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Training new managers helps ensure the company has a strong leadership pipeline (many companies that get this right have leadership mentoring programs). Companies with well-trained managers had significantly lower employee turnover rates than those without well-trained managers. And this turnover has cost companies $223 billion in the last five years. The high cost of toxic workplace culture report shows that 60% of employees who left blamed their managers. This is a problem because, during those early years of transition into a leadership role, new managers are expected to perform at the same level as their more experienced colleagues. This means managers don't get formal training for a whopping 10 years into the leadership role. After promotion, many don't get the necessary training until they are 42. Most people in these companies become supervisors at age 30 and stay in that role for nine years. Harvard Business Review reviewed the training of over 1700 leaders across different organizations. ‍ Why is it critical to train new managers? mentorship from more experienced managers.This type of training can be delivered in various ways but typically includes a combination of: New manager training is a process through which new managers learn the skills and knowledge necessary to manage a team effectively. There should be a focus on application and practice. The program should be flexible to meet the needs of each individual and your organization’s goal.To have effective new manager training in your workplace, you need to keep a few things in mind: These numbers are staggering and should cause companies to look at their new manager training program. 63% feel ineffective after six months, and 50% still don’t feel effective after a year, according to Brian Rollo Consulting Group. This lack of training and support has made many new managers redundant. Little wonder, 98% of managers feel new managers need more training to deal with crucial issues such as employee turnover, project management, and more. Corporations spend more to develop senior leaders than train new managers.