Scaling Manager Training: 5 Tips to Gain Stakeholder Buy-In

Your managers are critical to a thriving organization, but scaling their training can be a challenge – especially if you have a lean learning and development (L&D) team. Tight budgets, limited time and capacity, and hybrid teams all make it tough to equip managers with the skills they need. Here's how to overcome these hurdles and get stakeholder buy-in for effective manager training.

The impact of engaged managers

Did you know over three-quarters of employees feel disengaged? Oof! Investing in manager development directly tackles this issue. Gallup reports that strong manager-employee relationships drive 70% of employee engagement. 

Without training, managers struggle to provide constructive feedback, support team dynamics, and solve problems effectively. This leads to a domino effect of disengagement and turnover that costs companies billions.

Investing in manager development has a major impact on the bottom line. To scale manager training effectively, focus on the skills that matter most and deliver the highest return on investment (ROI). We call these Tipping Point Skills – think feedback, coaching, and productivity – because they tip over into a wide range of situations, quickly unlocking overall manager competence.

5 tips to gain stakeholder buy-in for manager training

1. Target your approach

Don't waste resources on generic, off-the-shelf training. Get clear on your specific business needs or problems and tailor your learning and messages for different audiences. Focus on areas unique to your company and align your training efforts with annual business goals and future plans. 

Targeting new managers? Read 4 Proven Steps for Building a New Manager Training Program

2. Form a trusted partnership

A strong partner can customize programs to your exact needs. Look for partners who are experts at what they do to fill gaps a lean L&D team can’t cover. You want someone who can speak to your audience at their level and in their language. Practical and engaging workshops are a must (otherwise, not boring!), and access to data-driven reporting is key.

3. Let tech do its job

Let people do what they do best, and let the tech handle the rest. When folks do tasks better suited for tech, efficiency is lost. Moreover, there's an opportunity cost: what are your people not doing while handling tasks tech should manage? Systems and process design, stakeholder communications, and creative program launches benefit from the human touch, while tech best handles repetitive tasks. 

When scaling manager training, it's essential to delineate responsibilities:

People are good at:

• High-context communications (feedback, coaching)

• Determining what data to collect

• Creating meaningful moments 

• Creativity, curiosity, and fun

Tech is good at:

• Low context communication (confirmations, reminders)

• Collecting and visualizing data 

• Reinforcing policies and systems 

• Providing on-demand options 

4. Gather evidence of success 

Feedback shows how effective training is, making it easier to get stakeholders on board. Offer relevant training specific to your team's needs and let learner feedback speak for itself.

• Collect survey data and showcase real-life examples of how managers apply the training and improve their teams.

• Partner with human resources and key influencers to champion your program and encourage participation from leaders.

“As we start with one audience to build success, we share that success with another audience. So we’re finding this hasn’t been a hard sell because we have so much experience and data to be able to reference. A lot of it comes directly from the employees of the stakeholders that we’re engaging.” - Karen Schukle, Senior Director of L&D at Ross Stores, Inc. 

5. Show the money

Secure buy-in for future training investments by sharing the ROI of manager development. Highlight its impact on boosting engagement and reducing turnover costs (46% of workers are considering a job change this year!). Use data – like the stats in this article and here – and metrics you’ve collected to tell your story. Share details like positive after-course survey results, climbing engagement numbers, and examples of how often managers reference and apply the training. 

Scaling manager training for success

Scaling manager training might seem like a daunting task, especially when resources are stretched thin and leaders are bottom-line-focused. You can turn this challenge into a strategic advantage by targeting your approach, partnering with the right experts, leveraging tech, gathering solid feedback, and showcasing the ROI. 

Remember, investing in your managers is investing in your organization’s future. With engaged, well-trained managers, you’ll boost team engagement and productivity while driving significant business results. 

Watch on-demand: How to Scale Manager Training at Your Organization