Get an overview of how to assess the effectiveness of your management development program. See how your business partners in HR and senior management can help you keep a pulse on how managers are performing.
- You're investing a ton of time and money into developing your leaders. So of course you want to be sure what you're doing is working, right? Plus I know you're competing with a whole bunch of other people for the budget needed to create a world class management development program that will support your company's plans for the future. Here are some best practices for evaluating the effectiveness of your management development program. You're going to have to measure ROI which at times can feel challenging, especially when you're seeking to improve soft skills like communication and collaboration.
You'll need to shift from a quality to a results mindset. Consider what the sponsors of the program are seeking in terms of results. Here's what I mean by this. I can tell you from experience that most sales executives aren't all that concerned with communication skills. They care about their team's ability to sell products or services. Of course you need to have strong communication skills in order to do this. So in a situation like this, you'd want to measure the increase in the number of deals closed which would indicate success.
Take a look at your voluntary employee turnover numbers since we know people don't leave companies, they leave their bosses. Is employee turnover declining? Can you see a difference in turnover between those who've had access to leadership development and those who've been winging it on their own? Check in with HR to see if complaints from employees regarding their leaders have declined. If they're on the rise, find out what people are saying so you can revise your program.
Find out if there's been a decrease in errors. Those of you who are working in industries like manufacturing or warehousing may want to see how your safety numbers are faring. Hopefully, you're seeing improvements. Go to members of your senior leadership team and ask them for feedback. When doing so, ask the following question. On a scale of one to 10, with 10 being high, how would they evaluate our company's management development program? If they tell you a number that is less than 10, follow up by asking what would it take for them to rate the program as a 10? Now you have a better sense of what areas could use improving.
Most organizations today conduct engagement surveys either annually or semi-annually. If your company does this, ask to see the overall engagement scores. Are you seeing improvement over time? Are comments popping up that indicate you're on track? Ask participants for feedback regarding their development. It's best to do this right after they've attended a class or worked with a coach. I personally prefer having conversations with people regarding their experience rather than relying on the smiley sheets handed out at the end of a session.
People tend to fill those out as quickly as possible so they can exit the room. I know that's what I used to do. Hopefully I've convinced you to devote the resources needed to measure the effectiveness of your management development program. By doing so, you'll be able to demonstrate the investment in people as helping drive operational excellence, customer relationships, and innovation. Do this well and no doubt, you'll have continued support from the president on down.
- What makes a manager effective?
- What managers seek from their employers
- Coaching versus mentoring
- Determining whether to use internal or external resources
- Helping managers take control of their learning
- Creating a management training strategy
- Measuring the effectiveness of your program
- Avoiding common management development mistakes