Manager training isn’t just a “nice to have.” If you want better retention, stronger engagement and fewer issues down the road, it’s a business necessity - no matter your industry.

We’ve all heard it: “Our people are our most important asset.” But that only works if you're supporting the people leading those people - managers. Managers shape employee experience every day. Without real training and support, you're leaving a lot to chance... and paying the price when problems pop up.

In this video and blog, I’ll walk through how to make a business case for manager training that actually gets buy-in, with talking points that connect to what leadership cares about.

Use Data to Build the Case
When you’re making a case for investment, data helps you turn “I think” into “we know.” For example, Gallup found that 70% of a team’s engagement is driven by their manager — which means if morale and productivity are low, you can’t afford not to look at how we’re supporting your managers. And a separate study by Kellogg Business School found that just two modules of a training program could impact productivity by 15-18% over time.

These aren’t just "interesting stats" — they’re proof points that show how much of an impact manager training can bring. And while external research builds a strong foundation, your most persuasive case will come from combining that with your own internal data. At the end of this blog (and in the video), we’ll walk through internal metrics you can gather to tailor your case even further.

While you gather internal data, here’s how to clearly show how manager training supports core business goals.

Legal Costs: It starts with one moment
I saw plenty of lawsuits as an employment lawyer, and can say that, more often than you'd think, it wasn't bad intent that caused the issue. It’s that the manager literally didn’t know what to do. Like when an employee says, “I want to tell you something, but I don’t want to make a formal complaint.” Or when a manager tells HR they want to let someone go for performance, but don't mention that this same person just got back from a medical leave or made a complaint two weeks ago. One misstep can turn into a claim that could’ve been avoided with a little knowledge and the right support.
Talking point: “Training helps prevent the kind of ‘gray area’ missteps that cost us — not just financially, but in trust.”

Employee Retention: Exit interviews don’t lie
Another saying you often hear is "people don’t just leave jobs — they leave managers." There are definitely other reasons people leave, but frequently, exit interviews focus on the same thing: how an employee was treated, supported (or not), and communicated with.
Talking point: “We’re spending time and money trying to fill roles that didn’t have to be vacated in the first place. Training helps managers be the reason people stay.”

Employee Engagement: It's not just about pay
Of course, compensation matters. But managers generally can't control that on their own. And that’s not what drives their team members' actual day-to-day. A manager sets the tone — how their team is treated, supported and recognized. That’s the stuff people really remember.
Talking point: “Managers can’t change someone’s salary, but they have the biggest impact on how someone feels at work — and whether they give their best.”

New Manager Promotions: Totally different skill set
Too often, organizations promote high performers and expect them to just...manage. But managing people is a completely different skill set. And you can’t assume they’ll just figure it out. If you're not providing that training, you can be driving your best people out the door.
Talking point: “If we’re promoting people without training them, we’re setting them — and their teams — up to fail.”

Manager Stress: It's everywhere
More than half of managers say they’re burned out. Between handling performance, navigating change, and managing their own workload, they’re maxed. What if, through training, you could not only give them tools, but also help them connect with and build strong support networks with each other — even across departments?
Talking point: “Manager training isn’t just about skills. It’s about support. Let’s stop isolating them and start building a real bench.”

Employee Relations Patterns: These aren’t one-offs
If we’re seeing the same ER issues again and again… it’s probably happening way more than we know. And here’s the kicker: a lot of it is preventable. Consistent training helps managers spot issues early — and handle them before they escalate.
Talking point: “Training is the fastest way to break the patterns we keep seeing — and avoid the ones we don’t.”

Requested Topics: Ask them what they need
You probably already have an idea of what your managers need. But here’s a powerful way to build buy-in: ask them. Whether it’s giving feedback, running 1:1s, or handling tough conversations, your managers know where they feel stuck.
Talking point: “We get more traction when managers help shape the training — and feel like it was built with them in mind. It becomes a partnership, not a mandate.”

Bringing It All Together
As I explain in the video, if you're advocating for training, you need to provide data to back it up. I've included data here and here, and you can put a bit of legwork to make a "yes" to training more likely. Specifically, look to: legal costs, exit interview themes, employee relations case patterns, newly-promoted manager numbers, engagement survey trends by team, and managers' feedback on where they could use training.
Final Talking Point: “What do we want our managers to be? If it's to not only avoid risk, but drive results in a way that makes our teams want to stay and grow careers here — then training isn’t optional. It’s essential.”

Want Training That Makes This Happen?
That’s why we built Manager 101. It covers the real topics managers need and want - like how to delegate well, manage performance and lead their teams day-to-day. Our organizational packages include ready-to-use tools, templates and even survey language so managers can add topics relevant to their roles (and we can help you add those to the training materials). Whether you're training a handful of new leaders or launching it across your whole organization, we’ve got scalable, easy-to-implement options that make it simple to get started. Check it out today, to get a few licenses or set up a call to learn about our broader packages.