![On Aon Podcast Hero Image](https://res.aon.com/image/fetch/ar_16:9,c_fill,f_auto,g_auto,h_184,w_327/https://assets.aon.com//-/media/images/aon/insights/podcasts/on-aon-podcast-cover-1920x1080.png)
Podcast 21 mins
On Aon Podcast: Better Being Series Dives into Women’s HealthWith several years of upheaval in the business world, strong management is important for organizations to stay competitive. As a result, the need for constructive manager training has become crucial in order to equip them with the necessary knowledge and tools to succeed.
“The role of managers has changed,” says Charlotte Schaller, partner and head of Aon Assessment Solutions UK. “Besides the changes of the last few years, there’s also a huge emphasis now on employee wellbeing and the link to productivity, which has a massive impact on the role the manager plays in supporting their team through these times. Getting the balance between being productive, being caring and setting targets is very hard.”
One of the best ways to ensure that managers are prepared for today’s challenges is effective training — or retraining, as the case may be.
The changing role of the manager serves to complicate the already-demanding directive to hire, train and retain capable workers in an uncertain job market. It’s essential for manager training to empower managers to embrace change and continually update their skills and knowledge to stay competitive.
“You can’t just assume that your most experienced person is going to be your best manager anymore,” says Schaller. “They might be incredible at their job, but now it’s about helping others be incredible at their job.”
Management styles have largely shifted from solely focusing on directing employees to now engaging, instructing and unifying colleagues.
“Today’s successful managers and successful leaders are involving others in key decisions,” says Schaller. “Managers are moving from an exclusive, ‘I know the answers’ to a more inclusive ‘How can we all do this together?’ mindset.”
As managers work to bring their teams together, they open up new opportunities to facilitate growth and professional development.
“Managers now are trying more to challenge people,” Schaller explains. “It’s not just about problem solving issues for now. It’s about looking ahead and challenging people to discover new and better ways to do things.”
Many businesses’ embrace of hybrid work environments demonstrates a lasting impact of the COVID-19 pandemic. Though the pandemic presented many workplace challenges, it also provided a new framework for management.
“During the pandemic, managers were more empowered to ask people how they were coping and what was happening in their lives,” Schaller says. “That doesn’t disappear now. Managers should consider why someone’s working for you, what they’ve done in order to get to work that day and what’s going to happen when they put their pen down at the end of the day.”
Now that managers contend with team members on screens as well as in person, flexibility and the willingness to adapt to new circumstances are increasingly vital in the workplace. Sometimes, this simply means taking extra steps to be prepared. “Having all that technology in place so that it doesn’t ruin a meeting and you’re not spending hours trying to set things up can make a big difference,” says Schaller.
In addition to reskilling and upskilling existing employees, leaders can rethink their recruitment practices and make use of new technologies when adding managers to their teams.
Offering an appealing, comprehensive combination of benefits and rewards is increasingly critical in recruiting and retaining managerial talent. “The employee value proposition is key for retention,” Schaller says. “That’s not just the pay and benefits now. It’s also the company culture. In what direction are we heading and who is leading us forward? How do we work collaboratively to achieve outcomes and what is the environment in which we work?”
Leaders can also use AI and other digital solutions to acquire and retain talented managers. “Using technology to attract a wider pool of candidates and to help select candidates saves time, but it also puts some science behind the process,” Schaller says. “It removes the bias that maybe a human person would have when they’re just going through a standard recruitment process. It improves diversity because you don’t necessarily focus on past experience or educational background — you’ve really done a lot of the analysis upfront.”
Though there is no single approach to training effective managers, best practices are rising to the surface as more businesses develop their management teams.
“Many manager trainings are scenario-based, where you ask people, ‘What would you do in this situation?’ That can be using a virtual platform or through a role play, or even an in-person assessment or development center,” says Schaller. “Organizations are putting their managers through development programs where they then come away with some tips and direction to learning.”
Given the increase in hybrid work environments, companies must weigh the merits of having manager training take place in person or virtually. According to Schaller, the setting is secondary to the substance of the training.
“There’s no right or wrong answer to whether a company should host their development centers virtually or in person. It’s obviously cost-saving if you do them virtually. And it can be a very engaging process still if you set it up in a virtual way. But mostly it’s about what behaviors that we’re tapping into and being really clear on what ‘good’ looks like,” says Schaller.
