According to a recent study that shows most managers skip training due to lack of time, over 90% of organizations report that their managers don’t participate in available development programs highlighting a growing leadership skills gap with ripple effects across performance and engagement.

The Hidden Cost of Time Constraints in Manager Training

The Association for Talent Development’s September 2025 report surveyed 409 talent development experts and found that while almost all organizations offer manager development programs, the biggest barrier remains time. More than 90% of respondents indicated managers simply don’t have enough hours in the day to participate.

This training gap is being felt across industries. 63% of talent professionals said the role of manager is more challenging than anticipated, and over half reported that their organizations offered little to no preparatory training for new managers.

Performance Relies on Prepared Leadership

Effective management is a multiplier: studies show that poor leadership contributes significantly to disengagement and turnover, while great managers drive high engagement and retention. Skilled managerial abilities like communication, performance feedback, conflict resolution, and ethical decision-making are critical. However, most firms struggle to prepare managers adequately, especially in dynamic and remote working environments.

High-performing organizations are one step ahead. They invest in training reinforcement, with 53% offering post-training resources such as job aids, videos, and resource libraries to reinforce learning outcomes. Likewise, 62% reported using coaching or mentorship to supplement formal learning—an approach that consistently drives results.

Reigniting Commitment to Manager Development

To close the widening skills gap, organizations must rethink how they deliver training:

• Microlearning Modules: Easy-to-access, bite-sized lessons help managers learn without dropping everything else.

• Continuous Coaching & Resources: Access to practical tools and mentor support keeps momentum alive and ensures real-world application.

• Prioritize Manager Uptime: Block out designated learning time to overcome the “lack of time” barrier.

U.S. and U.K. data further reinforces that well-trained managers significantly boost engagement and support better outcomes for employees and organizations. A drop in training, such as the 19-day decline over recent years can be linked to lower engagement scores and higher turnover.

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