- On August 15, 2023
There are many important skills that make a successful manager – experience, knowledge, delivering results. Unless you are a department of one, there is another key component to managing, which is managing people. People management is one of the most important, yet at times overlooked, reasons why an employee leaves an organization. It can be tempting when overloaded with customer issues and administrative tasks that take up our precious time to send an employee to HR when they have an issue with another person. After all, aren’t HR representatives the “people” people?
Why is it important for managers to address employee concerns?
According to Gallup, one in two employees lave left a job to get away from a manager (Nolan, 2017). Additionally, Gallup found that managers account for at least 70% of the variance in employee engagement scores (Nolan, 2017). Managers who take the time to listen to their employees develop more trust and create a psychologically safe space for their employees. Teams and organizations with high trust and psychological safety are more likely to see a reduction in federal or state administrative charges, lower turnover, and increased productivity and employee engagement.
HR certainly still plays a role in addressing employee concerns within the organization by ensuring people managers have been set up for success, as well as supporting managers with high-risk situations.
Manager training
Many organizations assume when they hire someone for a manager role or promote top performers to a manager role, the new manager already knows how to manage. Since there is no one “right” way to manage, it is crucial for organizations to develop consistent procedures and train managers on those procedures to set both the managers themselves and employees up for success.
When evaluating training needs, employers should consider:
- Developing consistent policies and procedures for managers to follow
- Implementing required training for managers who are new to managing in the organization, even if they have previous management experience outside of the organization
- Training on fundamental manager skills, such as interviewing best practices, how to conduct a performance review, or how to write disciplinary documentation
- Training on leadership skills, such as emotional intelligence, how to have difficult conversations, and leadership styles
- Providing ongoing development opportunities and coaching for all levels of managers
High Risk Support
There are situations in which even the most seasoned manager should still reach out to HR for support. These situations include:
- A leave of absence request
- An accommodation request based on the employee’s medical concern or religious belief
- An allegation of illegal or unethical behavior, discrimination, harassment, or retaliation
- An allegation that an employee was improperly paid
When managers buy into working in conjunction with HR on employee issues, they are more likely to partner. This partnership can have lasting impacts on employee satisfaction and safety, limiting legal risk, and building a culture of trust. Reach out to our Human Resources Consulting team if you are looking for support for your leaders.
