Manager development programme for Aquaculture companies: from pond technician to site head
Aquaculture companies often promote the best technician to run a site. Without preparation, a strong technician can become a struggling manager of crews, budgets and visitors.
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Share your requirementsWhy manager development programme matters in aquaculture companies
A technician who can read the water and spot disease early is promoted when a site needs a manager. He is now responsible for forty people, a budget, a landlord, a visiting buyer and a head office that wants numbers. No one taught him how to hold a team meeting, say no to a worker or write a report.
A development programme need not be long. A small group of current and future site managers meets for half a day each month on one topic: planning a roster, handling a quarrel, reading costs, reporting upward. Use real cases from the sites. Pair each with a senior mentor for a year. Ask the sites what changed between sessions, so the programme is judged by what managers do on Monday morning and not by attendance.
How to set it up
1. Pick the topics from real problems
Ask current managers what they find hardest: rosters, conflict, reporting or money. Choose four to start.
2. Form a small cohort
Include current managers and those likely to be promoted. Keep it to eight to twelve people.
3. Meet monthly with cases
Use a real situation from a site each time. Discuss options and agree actions to try before the next session.
4. Pair with a mentor
Match each person with a senior manager for questions and visits. Agree how often they speak.
5. Track results
Ask head office and the crews whether things improve. Use the leadership and people management training where a deeper base is needed.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- List managers who were never trained for people work.
- Ask managers which task they dread most.
- See which future managers are already doing parts of the job.
- Check whether managers have a senior to ask.
GullyHR can do this with you. Read how we approach manager development programme in general, or share your requirements and we will tell you where to start.
Questions owners ask
A mix. Central sessions bring managers together to share, while site visits make learning real. Rotate the venue so every site hosts once.
Include people the sites already rely on, plus those with potential in the next two years. Ask site heads, but also look at how crews respond to the person.
Briefly, and with cover arranged first. Half-day sessions near the work are easier for sites to support than week-long absences, and managers return to apply what they heard.