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Employee development takes centre stage after EEF management training

When one of EEF’s member companies approached our learning and development team about creating a training programme to standardise their management styles, we developed a bespoke programme that has resulted in an employee-focused culture change in the business.

EEF were absolutely great. They asked us exactly what we needed and why we wanted to do the programme and then they tailored the programme specifically for our needs."

HR Manager, EEF member, UK automotive manufacturer


Achieving growth is an achievement for any business. But what often happens during these times of financial boon is that employee development can take a back seat.

After a period of growth, which resulted in a significant increase in headcount, the company recognised a skills gap among its managers. They had a number of new teams, headed up by team leaders and managers who were all managing in different ways. For this company, the varying managerial styles made it difficult to formalise key employee relations and management processes.

Their HR team saw this as an opportunity to develop a managerial training programme to not only develop and retain their talent, but also ensure a formal and standardised set of essential management skills was achieved by its leadership team.



The company’s HR manager had previously pursued training with EEF and chose to return to the organisation for help in developing a management training programme. EEF’s HR specialist in the Learning and Development team, Alison Valente worked with them to plan the delivery of the Essential Management Skills training programme to a group of team leaders and managers.

The training mixed theoretical study with practical examples from EEF’s expert trainers and consultants, providing their own practical knowledge and real-life examples, so delegates were able to embed the learning and develop their management skills accordingly.






The initial aim was to embed learning from the Essential Management Skills course, but a higher level of training and development is also being planned to further aid the development of its staff. This includes introducing a competency framework based on the results of a management development audit, to review all the leadership roles within the company, properly defining them and planning what is required to be successful.

The Essential Management Skills training has been so successful that they have now embedded the training as part of its internal employee development process and within its company culture. A wider skills audit is being planned across the entire organisation to determine other skills gaps and further employee development needed.

This attention to staff development has contributed in part to an increase in employee satisfaction and an increase in staff retention.

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