Build Better Teams Through Manager Training

October 31, 2025

You might have seen it: a top performer gets promoted to manager, everyone cheers, and then…crickets. Without proper manager training, they’re expected to lead a team, mediate conflicts, and hit ambitious targets while juggling their own workload. It’s a sink-or-swim scenario, and it’s not working.

Managers today do it all—they’re career coaches, culture champions, and a first line of defense for employee well-being. Their influence on engagement, mental health, and retention is enormous. But without the right training and support, even the most well-intentioned managers can burn out or struggle to support their teams effectively.

What is manager training?

Modern manager training goes beyond a one-time seminar. It’s an ongoing process that includes coaching, mentorship, workshops, and hands-on practice. More organizations now recognize that managing people is a learned skill, not something that comes automatically to top performers. Manager training helps leaders build the skills to communicate, delegate, resolve conflict, and coach their teams effectively.

Why is manager training essential?

Investing in your managers is an investment in the health and success of your entire workforce. Effective leadership training is critical because managers:

• Shape the employee experience. They’re the primary touchpoint for support, directly influencing workload, recognition, and day-to-day well-being.
• Spot issues early. Managers are often the first to notice signs of distress and can connect employees to mental health resources before challenges escalate.
• Drive retention and engagement. A manager’s leadership style is often the deciding factor in whether employees stay or leave.
• Fuel performance. They set goals, motivate their teams, and create the conditions for people to do their best work.

What leadership training do your managers need?

Strong manager training programs start with clarity—what skills and behaviors define great leadership in your organization. From there, understanding each manager’s strengths, team needs, and business goals makes development truly meaningful and effective.

• Use a combination of tools, like performance reviews and self-assessments, to get a complete picture of a manager's strengths and gaps.
• Review team performance and engagement metrics—patterns like missed deadlines, burnout, low morale, or turnover can highlight where managers need extra support. Ensure the training you choose advances the company's strategic objectives, whether that's boosting innovation, collaboration, or customer satisfaction.
• Tailor training to context—each team’s work and challenges demand different strengths, from technical expertise to emotional intelligence and communication.
• Ask direct reports what kind of support or development they’d value most.

8 manager skills that drive engagement

Manager training programs that make a big impact give leaders a toolbox of real-world, everyday skills. Here are eight essentials every program should cover:

#1 Building trust and psychological safety

When employees feel safe admitting mistakes, asking questions, or challenging ideas, innovation thrives. Manager training teaches leaders to model psychological safety—for example, responding to a failed project with, “What can we learn from this?” instead of assigning blame.

#2 Supporting employee well-being

Lyra’s 2025 State of Workforce Mental Health found that 73% of employees say work-related mental health struggles hurt their performance. Managers aren't therapists, but they can spot when someone’s struggling and refer them to the appropriate resources. Manager training helps them recognize signs, like sudden disengagement, and respond with empathy and resources.

#3 Having tough conversations

From giving difficult feedback to mediating conflict, challenging conversations are part of the job. Training gives managers tools for staying calm, using neutral language, and de-escalating tension so discussions stay productive and respectful.

#4 Leading through change

Change is hard, for managers and their teams. Leadership training programs help managers recognize their own feelings, communicate honestly, and create space for open questions. Simple approaches like saying, "I don't have the answer yet, but I’ll update you by Friday," build trust and stability during transitions.

#5 Fostering sustainable career growth

Career growth isn’t just about climbing the ladder. It’s about developing in ways that feel meaningful and sustainable. Manager training helps leaders identify energizing challenges for their team, like assigning a "stretch project" to help someone build new skills.

#6 Giving effective performance reviews

The best performance reviews focus on growth, not mistakes. Training helps managers shift from criticism to collaboration, asking questions like, "What resources would help you implement this feedback?" so employees leave the conversation supported and motivated to improve.

#7 Balancing empathy with results

Empathy and accountability aren’t opposites. Training teaches managers how to support employees while keeping goals on track—for example, extending a deadline for someone dealing with personal issues while creating a plan to stay on schedule.

#8 Taking care of themselves

Managers absorb pressure from every direction. They experience the highest stress levels, have a 43% higher risk for burnout, and are 24% more likely to quit than other employees. Training gives them tools to protect their own well-being—like delegating effectively and setting boundaries—while setting a good example for their team.

Develop your most valuable asset

Investing in your managers is one of the most effective ways to build healthier teams, a stronger culture, and better business outcomes. Lyra can help you equip your leaders with the skills to make this a reality.