Why Training and Motivating Managers Isn’t Optional: What Some Companies Get Wrong

The Missing Piece of the Puzzle: Real Training

Evidence shows that only 44% of managers say they’ve ever received formal training to be a manager. Not a great outcome for companies (especially for financial institutions) that rely on managers to lead busy and overworked financial advisors, shape culture, and achieve results for increasingly demanding clients.

And when training does happen? It’s not always up to par.

Think about it—what kind of training do most companies offer? According to the Wall Street Journal, it’s usually the bare minimum: how to approve timesheets, navigate performance reviews or deal with compliance paperwork. Is it necessary to wrap your mind around the tasks outlined above? Of course! But is it enough? Not even close.

That kind of “surface-level training” doesn’t teach managers how to lead with confidence and manage, inspire and motivate people—how to support, coach, bring out the best in every team member or deal with turbulent times. In other words, surface-level training is more likely to generate lackluster results. It may even discourage some team members and prevent them from reaching their full potential.

What Good Training Looks Like

If you want managers who are engaged, effective and energetic, their training needs to go deeper. It should focus on communication, empathy, decision-making, feedback, and team motivation (Forbes).

This is a big deal—because engaged managers create engaged teams, and engaged teams drive results and take the whole organization to the next level.

So, what DOES work?

There’s no one-size-fits-all answer, but a good, well-thought-out training strategy usually blends several approaches, according to Forbes:

• On-the-job training: Works well when hands-on experience is essential.
• External coaching: Great for more personalized development.
• Online classes: Ideal for flexibility and self-paced learners
• Mentorship programs: Especially effective when they combine regular face-to-face discussions

Some training experts rightfully recommend mentorship-based onboarding—pairing new managers with experienced ones. We’ve seen that relying on online training alone isn’t always enough. Managers need an opportunity to ask a lot of questions, outline specific concerns, share their point of view and get thoughtful, highly personalized answers.

Train Managers to Connect, Not Just Comply

Here is a very important insight. The best training goes beyond teaching concepts—it’s about helping managers form the right habits. That means urging them to check in regularly with their team members, ask meaningful questions such as “What kind of challenges are you facing right now?”, and hear people out.

In a series of 17 studies involving nearly 15,000 participants, managers who learned these relational habits were between 10% and 22% more engaged in their own roles. Why? Because when managers are having real conversations and building trust with their teams, everyone feels more motivated, more aligned and more accountable. In other words, you become part of something bigger than yourself.

Know Your Manager’s Learning Style

Another key piece? Understanding how your new managers actually learn best. Some people thrive in hands-on environments. Others prefer structured training and coursework. There are people who want a coach or mentor they can bounce ideas off of, and leaders should tailor the experience accordingly.

It may require a little extra effort up front, but usually pays off in the long run.

Motivation Matters, Too

Training gives managers the skills. But motivation and appreciation is what keeps them engaged, in our professional opinion.

A manager who’s been properly trained but feels detached and unsupported can burn out fast. By the way, true motivation is not always about a big bonus or an annual retreat (of course those things don’t hurt!). Sometimes, it’s as simple as regular check-ins, clear communication, and showing genuine appreciation for all the work they’re doing day in and day out.

Great managers also want to feel like they’re making a difference. When leaders ask them, “What challenges are you facing right now?” or “How can we help you grow?” it sends a powerful message: We’re invested in you.

Final Thoughts:

Investing in your managers isn’t a luxury. It’s not something to focus on “when things start slowing down.” It’s a must-have – in good times or bad. The reason is simple. Because when your managers thrive, so does your entire organization.

Frequently Asked Questions

1. Why isn't surface-level training enough for new managers?
Because it primarily focuses on administrative tasks— i.e. timesheets and performance reviews—while skipping the real skills managers need: effective communication, coaching, empathy, and decision-making. Without these skills and capabilities, managers struggle to lead and motivate their teams.

2. What kind of training approach works best?
In our experience, a blended approach works best—on-the-job training, external coaching, online learning and mentorship. Different managers have different learning styles, and combining various formats and approaches is more likely to ensure more effective professional development.

3. How can training boost engagement for managers?
According to sources, training that helps managers form relationship-driven habits such as regular check-ins and open conversations with colleagues—can dramatically increase their own engagement. When managers form deep connections with their teams, everyone performs better which helps the whole organization rise higher and thrive.