Your Management Training Has a Hidden Flaw
Your management training may be excellent. But most management programs were developed before researchers identifed a life stage called Emerging Adulthood (ages 18-28)
That’s why so many organizations struggle with younger employee motivation turnover – even when managers are doing many things right. Manager Essentials helps your managers adapt proven leadership skills so they work with today’s younger workforce.
Two Symptoms. One Root Cause.
Ask managers what’s harder right now and you’ll hear two different answers depending on the industry and organization:
“They quit before we’ve even gotten a return on hiring them.”
“They show up but I can’t get them motivated.”
Both problems frustrate even your best managers. And both lead to the same response: pull back, invest less, wait and see. Which makes both problems worse.
Most training blames the generation. Manager Essentials addresses the life stage. That’s the difference — and it’s the reason this training doesn’t go out of date every four years when the next generational segment arrives.
The first management training built for the life stage of Emerging Adulthood
Emerging Adulthood (ages 18-28) is a newly identified life stage between adolescence and full adulthood.
It explains why younger employees often behave in ways managers misread as laziness, entitlement,
or disloyalty—and why managers who are highly effective with experienced employees
can struggle to motivate and retain newer ones.
Because it is a life stage rather than a generational trend, the challenge doesn’t disappear when Gen Z gets older.
Every generation passes through Emerging Adulthood.
That’s what makes this training future-proof. It equips managers to lead employees
through a predictable stage of life, not just a single generation.
What Your Managers Will Walk Away With
- The classic management skills — feedback, delegation, difficult conversations, one-on-ones, listening, motivation — with tweaks that make them work for emerging adults.
- Why younger employees check out or leave, and why it’s the life stage more than the generation.
- The three conversations that raise performance and re-engage disengaged employees.
- How to read negative reactions and know when to guide vs. confront.
- The 6 Essentials that cut turnover and keep motivation up with Gen Z and younger Millennials.
- How to sort through the urban legends that make even good managers hesitate to invest in younger employees.
- How to keep motivation up through unpopular changes.
- 15 tools and templates they can use long after the session.
The 6 Essentials That Cut Turnover and Keep Motivation Up
The same six practices that prevent younger employees from leaving also keep them engaged when the job market tightens.
They work because they address what the life stage of emerging adulthood actually needs — not what stereotypes say Gen Z wants.
01
They get told the truth before they get hired.
02
They aren’t left alone after they get hired.
03
They know where they stand and who supports them.
04
They have candid conversations with their manager about work, the team, and their future.
05
They know what’s going on in the business — and why things aren’t always the way they want.
06
They have clear conversations with their manager about their future.
The Beliefs That Make Good Managers Give Up
Before skills and tools can work, managers have to sort through the misunderstandings that make them hesitate to
invest in younger employees.
Manager Essentials surfaces and engages each one:
“They wouldn’t want to work here if we told them about the tougher parts of the job.“
“Many of them aren’t going to stay, so why put in the effort until we know?”
“They shouldn’t need all this help I never received.”
“If you let them talk openly about their frustrations, their frustrations will grow.”
“It’s better to avoid talking about their career path, they may not like the answers and leave.”
Meet Haydn Shaw
He literally wrote the book. Then he built what didn’t exist.
After 30 years of research and consulting, training more than 35,000 managers, and reaching 250,000 participants, Haydn Shaw noticed the same problem across industries: managers were being asked to lead a workforce that classic supervisory training was never designed for.
Manager Essentials is the result—a practical program that adapts proven management skills to the realities of Emerging Adulthood and helps managers reduce turnover, increase motivation, and build stronger teams.
Program Details
- Half-day or full-day format
- Delivered in person or virtually
- Live training by Haydn Shaw, or your team via train-the-trainer certification
- Includes guidebook, 15 tools and templates, and Sticking Points hardcover
Whether Your Problem is Turnover, Motivation, or both, – the fix is the same.
Contact Haydn to book a training or learn more about train-the-trainer options.