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Line Managers Left Out in the Cold


Not enough organisations include line managers in training and development programmes, according to research commissioned by the CIPD.

The research, Line Managers in Reward, Learning and Development, sampled views from in six large public and private sector organisations.

Victoria Winkler, CIPD learning, training and development adviser said organisations cannot afford to be complacent about addressing employee’s needs.

"It is disappointing to see that only a small number of organisations saw the importance of front line managers in translating people management and development policies into practice," she said.

"If an employee feels supported by their line manager, they will feel engaged with and committed to their organisation. This will in turn improve attendance, reduce staff turnover and ensure that employees are willing to 'go that extra mile'.

"Until line managers are recognised as the strategic partners of HR and given the recognition for their responsibilities, a lack of accountability to people management will continue. Our research will help those in the professional and development arena best equip line managers with the right skills, knowledge and attitudes for rewarding and recognising the contribution of their employees and for developing and raising their performance."

Charles Cotton, CIPD employment conditions adviser, added: "Reward professionals expect, on the one hand, line managers to make and communicate pay decisions, yet on the other, rarely ask for their views when creating reward systems.

"Reward professionals need to build policies around the strengths of the organisation, including line managers, and over time, develop the capabilities of line managers so that they are able to make better reward decisions. Otherwise, money is simply being wasted."


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