Management Training: The Missing Piece in Business Success
Most companies invest heavily in employee training. New hires go through onboarding, specialists get skills development, and compliance training is baked into the system.
But when was the last time your managers received actual training?
Not just an email about leadership principles. Not just a workshop on conflict resolution. Real, structured training on how to manage people, make strategic decisions, and lead effectively.
The reality is—most managers are thrown into leadership roles with little to no training. They get promoted because they were great at their job, but no one teaches them how to:
Give effective feedback that doesn’t demoralize their team.
Handle difficult conversations without avoiding them or escalating conflicts.
Motivate people without relying on pressure, fear, or micromanagement.
Balance business goals with employee well-being.
So what happens?
We end up with burned-out managers, disengaged teams, and high turnover. Employees leave not because of their work, but because poor management makes good work unbearable.
Not All Managers Are Good at Both Kinds of Management
There’s a big difference between operational/job management and people management. Some managers excel at one, but struggle with the other.
Operational Management (The “What” of the Job)
Operational managers focus on tasks, deadlines, and outcomes. They’re great at:
✅ Planning and coordinating projects
✅ Keeping workflows efficient
✅ Tracking performance metrics
✅ Managing budgets, resources, and timelines
If your business is missing deadlines, struggling with efficiency, or failing to deliver results—your managers might need operational training.
People Management (The “How” of Leadership)
People managers focus on the humans behind the work. They know how to:
✅ Coach employees to reach their full potential
✅ Communicate expectations and provide clear feedback
✅ Navigate conflict and build team cohesion
✅ Create a culture where employees are engaged and motivated
If your business is dealing with high turnover, disengaged employees, or workplace tension, your managers might need people management training.
Depending on the size and type of business you run, you may need one, the other, or both types of training. And it’s not something to be ashamed of or that can’t be overcome! It is, however, a weakness in your business pipeline.
If you promote mostly from within, you are more than likely experiencing a lack of people management, whereas if you hire external managers they may be great at being a manager, but not your business and how you run it.
The Cost of Poor Management Training
A Gallup study in 2015 found that 50% of employees leave their jobs because of their managers. Not pay, not benefits—management.
Follow up studies in 2023 found that 42% of employees who voluntarily left their organization felt their manager or organization could have taken action to prevent their departure, and 51% of currently employed workers are either actively seeking or watching for new job opportunities.
Bad managers create environments where:
❌ High performers leave because they aren’t recognized or developed.
❌ Mediocre performance lingers because no one knows how to give clear, constructive feedback.
❌ Workplace culture suffers because leadership isn’t aligned, creating mixed messages.
Management isn’t about authority—it’s about capability. And capability requires training.
How Managers Can Improve at Both
Most managers aren’t naturally great at both operational and people management—but they can get better with the right training.
At Vorticity Advisory, we train managers to:
✔️ Strengthen their weaker side – Operationally strong managers learn how to lead people, while people-focused managers learn how to balance business objectives.
✔️ Navigate tough conversations – Because avoiding conflict makes things worse, but approaching it the right way builds trust.
✔️ Understand business data – Managers don’t need to be analysts, but they do need to make decisions based on real performance insights, not gut feelings.
✔️ Lead with clarity and accountability – Without micromanaging, without overcorrecting, and without making employees miserable.
The difference between a struggling team and a high-performing one isn’t the talent—it’s the leadership.
How Is Your Business Investing in Its Managers?
If the answer isn’t clear, let’s talk. Strong management doesn’t happen by accident—it’s built.