Are we letting down middle managers?

Are we letting down middle managers?

Almost half (48 per cent) of New Zealand’s mid-level managers say the training and development they now receive has decreased compared to the early years of their career.

According to a survey by recruiting experts Hays of 1,516 Australian & New Zealand employees and employers, only 18 per cent said training and development had increased by the time they reached mid-management level. The final 34 per cent said it remained the same.

Yet employees say training and development is the second most important factor for them at work (selected by 78 per cent), behind only work-life balance (85 per cent) and ahead of a manager who cares about their staff (76 per cent). Meanwhile on-the-job learning is considered the most important method of upskilling for 85 per cent, followed by formal training or courses paid by their employer (41 per cent).

“It doesn’t matter what size organisation you work for or what industry it operates in, middle managers are the people who will one day shape and drive it, through good and bad times,” says Jason Walker, Managing Director of Hays in New Zealand. “But with flatter structures and fewer resources, middle managers are increasingly being asked to do more with less. From this perspective, why wouldn’t you offer them ongoing learning and development to help them succeed today and prepare them for their future career step up?

“Ideally employers should develop their middle managers’ technical skills, cultivate their knowledge and understanding of the organisation’s goals, foster a belief in what the organisation is trying to achieve and help advance their leadership skills.”

This could include:

· Opportunities to lead other teams or departments outside your functional skill base for a set period of time;

· Joining team or group projects across the organisation;

· Being given senior-level projects to manage

· Participating in offsite meetings where you work on the business rather than in the business;

· Formal training for a set number of days every year.

“By being included in more senior level business discussions and receiving the opportunity to contribute ideas, middle managers can experience rapid on-the-job growth,” said Jason. “Mentoring is also important, as is the continuing development of emotional intelligence and soft skills.”

Finally, Jason notes that development won’t happen without intention. “Map your career path and know where you want to be in the next two, five and 10 years. Know what skills you need to reach these goals so that you keep your career development on track.”

Hays is the most followed recruitment agency on LinkedIn in the world. Join Hays’ growing network by following Hays Worldwide. You can also get expert advice, insights and the latest recruitment news by following Hays on Twitter @HaysNewZealand.

Hays, the world’s leading recruiting experts in qualified, professional and skilled people.

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