Manager Training: The Overlooked Key to Employee Well-being and Engagement
Victoria Canham • 9 July 2025 • 4 min read
"People don't leave bad jobs; they leave bad managers." – Marcus Buckingham
It's widely acknowledged that employee well-being and engagement are vital for a thriving workplace. Organisations invest in various initiatives, from mental health resources to flexible work arrangements, all with good intentions. However, there's a crucial, yet often overlooked, strategy that can significantly impact these areas: manager training.
The Missing Middle: A Pervasive Problem
n my experience, and perhaps yours too, there's a consistent pattern in organisational development: a heavy focus on entry-level talent like apprentices, interns, and graduates, alongside robust executive development programmes. While these are undoubtedly important, they often leave a significant gap in the middle – the mid-level employees and managers.
It's as if companies promote individuals into management roles and then expect them to figure it out through some form of osmosis. The prevailing attitude seems to be "sink or swim," with little to no formal training to equip these new managers with the essential skills needed to lead, support, and develop their teams effectively. This absence of dedicated development for a critical segment of the workforce creates a void that directly impacts the well-being and engagement of the entire team.
Beyond Osmosis: Why Managers Need Training
Think about it: suddenly, a high-performing individual contributor is responsible for people. They're expected to navigate complex interpersonal dynamics, provide constructive feedback, manage workloads, resolve conflicts, and foster a positive team culture – all without the necessary tools or guidance. This lack of preparation can lead to:
🛑 Increased stress and burnout for managers: They're trying to do a good job but lack the foundational skills.
🛑 Decreased team morale and productivity: An untrained manager can inadvertently create a disengaged or even toxic environment.
🛑 High employee turnover: People leave bad managers, not necessarily bad companies.
🛑 Stagnated growth for direct reports: Without effective leadership, employees may not receive the mentorship or development opportunities they need.
Effective manager training isn't just about ticking a box and death by PowerPoint; it's about equipping managers with crucial skills in areas like communication, emotional intelligence, performance management, conflict resolution, and empathy. These skills are not innate; they are learned, practised, and refined. Investing in them transforms managers from accidental leaders into intentional ones, capable of genuinely supporting their teams' well-being and fostering a culture of engagement.
Redefining Career Progression: Manager Isn't the Only Goal
Another critical issue tied to this "missing middle" is the often-unspoken assumption that management is the only path to career advancement. Many organisations default to promoting their high-performing individual contributors into management roles, even if those individuals have no desire or aptitude for leading people.
This creates a dilemma: a highly skilled developer, for example, who excels at their craft might feel pressured to become a manager to gain recognition and increased remuneration. If they don't want to lead a team, their career can stagnate, despite their significant contributions.
It's time for organisations to challenge this outdated paradigm. We need to create diverse career paths that recognise and reward excellence in various forms. This means:
✅ Establishing technical or specialist career tracks: Allowing individuals to progress to senior levels and be fairly compensated for their deep expertise without managing others.
✅ Valuing individual contribution: Recognising that a "bloody good developer" (or designer, or analyst, or marketer) is just as valuable as a great manager.
✅ Investing in mid-level individual contributors: Providing them with opportunities for advanced training, project leadership (without direct reports), and mentorship, ensuring they can continue to grow and thrive in their chosen field.
The Business Case for Investing in the Middle
Investing in manager training and creating alternative career paths for mid-level employees isn't just a "nice-to-have"; it's a strategic imperative for business success. When managers are well-equipped and when employees feel valued regardless of their desire to lead a team, organisations benefit from:
✅ Improved employee well-being and mental health.
✅ Higher employee engagement and retention.
✅ Increased productivity and innovation.
✅ Stronger leadership pipelines.
✅ A more resilient and adaptable workforce.
It's time for organisations to recognise that their mid-level employees and managers are the backbone of their operations. Neglecting their development is a missed opportunity, not just for individual well-being, but for the entire organisation's long-term prosperity.
Ready to Transform Your Mid-Level Leadership?
If you're ready to move beyond the "osmosis" approach and invest strategically in the managers who drive your business forward, let's talk. I specialise in crafting bespoke training and facilitation solutions tailored precisely to your organisation's unique needs, ensuring your mid-level teams are not just managed, but truly led and empowered.
Don't let your crucial mid-level talent remain an overlooked asset. It's time to equip them with the skills they need to thrive, reduce burnout, and significantly impact your business's bottom line.
Click here to book a no-obligation call with me today and let's kickstart the process of developing your most valuable asset: your people leaders.
From Oversight to Opportunity: My Approach
My work is all about bridging this crucial gap. I don't believe in generic, theoretical leadership training. I focus on developing transformative leadership and team dynamics, specifically empowering your mid-level managers to become true catalysts for change and engagement. This means equipping them with practical, actionable skills for daily challenges: navigating difficult conversations, providing constructive feedback, fostering psychological safety within their teams, and understanding how to lead effectively in hybrid environments. When these managers are supported, they become accelerators, not bottlenecks, consistently applying company values and strategy to build cohesive, high-performing teams.
This isn't about firefighting; it's about proactive capability building. Investing in your managers isn't just a cost; it's an investment in the entire employee journey. It improves retention, boosts engagement, enhances productivity, and strengthens your employer brand from the inside out.
🔻
I'm Victoria Canham, and I don't just talk about the future of Employee Experience; I'm building it, right now, with leaders like you. For years, I've been on the front lines, navigating the messy, exhilarating truth of what makes employees tick. I see the anxiety AI sparks, but more importantly, I see the amazing human potential it creates for those brave enough to lead differently. You've just read how I think, how I cut through the noise, and how I deliver actionable strategies that don't just calm the panic but transform your workforce into a powerful force. If you're ready to stop reacting to change and start shaping a truly indispensable employee experience, then we need to talk. Because, quite frankly, I'm not just good at this – I'm exactly what your organisation needs.
Follow me on LinkedIn for more insights on building high-performing teams in 2025.
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