ARE YOUR MANAGERS GREAT LEADERS? PEOPLE DON’T LEAVE BAD JOBS; THEY LEAVE BAD BOSSES.

WE CAN HELP.

Year after year, business owners pour millions of dollars into recruiting and acquisition, yet on average 25-60% of new hires quit within 6 months. The root problem is not entry level employees who ‘don’t want to work’, but ineffective management. A gap in leadership training in vital skills such as emotional intelligence, time management, and problem-solving often make staying for new employees less attractive than leaving. The cycle results in more frustration and burnout for managers, and higher company turnover. This leaves promising businesses at a major loss especially when they are looking to scale.

According to the US Chamber of Commerce, over 50% of employees in 2021 quit due to poor management and 40% left due to burnout. The solution is not just offering more money as 71% of employees would be willing to accept lower pay for a better team and company culture. Business owners are often left scratching their heads on why some of their brightest talent is leaving and they are continuously spending astronomical labor costs on failed attempts to stop the bleeding.

In the years 2020-2022 where turnover has been at an all-time high, leadership development is more important than ever. The United States Bureau of Labor proves that employees have been resigning at an alarming rate. Research in The Hidden Reasons Employees Leave found a staggering gap in management awareness of employee motivation when 89% believed the reason employees quit was due to wanting more money, yet only 12% of the time was that true. Perhaps the most important takeaway since the Great Resignation is that leadership development training is more crucial than  ever, and that being a great performer at work is not necessarily indicative of a great leader.

Often the natural step in a top performer’s career path is a promotion to management, yet Forbes research states that only 32% of managers received any training at all, and significantly less than that received only the bare minimum of technology training but no training in actual leadership skills. A DDI Global Forecast Summit in 2021 of over 15,000 leaders found that leadership development is a top priority for 55% of HR professionals, but the majority lacked the time and resources to execute. Companies that did have leadership training spent an average of $3594 a year per manager, although they can receive an annual tax deduction for up to $5250. The businesses that invested more were found to have an 18% increase in leadership quality and were 3 times as likely to have a strong bench to fill future leadership roles.

The ability to effectively delegate and empower others to perform at their highest potential is a learned, not natural skill. Many organizations miss the mark and lose millions of dollars in turnover per year when they fail to recognize that it is in fact a completely different skillset to be a top performer yourself versus the ability to motivate others. Profits are further diminished when a lack of retention leaves remaining employees with a heavy workload, poor morale, a shrinking work-life balance, and a negative perception of the company. By investing in our management, we invest in the health of our company. We owe it to our teams and the future of our organizations to provide leadership training instead of setting management up to fail.

The Performance Management Program is a leadership development academy proven to maximize productivity and engagement exponentially for all employee levels while also reducing team turnover and burnout. In this 12-week interactive program, managers will learn crucial skills in virtual master classes and weekly accountability cohorts to accelerate their effectiveness as leaders. Upon completion, they will receive a formal Performance Management Certificate and will emerge as a new generation of innovative and high performing leaders.