MANAGER ESSENTIALS – PEOPLE DRIVEN RESULTS
Your management training has a hidden flaw.
You are training your managers in proven techniques — on a workforce going through a life stage those techniques weren’t designed for.
The result shows up two ways. In some organizations it’s turnover — Gen Z and younger Millennials make up 65% of the people walking out the door. In others it’s frustration — managers who are good at their jobs saying, for the first time, “I can’t figure out how to motivate these employees.” Either way, the cause is the same: a newly identified life stage called emerging adulthood (ages 18–28) that classic supervisory training was never built for.
Manager Essentials is the first program that fixes that. The management training you already have to do — updated for the part of the workforce that’s costing you the most. Available as a half- or full-day program, delivered in person or virtually.
THE PROBLEM
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 That’s the difference — and it’s the reason this training doesn’t go out of date every four years when the next generational segment arrives.
WHAT MAKES THIS DIFFERENT
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 behave in ways managers misread as laziness, entitlement, or disloyalty — and why the same managers who are excellent with experienced employees struggle with newer ones.
Because it’s a life stage and not a generational trend, it won’t go away when Gen Z ages out. Every generation goes through it. That’s what makes this training future-proof in a way that Gen Z-specific programs aren’t.
THE OUTCOME
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
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.
WHAT GETS IN THE WAY
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 that 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.
ABOUT HAYDN
He literally wrote the book. Then he built what didn’t exist.
Haydn Shaw literally wrote the book on generations at work. After training 30,000 managers at FranklinCovey, he built what didn’t exist: management training that adjusts the classic supervisory skills for the life stage driving your younger employees’ turnover and disengagement.
PROGRAM DETAILS
Format & Logistics
- 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.