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In our last post, we discussed the power of promoting from within and how it builds a strong foundation for your store’s leadership. But a promotion is just the first step. The reality is, a manager’s job is complex, covering everything from employment law to inventory management. To truly set your leaders up for success, you need a training program that goes beyond the basics and supports them every step of the way.

The Rise of Comprehensive Training: Beyond the Checklist

Forward-thinking companies are creating formal, education-themed paths to leadership. Giant Eagle’s GetGo brand, for example, has a program called “Master University” for employees on a store-leadership track. They pair these future leaders with certified trainers for a mix of written learning, hands-on experience, and leadership skill development. This isn’t just a one-time thing; they also use micro-learning apps and host multi-day, in-person training sessions.

Why You Should Be Interested: Investing in Their Skills, Investing in Your Profits

We can’t just hand someone a new title and expect them to know everything. A well-designed training program is a direct investment in your store’s profitability and efficiency. It reduces costly mistakes, boosts staff morale, and ensures your managers are equipped to handle any situation. Think about the time and money you spend correcting errors, resolving conflicts, or dealing with compliance issues. A solid training program can prevent most of these headaches before they start.

What You Should Be Doing: Building a Robust Training Program

• Offer formal training for key topics. The day-to-day work is one thing, but a manager needs to know how to handle hiring cycles, performance appraisals, disciplinary actions, and employment law. A formal training session, even a two-day one, can provide a solid grounding in these critical areas.
• Embrace video and micro-learning. We know our teams are busy. That’s where video modules and quick, app-based courses come in. They allow employees to learn and refresh their skills on topics like delegation and communication in short bursts of just two to five minutes. This is a modern, effective way to support continuous learning.
• Create a clear development path. You can use “development action plans” to help employees identify skills they want to grow and outline opportunities for formal or on-the-job training. This also feeds into a “succession plan” that shows team members potential future job openings, demonstrating that you have a real plan for their career growth.

More Information: You can explore more about these training programs in the NACS Magazine article, “How to Build Better Managers”.

The Bottom Line: Offering a Career, Not Just a Job

Investing in a comprehensive training program shows your team you’re not just offering them a job; you’re offering them a career. This commitment to their professional development will pay dividends in employee loyalty, performance, and ultimately, your store’s success.

In our next post, we’ll move beyond formal training and talk about the “soft” side of management: the non-monetary strategies that build a culture of trust and community.