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This Workday story, written by Workday authors, was first published in English on the Workday blog. Our local readers will find a German version of the article below.

Tomorrow's managers: This is how medium-sized companies produce good managers

The topic of "executives" is a challenge, especially for German medium-sized companies: good ones are quickly poached or are difficult to find. Christoph Kull, Head of Sales and Marketing DACH at Workday, shows what entrepreneurs can do to attract the talent of tomorrow themselves to shape.

Bad bosses are one of the most important reasons why employees lose motivation and end up quitting. But where do the good ones come from if not steal? The challenge is simply the limited number of experienced, highly qualified executives in the market. The competition is fierce, DAX companies lure with attractive packages and tech forges with exciting topics. Instead, smaller companies rely on training their own management staff.

But how do you find suitable employees who can later take on personnel responsibility and management tasks? A study by Gallup suggests that only one in ten employees has what it takes to become a good manager with responsibility for people. Almost a third can become a good boss if their company invests in their leadership training, according to Gallup. The following steps play a major role in unlocking this important potential:

  1. Who can boss?
  2. Thanks to modern technology and new HR systems, companies can better see, understand and measure the individual performance of their employees. Employee data is evaluated in order to quickly identify high performers - this allows HR managers to analyze their success and use this knowledge to optimize their HR strategy.

    When identifying potential executives, however, not only performance data should play a role. The "emotional intelligence" of the employees concerned is at least as important here. Management coach Aaron Feinberg works with companies of all sizes in a wide variety of industries. For him, emotional intelligence is the "backbone of a successful manager".

    "Managers have to be able to motivate their employees," explains Feinberg. "However, that will not work if there is no trust and the person responsible has not built up rapport. Through active listening, open questions and guidance on self-confidence, managers can increase their internal motivation Disclose to others and help them to live their values. "

  3. HR has to shovel free time
  4. Today, HR managers spend more than 50 percent of their time on administrative coordination and control. Modern HR solutions can help automate many of these repetitive tasks. Instead, HR staff can deal with the training and development of their employees. Fortunately, they don't always have to reinvent the wheel: there are ready-made management programs on the market that companies can fall back on.

    One example is 3M's "experience development in four stages". Employees are trained at different stages of their career according to their skills and potential. 3M's programs last between three and twelve months and include spot coaching, 360-degree feedback and a Final project in which the employee demonstrates the knowledge he has learned and his ability to apply it in everyday life.

     

  5. A culture of learning
  6. A good start is not enough. It is important to establish a culture of learning in the company - for the entire workforce, so that future managers can also prepare themselves as best as possible for their position and their personnel responsibilities through appropriate training and courses, and later their own with the help of feedback from their own team Ability to further sharpen and develop skills. Here, too, intelligent HR systems play an important role, because they not only support HR teams in their work, but also give employees in the company the option to take their further education and training into their own hands. The way of learning has changed in recent years: video tutorials on platforms such as Youtube or Vimeo give users uncomplicated insights into various topics - simple and user-friendly, whenever you feel like it. Within companies, the culture of learning is usually miles away from it.

    With solutions like Workday Learning, companies can provide their employees with educational opportunities just as easily - with an intuitive user interface, personalized preferences and recommendations for their own development. In this way, employees take on more active roles in their further training and can prepare themselves specifically for the management tasks of tomorrow.

Conclusion

Medium-sized companies usually have to raise their offspring themselves. It is important to focus on a culture of learning right from the start. Only those who discover their personal leadership style and individual strengths and at the same time are aware of their weaknesses will be a better role model as a manager for their employees - and can help them to become a good manager themselves. Concentrated training programs, whether individually or in groups, and a better understanding of employees through modern technology can help companies to let all of their managers and employees discover their full potential.