Managers play a decisive role in employee engagement, performance, and retention, yet many are promoted without formal training. Here are 10 training areas that will help build manager capabilities, strengthen leadership effectiveness, and support long-term business growth. Many businesses are going through a period of transformation right now, with dramatic changes in the way we work, the way we hire, and the way we plan for the future. But what about the way we lead? Are we doing everything to ensure that managers have the tools they need to guide their teams into the future? According to research from Gallup, we’re not. Engagement among managers underwent a steep decline last year, falling from 30% to only 27%, the biggest fall among the groups surveyed. Manager capabilities are increasingly stressed by changing expectations among both employees and executives. Many say they don’t have the tools they need to tackle new challenges, such as AI. Where managers are thriving, it’s usually because they have the right training and support in place. Targeted, timely development programs can help to re-engage and re-energize managers, allowing them to steer their teams to success. Why manager training is key to successful teams When people are promoted into a management role, it’s often a sink-or-swim situation. Almost 60% of first-time managers never receive formal training, which means that they have to learn on the job. It’s daunting, especially if they don’t have access to the kind of role models who can help them grow. This has a direct impact on the people in their team, who depend on leaders to prioritize tasks, plan for the future, and manage employee relations. This is borne out by some eye-catching statistics: 70% of the variance in a team’s engagement is related to management One-third of workers report poor management/ineffective leadership Companies that invest in manager development see 30% to 50% reductions in turnover 60% of employees are moving or may seek new jobs in the next 12 months Struggling managers can and do cause loss of engagement and higher turnover—90% of employees who quit in the past year said that poor leadership played a role in that decision, while 58% said that their boss was their primary reason for leaving. Skilled managers have the opposite effect: they drive long-term loyalty and encourage people to adopt new technologies and processes. The stakes are too high to let people succeed or fail at random. Instead, it’s important to invest in your company’s strategy for developing managers into leaders. 10 areas of training focus for managers Managers have always needed a broad range of skills, and today’s leaders need more skills than ever. As a result, while there are clearly important topics to provide a foundation for consistent management training in an organization, it isn’t a one-size-fits-all proposition. Individual leaders benefit from individualized development programs that hone their strengths and tackle their weaknesses. Here are nine key modules to consider in your management training strategy. 1. Leadership fundamentals Strong leadership creates clarity, builds trust, and sets the tone for how teams operate. Leadership fundamentals cover decision-making, delegation, accountability, and the ability to inspire others toward shared goals. These are the baseline capabilities that separate managers who simply oversee work from those who actually lead. When this is needed: You’ll see the need when managers struggle to make decisions independently, avoid difficult or challenging conversations, or fail to build cohesion within their teams. Other signs include high turnover in specific departments or frequent escalations to senior leadership for routine issues. 2. Effective communication Clear, consistent communication prevents misunderstandings and keeps everyone aligned. This includes active listening, adjusting your message for different audiences, and creating space for two-way dialogue. Managers who communicate well reduce friction, resolve issues faster, and create an environment where people feel heard. They also nurture a sense of trust between managers and employees. When this is needed: Watch for signs like frequent miscommunication between teams, low meeting participation, or situations where employees consistently say they’re unclear about priorities or expectations. If your managers default to email when face-to-face conversations would work better, or if they struggle to tailor their message to different stakeholders, communication training will help. 3. Conflict management & difficult conversations Conflict is inevitable, and how it’s handled determines whether it becomes productive or destructive. Training in conflict management teaches managers to address tensions early, facilitate resolution, and maintain civility even during disagreements. Workplace incivility has measurable costs, including lost productivity and employee disengagement. When this is needed: If managers routinely avoid addressing performance issues, let conflicts fester, or frequently need HR intervention for team disputes, they need this training. Other indicators include high stress levels on specific teams or reports of a toxic culture. 4. Leading across generations Your workforce likely includes Traditionalists, Baby Boomers, Gen X, Millennials, Gen Z, and Gen Alpha, each with different expectations around work style, communication preferences, and career progression. Generational intelligence helps managers bridge these differences without resorting to stereotypes, creating teams where everyone contributes their best work. When this is needed: This becomes critical when you see friction between groups at different levels of experience, differing expectations around remote work, or mismatched communication styles causing frustration. It’s especially important for managers who themselves are navigating generational transitions in leadership. 5. Coaching & feedback Coaching transforms managers from task-assigners into talent developers. Effective coaching involves asking the right questions, recognizing strengths, and providing constructive feedback that drives growth. The coaching role is especially important when dealing with Gen Z (and soon Gen Alpha) employers, who expect to have a more collaborative relationship with their manager. When this is needed: Look for managers who primarily give directive instructions rather than asking developmental questions, or who only provide feedback during annual reviews. If employees aren’t advancing internally or frequently cite lack of growth opportunities as reasons for leaving, your managers need stronger coaching skills. 6. Managing hybrid teams Remote and hybrid work present ongoing challenges, requiring different approaches than traditional in-office supervision. Managers need strategies for maintaining connection, ensuring equity between remote and in-office employees, and leveraging technology without causing meeting fatigue. When this is needed: If remote employees feel disconnected, in-office workers receive more visibility and opportunities, or managers struggle to assess productivity without physical presence, hybrid management training addresses these gaps. Watch for concerns expressed about equity in treatment for those who are less likely to be in the office. 