Free management training
Six short sessions for supervisors and managers. About 10 minutes each. No sign-up.
Research keeps pointing to the same place: how people are managed shapes whether they stay. Gallup's analysis of manager data attributes roughly 70 percent of the variance in team engagement to the manager. Right now Augusta-area unemployment is 4.1%, so strong employees have options. These sessions are practical habits you can start this week.
The series draws on what the data on this site shows: a tight labor market, pay that runs 14% below the U.S. mean, and 1,922 announced jobs that will compete for the same workers. Each session ends with one action to try.
Module 1: Hold a one-on-one that matters
A one-on-one is a standing meeting between you and one person, every week or every two weeks, 20 to 30 minutes, always on the calendar and never skipped for something urgent. It is their meeting, not yours. Start with how they are doing, ask what is getting in their way, and ask what they need from you. Write down anything you promise and bring it back next time. Most people who leave say they did not feel heard before they decided to go. This is where you hear them early.
This week: book the next one-on-one with each person you manage, and ask each one: "What is one thing I could do that would make your job easier?"
Module 2: Make expectations clear
People cannot hit a target they cannot see. For each role, write down the three to five things that make someone successful, in plain words, and the difference between good and great. Then check understanding by asking them to say it back in their own words. Unclear expectations feel like unfairness, and unfairness drives people to look elsewhere.
This week: pick one person and write their top three priorities. Share the list and ask whether it matches their view.
Module 3: Give feedback early and kindly
Feedback works best when it is fast, specific and about the work, not the person. Use a simple pattern: what you saw, why it mattered, and what you would like next time. Do it privately and within a few days. Do not save problems for a review. Offer praise the same way: specific and soon. A ratio of more praise than correction is a good sign of a healthy team.
This week: give one piece of specific positive feedback and one piece of useful correction, each within 48 hours of the event.
Module 4: Recognize good work
Recognition does not have to cost anything. It has to be specific, timely and believable. Say what the person did, what it made possible, and thank them, ideally in front of peers if they like that and privately if they do not. Ask people how they like to be recognized. Pay is part of the picture too: if someone is well below the local mean, thanks will not cover it. See the local wage data.
This week: send one recognition note that names the behavior and its result.
Module 5: Spot the early warning signs
People rarely quit suddenly. Watch for quieter participation, missed small commitments, less curiosity, more time off, and skipped one-on-ones. When you notice a change, ask without accusing: "I have noticed you seem less like yourself lately. How are things?" Then listen, and ask what would make the job better. Stay interviews, short conversations with current employees about what keeps them, are one of the best tools you have.
This week: hold one stay interview with a strong performer. Ask: "What keeps you here, and what might make you leave?"
Module 6: Onboard the first 90 days
A new hire decides quickly whether they made the right choice. Plan the first day, the first week and the first 90 days in writing: who they meet, what they learn, what they are expected to deliver, and when you will check in. Pair them with a friendly peer. Meet at 30, 60 and 90 days and ask how it compares with what they expected. If you are hiring at a time of low unemployment, the first 90 days is where you earn the investment you made in recruiting.
This week: write a 30-60-90 day plan for your next hire or the newest person on your team.
Want a deeper look at why your people stay or go? Peak also offers a free Will They Stay? check.
General management guidance for educational use, not legal or HR advice for a specific situation. Your checkmarks are saved only in your own browser.
Quick answers
Is there free management training in Augusta, GA?
Yes. CSRA Business Weather offers six free sessions for supervisors, each about 10 minutes, with one action to try each week.
Why does management matter for retention?
Gallup's analysis of manager data attributes roughly 70 percent of the variance in team engagement to the manager, which is why these sessions focus on everyday manager habits.
More local data
General information from public sources, not advice for any single business. Disclaimer. Corrections: mike@peaktcs.com.