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TEAM Blog

How to develop those 'Accidental Managers' within your buiness?

According to a 2018 Investors in People report; 49% of workers cite poor management as the biggest driver of job dissatisfaction and it is the primary reason why they would consider moving jobs. In addition, a 2014 CIPD report revealed that the quality of managers had not improved over the last decade with 68% of managers identifying as ‘accidental managers’ and 71% of employers saying they don’t train ‘first-time managers.’

Within a recruitment business, ‘accidental managers’ tend to occur when a consistently high billing recruiter is promoted and given supervisory responsibility over trainees or resourcers/consultants without any formal guidance on how to manage them. As result, their performance levels drop as they struggle to juggle helping their team members whilst trying to hit their own personal targets.

So why should management training be taken seriously? The Office of National Statistics recently scored companies on their management effectiveness and found that even just a 0.1% improvement resulted in a 10% increase in productivity thus minor changes to your management training methods could have a huge impact on your company’s bottom line.  

Below is a brief overview of some of the training options available to recruitment businesses for training their managers.

Use an existing employee/hire an internal trainer

Pro’s:

  • On the surface, this is a very cost-effective method of delivering training as the employee is already on your payroll. In-house trainers can develop an entirely bespoke management programme which recognises your company’s culture, working practices.

Con’s:

  • Training & development is time consuming and labour intensive – what are the opportunity costs of diverting that person’s focus away from their core day-to-day duties. Also, depending on the size of your business – is there enough budget/workload to justify hiring a salaried trainer – especially if training only takes place for part of the year.

Consider:

  • What qualifications does that person have to be create and implement a training programme? Being a long serving manager/recruiter does not necessarily make them a great trainer.

Hire an external trainer

Pro’s:

  • External trainers can offer a fresh perspective to your employees’ development as they’re objective and impartial, bringing new ideas/frameworks to engage your staff. Often, their training packages can be modified to fit your business needs and they can deliver the training at your premises.

Con’s:

  • Highly recommended external trainers are likely to charge a high daily rate for their services.

Consider:

  • How is the training assessed, how is your employees’ progress recorded and how do you ensure that what they’ve learned is applied within your business?

Accredited Qualifications

Pro’s:

  • Accredited ILM or CMI management qualifications can provide a uniform approach to working practices, this will ensure that there is a minimum level of quality across the business. Employees feel valued by being given the opportunity to earn a recognised certificate.

Con’s:

  • Standalone qualifications can be expensive depending on the level of the accreditation. Often, these qualifications require time out of the office to complete exams/assessments.

Consider:

  • How much support will your employees have to complete their course? If they fail their qualification, it’s a sunk cost to the business. 

Apprenticeships

Pro’s:

  • Management apprenticeships incorporate ILM or CMI certificates and the programmes can be adapted to fit specific business needs thus combining the benefits of external training with the benefits of accredited qualifications.
  • Apprenticeships contain an end-point assessment which forces your employees to show how they’ve applied their training in their role.
  • For non-levy payers, the cost of an apprenticeship programme is also heavily subsidised by the Gov’t which makes those courses cheaper than external training sessions.

Con’s:

  • Management apprenticeships last at least a minimum of 12 months in duration and they do require assignments to be completed which can be time consuming for some employees.
  • Management apprenticeships require employees to spend 20% of their time doing off the job training, however, there are several convenient ways to meet this requirement.

Here are few things that are covered in management apprenticeships.

  • Adapting leadership style/approach to meet the needs of different teams.
  • Developing a range of motivational techniques, coaching & mentoring approaches to improve individual and team performance.
  • Learning different techniques for identifying/dealing with under-performing individuals and talent management models to identify, develop and retain talented individuals in the workplace
  • Understanding the theory behind managing projects and developing/implementing strategic plans in line with company objectives

About Solvo Vir

  • Solvo Vir is a TEAM Service Provider and approved ILM Centre, we can deliver L3 Team Leader and L5 Operations Departmental Manager apprenticeships through workshops in centralised locations.
  • Often, we can use Gov’t funding to subsidise the cost of our programmes and from 4th March 2019, the cost of management apprentices for non-levy payers will be reduced to £450 - £700, paid over 12 monthly instalments. 
       

Dom Abubakar - Talent Engagement Manager

dom.abubakar@solvovir.co.uk

Tel: 0330 0539140

www.solvovir.co.uk