Strong management is vital for the success of your organisation. With this in mind, the best managers come from your existing pool of employees because they already understand how your company works and what your values are and have an existing personal connection with the team.
Yet sadly, fewer employees are staying in companies long enough to progress to management roles and those that don’t want to take on the manager roles, but why?
Why do fewer people want to take on management roles?
A poor reputation and association have been developed with the manager role. It’s no surprise, as the role consists of telling others what to do and how they need to improve. With everyone having worked with a difficult manager at some point in their life, nobody wants to become a manager that is disliked.
Despite this, this ideology must be challenged because management roles come with many benefits if the right people are developed into the manager role.
Why is it important to develop managers?
Managers can influence about 70% of your employees’ engagement, which demonstrates the significance of developing existing employees into management. Teams that have skilled managers can increase productivity by 22% and increase employee engagement scores by 30%.
Research suggests that the best managers are built in–house from businesses existing workforce due to their better understanding of the company as a whole and how it works best. However, many employees these days are moving jobs before getting the opportunity to progress to a manager role within the company, but why?
Why do employees change jobs so frequently?
Turning valued employees into managers is difficult when employees leave companies sooner than expected. What can you, the employer, do to prevent your employees from leaving so soon? The answer is in why your employees are leaving the company.
For many workers, changing jobs is about maintaining a good work-life balance, improving job security and searching for career progression. Therefore, as an employer, you need to find new creative ways to motivate your employees and keep them happy.
Benefit schemes
Whilst salary does matter, other benefits are becoming more prominent for keeping your employees on board. In fact, it can actually be the smaller perks which keep your employees in your organisation for longer. For example, gym memberships can persuade workers to stay in the company, as it shows you care about their well-being.
Employees are likely to stay loyal to your organisation if you offer employee benefits insurance because it can cover critical illness cover, income protection, group dental insurance, and even more factors. In due turn, this will ensure that you keep your employees safe to progress to management roles.
Make it clear when hiring your workforce that the role comes with a chance to grow with the company. Workers like to know they have the opportunity to progress their careers moving forward. If you can demonstrate that the role comes with progression opportunities, then you will attract the right employees who are more likely to stay on to progress to management roles.