Line managers function as the mobilizers of the production teams and can be change agents within the organization. They interact closest to the most dynamic work force in your organization and therefore have the ability to be first responders in quelling worker grievances and motivating workers to achieve high performance. Driven by production schedules and faced with high turn over, floor managers have not been prepared to support the needs of young workers.
This training module has been developed for line managers and frontline supervisors who manage young workers aged 16-25.
- Grasp practical methods and skills in handling the most common situations in their daily work, such as how to organize a meeting; how to provide positive feedback to young workers either to motivate or to criticize for improvement; how to handle situations when a conflict arises; how to address the special needs of young workers; how to develop their own potential, etc.
- Understand the current needs and thoughts of today’s’ workers (aged between 16-25, especially juvenile workers aged 16-18), and the challenges they are facing
- Learn and practice the basic concepts and skills of communication and conflict management
- Identify personal strengths and weaknesses and make a personal action plan as a line manager
- Feedback: Participants fill-out pre- and post-training feedback questionnaires that measure the extent of participants’ appreciation towards the trainings
- Increase in knowledge: A pre- and post-training questionnaire evaluates whether participants’ knowledge increased
- Change of behavior: A series of pre- and post-training interviews ascertain whether and how participants implement the training in their daily work
- Impact: A worker survey evaluates whether or not the training had the desired impact on workers (e.g. reduced conflict, increased work satisfaction rate and retention, reduced absenteeism etc.)
The training package consists of a standard PowerPoint presentation, a trainers’ manual, a participant booklet and handouts. Each session of the trainers’ manual contains session objectives, key learning points, activities/exercises and detailed steps and supported materials. The trainer can adjust the content and activities, but all the key learning points should be covered.
“The training has taught me a practical lesson in how to communicate and handle workers’ emotions. Before the training, I always talked to the workers in the wrong tone, I think it is because I didn’t receive much education and I have poor language skills. After the training, I realised I need to explain things more clearly to the workers, learn their needs and communicate with them in a way that is suitable for them." A deputy line manager in a Shenzhen factory.
Please read our case study on line manager trainings to get a better idea of the impact these trainings have on factory managers and their employees.