7. Performance management Effective performance management goes beyond annual reviews. In fact, at the pace at which businesses are running today, annual reviews may be a thing of the past. Modern leaders need to be dynamic in their approach to performance management. They need to set clear expectations, provide regular feedback, recognize good work, and address underperformance in something approaching real time. Research shows that managers trained in meaningful performance feedback, workload balancing, and recognition significantly improve employee experience and morale. When this is needed: You’ll know this training is needed when performance reviews feel like checkbox exercises, managers avoid completing the process, or there’s confusion about what success looks like. If your organization struggles with consistent performance standards across departments, performance management training creates alignment. 8. Change leadership Change affects every organization, and it can have a substantial impact on employee engagement. Strong change management can help employees adapt to new processes and technologies, which helps speed the company’s journey to its desired future state. Managers trained in change leadership help teams build “change reflexes” through practice and repetition, making transitions smoother and faster. When this is needed: This becomes essential during reorganizations, technology implementations, or shifts in business strategy. If you’re seeing change fatigue, a deep resistance to new initiatives, or projects that stall during execution, your managers need better change leadership capabilities. 9. AI basics for managers AI is reshaping work across industries, and managers need to understand both the opportunities and the guardrails. The skills gap is significant: only 8% of HR leaders believe their managers currently have the skills to use AI effectively. Training covers practical applications, ethical considerations, and how AI can reduce administrative burden to free up time for people leadership. When this is needed: As your organization explores AI tools, managers need training before rollout, not after. This is particularly urgent if you’re using AI for workflow automation, customer service, or data analysis. Without proper training, adoption stalls or worse, creates risks around data privacy and ethical use. 10. Rules and regulations Managers are on the front lines, making decisions with legal implications. Training on rules and regulations covers the essentials: discrimination protections under Title VII and the Civil Rights Act, wage and hour requirements under the FLSA, disability accommodations under the ADA, family and medical leave under the FMLA, and age discrimination under the ADEA. Managers also need to know when situations require HR escalation and what personal liability looks like when workplace violations occur. When this is needed: This training is essential for all new managers before they begin supervising others. It’s also critical when you’re expanding to new states with different employment laws, after any compliance incidents or investigations, or when employment law changes affect your industry. If managers are making hiring, firing, or discipline decisions without understanding the legal framework, you’re exposing your organization to significant risk. Annual refreshers keep everyone current as regulations evolve. Ready to invest in your managers? Your managers are your multipliers. When you invest in management capabilities, you’re investing in every team they lead, every decision they make, and every employee interaction they have. That investment compounds quickly and results in enhanced productivity, and even a positive impact on the bottom line. Helios HR can help you build a comprehensive manager development strategy that delivers real results: Training and development services to upskill your management team Executive coaching for senior leaders and emerging managers Strategic HR consulting to align leadership development with business goals Employee engagement solutions to measure and improve the impact of your managers Ready to strengthen your management bench? Contact Helios HR to discuss a manager development program tailored to your organization’s specific needs and challenges. FAQ What are the most important skills new managers need to develop? New managers need to master leadership fundamentals, including decision-making, delegation, and accountability. Communication skills, conflict management, and coaching abilities are equally critical. Since nearly 60% of first-time managers receive no formal training, structured development in these core competencies helps them transition from individual contributors to effective leaders who can inspire and guide their teams. How does manager training impact employee retention and engagement? Manager training directly affects team performance and retention. Research shows that 70% of variance in team engagement relates to management quality, while companies investing in manager development see 30-50% reductions in turnover. When managers are properly trained, they create environments where employees feel supported, reducing the likelihood that poor leadership becomes the primary reason for employee departure. What specific challenges do managers face in hybrid work environments? Hybrid work requires managers to maintain team connection while ensuring equity between remote and in-office employees. Managers must master new strategies for assessing productivity without physical presence, preventing meeting fatigue, and creating inclusive experiences. Training in hybrid management addresses these gaps by teaching leaders how to leverage technology effectively while maintaining strong team cohesion. Why is AI training becoming essential for managers? Only 8% of HR leaders believe their managers have the skills to effectively use AI. As AI reshapes workflows across industries, managers need training in practical applications, ethical considerations, and implementation strategies. This training helps managers reduce administrative burdens, make data-informed decisions, and lead teams through technological transformation while managing the risks around data privacy and ethical use. Additional Resources SHRM, Developing Management Harvard Business Review, Saving Your Rookie Managers from Themselves Center for Creative Leadership, Leadership Development Program (LDP)

The end of the year is prime time to close compliance gaps, reset pay and benefits data, and communicate clearly so employees start January confident. Below is your preserved HR action list, now enhanced with authoritative resources, internal Helios links, and a short FAQ to help you act quickly and correctly.

Hiring is shifting fast as AI, pay transparency, and changing candidate expectations reshape the market. This guide will help you align recruiting with strategic workforce planning, build skills-based talent pipelines, adopt AI responsibly, and create transparent candidate experiences. These insights paint a clear picture of what modern, high-impact recruiting will require in 2026 and the years ahead.

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Tracking employee beneficiaries is essential for benefits compliance and risk mitigation. Beneficiaries designate who receives monetary benefits from retirement plans, life insurance, and similar programs upon an employee's death. Proper beneficiary management protects organizations while helping employees prepare their families for unexpected events. As an HR Business Partner, I am often working with clients to ensure their benefits and 401(k) administration is both in compliance and following HR best practices. One key aspect of benefits and 401(k) administration is tracking your employee beneficiaries. Ensuring that your employees have designated and up-to-date beneficiary information is both a way to mitigate risk for your organization and help your employees be prepared to protect their plans and help their families in the event of an unexpected tragedy. Below are five common questions that I hear from clients and employees about beneficiaries: