One in four managers in the UK has never received management training. That's according to online learning solutions provider Digits' survey of more than 1,000 British employees. Lack of managerial training could lead to talent retention issues for employers.

Of the people managers who responded to the survey, only one-third said they receive regular training. Those who manage a team of 10-plus employees had a 50 percent greater likelihood of gaining the management skills they need to successfully lead their staff. Men also have slightly more access to training than women, as do individuals who work full time. Researchers found that two-fifths of part-time managers, more than half of whom are women, went untrained.

The majority of UK managers are also carrying a full workload in addition to their managerial duties. Those working in legal services, retail, manufacturing, and healthcare and social assistance have a high likelihood of not having the sufficient time they need to manage their team.

Despite the lack of training and increased workload, according to the survey, two-thirds of the managers said they love or like their current position. That number increases for those who receive regular training. One-quarter of individuals who don't receive management training dislike or hate their job compared to just one in 10 trained managers.

Still, love for a job doesn't mean those managers will stay with their current employer. Researchers found that nearly one quarter of managers who like or love their job are still planning to look for a new position within the next year. However, nearly 15 percent more managers who are trained than untrained said they plan to stay.

UK employers and talent development professionals can take steps to ensure they are equipping managers with the necessary skills—and providing them the time—to successfully lead their teams. The Indeed article "New Manager Training: Skills and Topics to Discuss" offers guidance companies can follow to develop an effective training program for new managers. That includes assigning mentors, offering education resources that managers can use on their own, providing training on soft skills they will need, reiterating the importance of culture, and communicating managers' long- and short-term objectives.

"Well-designed, accessible management training, such as bitesize interactive learning activities, engaging visual learning pathways, gamified learning and automated notifications, can help individuals become more effective managers," says Toby Gilchrist, head of implementation services–LMS, at Digits. "Ultimately, engaging management training always leads to more engaged managers."