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Training for Managers


Training for Managers

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Steve Jones
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Comments posted to this topic are about the item Training for Managers

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Jeff Moden
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Something that people either aren't aware of or have forgotten... the option of in-house training by the resident experts is a powerful tool that's frequently over looked. It also builds "esprit de corps" and also helps the resident experts because you do have to know your stuff to teach it.

I used Lunch'n'Learns a lot in the last couple of companies. You'll be amazed at the kind of performance you can get out of people for the price of a couple of pizzas, some soda, and a nice salad. It's real good practice for those making the presentations and it looks awesome on a resume, as well.

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One more thing, give training / education and development of your people will also increase happiness. Most people want to move on and move forward in their personal development and other people knowing of the investment of the people in the company will value that as will other people when they look for some new place to go to.
Steph Locke
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I've always believed that at least two out of the following need to be present for a person to be happy in their job:
- money
- learning
- interest

If you have a good salary and you're doing something you like then you're comfortable at present
If you're doing something you like and you're learning a lot then you're working towards your future
If you're learning and earning a lot then you're working towards your future and comfortable(-ish) at present

I think it's good for managers to look at what they should be offering you in this context since they'll know the level of salary you're getting, how much training/development you're getting and how much you enjoy the role. If your staff are only getting one out of three things, then adding one of the others should be pretty easy to do and it removes another reason why they might consider leaving.
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"The only thing worse than training everyone and having some of them leave is not training any of them and having them all stay."
--Zig Ziglar



WolforthJ
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This seems like the "solution" editorial to some of the recent ones.

One thing I would like to see managers trained in is recognizing different types of teams. You can have lower skilled people who provide quick and dirty solutions, or higher skilled that build more solid code. Either team can keep your company profitable, but you need to know which one you have, which one you want and how to manage for it. (Obviously there are more varieties and I'm leaving out details.)

I prefer a team of mixed skills. It allows for mentoring as part of your training and can better adjust to changes.
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Right on Steve! Training always increases your employee's potential impact in the company, and if you ever start to think that one untrained individual employee is just too small to impact your business, then just try going to sleep when there is a mosquito in the room. :-D

"Technology is a weird thing. It brings you great gifts with one hand, and it stabs you in the back with the other. ...:-D"
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stephanie.sullivan (5/6/2010)
I've always believed that at least two out of the following need to be present for a person to be happy in their job:
- money
- learning
- interest

If you have a good salary and you're doing something you like then you're comfortable at present
If you're doing something you like and you're learning a lot then you're working towards your future
If you're learning and earning a lot then you're working towards your future and comfortable(-ish) at present

I think it's good for managers to look at what they should be offering you in this context since they'll know the level of salary you're getting, how much training/development you're getting and how much you enjoy the role. If your staff are only getting one out of three things, then adding one of the others should be pretty easy to do and it removes another reason why they might consider leaving.
Well said, very concise.

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Steve Jones
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AspiringGeek-40457 (5/6/2010)
"The only thing worse than training everyone and having some of them leave is not training any of them and having them all stay."
--Zig Ziglar


Excellent! I'm going to have to remember that quote.

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SQLRNNR
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As a manager, your job is to get the most productivity that you can from your group. Training is an investment that helps you achieve that aim. Some employees might feel they are worth more money once they are trained, but is that bad? If they are more productive, more skilled, aren't they worth more money? After all, a better trained employee should get more work done, or at least make less mistakes. If they do that, they should be producing more money for the company, so I would think that they would then be more valuable to your department.


I like this paragraph. When one neglects training for the staff due to fear of them leaving, that is managing through fear. That type of management will seep into more facets of management and start to be viewed by more and more of the employees. Why manage through fear? That doesn't invoke any better productivity or will to stay

Jason...AKA CirqueDeSQLeil
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