The Manager Paradox: High Impact, Low Training
Managers play a massive role in shaping the employee experience. They set the tone for team culture, influence job satisfaction, and directly impact engagement and retention. In fact, research suggests that managers account for up to 70% of the variance in employee engagement (Gallup, 2015). A great manager can inspire and develop talent, while a bad one can drive top performers to quit.
Despite their outsized influence, most managers receive shockingly little formal training. A 2023 Gartner study found that only 24% of managers receive formal leadership training before stepping into their roles. Even more concerning, a Harvard Business Review study found that while the average first-time manager is promoted at age 30, they don’t receive formal leadership training until age 42—a 12-year gap. That means many managers are leading teams for over a decade before being properly equipped to do so.
Why Does This Happen?
Promotion ≠ Preparation – Many managers are promoted because they excel in their individual contributor roles, not because they have leadership skills. But managing people requires an entirely different skill set.
Lack of Investment – Leadership development is often seen as a "nice to have," not a necessity, leading to underinvestment in training.
Time Pressures – Organizations expect managers to hit performance targets, leaving little time for structured development.
The Cost of Poor Management
When managers lack proper training, the consequences are costly:
Higher turnover – Employees leave bad managers, not bad jobs. A DDI study (2021) found that 57% of employees quit because of their boss.
Lower engagement – Gallup (2023) reports that only 32% of U.S. employees feel engaged at work, and poor management is a major factor.
Productivity loss – Poor leadership creates inefficiencies and workplace frustration, impacting business outcomes.
The Solution: Investing in Managers Early
To improve the employee experience, companies must train managers early and often. This includes:
Providing leadership training before promotion – Teaching management fundamentals before someone steps into the role.
Ongoing development – Regular coaching, mentorship, and real-world leadership exercises.
Empowering managers with soft skills – Communication, emotional intelligence, and conflict resolution training are as critical as technical expertise.
Great managers don’t happen by accident—they’re developed. Companies that prioritize leadership training will see stronger teams, higher engagement, and better business results. It’s time to stop neglecting managers and start setting them up for success.
Sources:
Gallup (2015). State of the American Manager: Analytics and Advice for Leaders.
Gartner (2023). Leadership Training Trends Report.
Harvard Business Review (2018). Why Managers Are Unprepared for Leadership.
DDI (2021). Global Leadership Forecast.
Gallup (2023). Employee Engagement and Wellbeing Report.
What has your experience been with management training? Share your thoughts in the comments!