intermediate courses, saving time for upper management and the manager. There are many different types of leadership: inspirational, transformational, transactional and more. An e-learning course that exposes managers to each of these styles will help them identify what method aligns with the company.


Step three: seek out the most suitable training course

By utilising a carefully curated leadership and management training programme, you can train new managers without endless hours of in-house training and resources. A manager with certified management qualifications can be an asset to your business. They’ll have gone through multiple courses and tests that show their dedication to succeeding in their role.


Ascento can help to train new managers

At Ascento, we understand the importance of providing effective training for new managers. We offer tailored and professional learning and development courses that help build a qualified and confident leader. Helping meet an employer's requirements and objectives, we offer fully accredited Level 3 and Level 5 Management courses for all new — and experienced — managers seeking comprehensive training to improve their skills. 

We partner with employers to ensure the programmes we deliver to their managers are tailored to their company values. To succeed in managerial training, a manager should understand the organisation they’re working for and its culture. This also applies to us as the provider to deliver the best programme to meet your objectives and training needs. The time is now to start training your managers, and with a structured training plan and course in place, you’ll set them and your business up for success.  

Download your copy of our brochure below to learn more about how you can provide your employees with the training needed to excel.

Leadership and management

Oliver Simpson

Written by Oliver Simpson