Role of Managers

“People join companies but they leave managers.” Gallup

“People don’t work for companies as much as they work for other people.” Ruth Branson

"Money can't replace good management." Ann Howard

One of the most impact driven elements of a sound retention strategy is the role of the manager. Regardless of how hard HR professionals work on the retention strategy and how attractive and accommodative the company’s culture and values are, if the managers do not have basic managerial skills, then there is no way the company will succeed and thrive.

Management basics for supervisors and managers include:
• Goal setting,
• Performance evaluation,
• Knowing how to provide feedback – both positive and negative,
• Knowing how to motivate employees,
• Knowing when and how to praise employees,
• The ability to develop other people, and
• Coaching skills to help employees reach greater levels of achievement.

Since several decades, many companies rely on management training programs to build and enhance the talent pipeline for future managers and leaders. During management training, trainees at German companies in China familiarize themselves with various aspects of the company’s operations and develop technical skills and industry knowledge.

A major drawback exists though in most of these management training programs. They simply do not nurture talent in skills related to working with people. This is a significant concern because management is really all about communication.