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Message: <blockquote data-quote="Maui" data-source="post: 4935869" data-attributes="member: 45037">The ability to hire and retain managers varies depending on location, but overall it can be difficult to get good managers. I'll share what this is and my opinions whatever that's worth.OnDeck is essentially a manager in training program. It is a pay grade below regular manager and does NOT have direct reports. This allows them to focus on required manager training and to learn about the job. After 13 weeks most are prepared to take a job within the market - by definition within 50 miles of the hired location. There's another 13 weeks to find a position.Most new managers don't know much about the job. AiM is in addition to regular work duties and for several things hourly employees can not have access so can't have the experience - accident investigations, discipline, limits for time cards, other confidential information, and some sites/reports require a manager title for whatever reason. This program allows OnDeck to get all that access and use the initial period to get familiar with these things and learn without the same pressure that normally accompanies becoming a new manager.Most new mangers struggle at first to get a handle on the job and responsibilities as well as being away for training quite a bit. This program attempts to solve that by creating a pipeline of trained managers available in markets and/or those with high management turnover.I'm not knowledgable enough to know what % move onto regular manager gigs, but I think it is VERY high. Generally, they are better prepared on Day 1 than most AiM candidates.The Ops mgr job can have high turnover. It's often thankless and can be discouraging when you work long hours due to the workload, your own poor time management, being mandated, or because other managers are out or you're covering for whatever reason. Add in that topped out employees working a similar number of hours would make more than you and some ask why not go back to driving and leave the responsibility.New managers can be good quickly, but most aren't. They simply don't know enough and aren't yet proficient on tasks. Knowing where everything is and the correct policies takes time and effort to learn. This program attempts to shorten that with standardized training/onboarding and to lessen the overwhelming feeling that can come with getting everything thrown to you at once plus having 30-50 employees that might need something from you whether or not you know how to help.Honestly this is helpful, but the best way to recruit and retain managers is to pay better and hire more of them to reduce workgroup size. Then acknowledge that they have personal lives and families that need them and figure out a way to make up for the times that have to work more/weekends/whatever and compensate them some way rather than expecting 24/7 availability because managers aren't paid enough for that and it is NOT what they "sign up for".</blockquote>

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