Furthermore, exercises should go beyond setting expectations in order to give managers actionable experience.
“The exercises need to be real,” explains Schaller. “Managers will likely be expected to do some form of personality questionnaire, but can also greatly benefit from a realistic job preview-type exercise — something they’re going to actually be doing day-to-day. You need to give your managers the insight on how to develop their teams. There’s a lot riding on them to be able to manage how others learn and grow.”
General Disclaimer
The information contained herein and the statements expressed are of a general nature and are not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information and use sources we consider reliable, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.
Terms of Use
The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. To use information contained herein, please write to our team.
Our Better Being podcast series, hosted by Aon Chief Wellbeing Officer Rachel Fellowes, explores wellbeing strategies and resilience. This season we cover human sustainability, kindness in the workplace, how to measure wellbeing, managing grief and more.
Expert Views on Today's Risk Capital and Human Capital Issues
The construction industry is under pressure from interconnected risks and notable macroeconomic developments. Learn how your organization can benefit from construction insurance and risk management.
Stay in the loop on today's most pressing cyber security matters.
Our Cyber Resilience collection gives you access to Aon’s latest insights on the evolving landscape of cyber threats and risk mitigation measures. Reach out to our experts to discuss how to make the right decisions to strengthen your organization’s cyber resilience.
Our Employee Wellbeing collection gives you access to the latest insights from Aon's human capital team. You can also reach out to the team at any time for assistance with your employee wellbeing needs.
Explore Aon's latest environmental social and governance (ESG) insights.
Our Global Insurance Market Insights highlight insurance market trends across pricing, capacity, underwriting, limits, deductibles and coverages.
How do the top risks on business leaders’ minds differ by region and how can these risks be mitigated? Explore the regional results to learn more.
Our Human Capital Analytics collection gives you access to the latest insights from Aon's human capital team. Contact us to learn how Aon’s analytics capabilities helps organizations make better workforce decisions.
Explore our hand-picked insights for human resources professionals.
Our Workforce Collection provides access to the latest insights from Aon’s Human Capital team on topics ranging from health and benefits, retirement and talent practices. You can reach out to our team at any time to learn how we can help address emerging workforce challenges.
Our Mergers and Acquisitions (M&A) collection gives you access to the latest insights from Aon's thought leaders to help dealmakers make better decisions. Explore our latest insights and reach out to the team at any time for assistance with transaction challenges and opportunities.
How do businesses navigate their way through new forms of volatility and make decisions that protect and grow their organizations?
Our Parametric Insurance Collection provides ways your organization can benefit from this simple, straightforward and fast-paying risk transfer solution. Reach out to learn how we can help you make better decisions to manage your catastrophe exposures and near-term volatility.
Our Pay Transparency and Equity collection gives you access to the latest insights from Aon's human capital team on topics ranging from pay equity to diversity, equity and inclusion. Contact us to learn how we can help your organization address these issues.
Forecasters are predicting an extremely active 2024 Atlantic hurricane season. Take measures to build resilience to mitigate risk for hurricane-prone properties.
Our Technology Collection provides access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities of technology. Reach out to the team to learn how we can help you use technology to make better decisions for the future.
Trade, technology, weather and workforce stability are the central forces in today’s risk landscape.
Our Trade Collection gives you access to the latest insights from Aon's thought leaders on navigating the evolving risks and opportunities for international business. Reach out to our team to understand how to make better decisions around macro trends and why they matter to businesses.
With a changing climate, organizations in all sectors will need to protect their people and physical assets, reduce their carbon footprint, and invest in new solutions to thrive. Our Weather Collection provides you with critical insights to be prepared.
Our Workforce Resilience collection gives you access to the latest insights from Aon's Human Capital team. You can reach out to the team at any time for questions about how we can assess gaps and help build a more resilience workforce.
Article 11 mins
The renewable energy sector is undergoing a sweeping transformation, as it plays a pivotal role in the challenge to achieve global net-zero goals. Attracting, upskilling and retaining talent is critical for sustainability.
Article 12 mins
Contractors in EMEA face an array of risks they must mitigate or transfer while managing the complexities inherent in major construction projects.
Article 20 mins
As more companies seek to reduce their carbon footprint, the renewable energy sector continues to grow, presenting both opportunities and red flags for organizations with renewable energy growth plans.