In 2008, Google sought to answer a common question that many companies ask: What makes a great manager? Its leaders not only wanted to hire great people but also develop great managers.
If the only audience for evaluation data are executives and L&D, you're missing your most important audience. The purpose of L&D is to create behavior change, and the learner’s manager has the greatest impact on whether learning is applied on the job.
Executives and shop floor employees tend to receive the most attention from training departments. But the role of the line manager is a challenging one, and these managers need tools to succeed, including learning that will build their confidence.