Practical steps to empower and support managers
1. Provide training
Training is the foundation for building a manager’s skills and confidence. It equips them with the knowledge and tools needed to address various HR challenges.
Key areas to focus training on include:
- Grievances and disciplinary procedures: Managers should understand how to handle grievances and disciplinary actions while effectively communicating with employees and managing their expectations throughout the process. This is particularly important in dealing with sensitive situations, such as cases involving discrimination.
- Legal updates: Employers should ensure managers are kept informed about any legal changes to avoid inadvertent breaches of the law.
For example, a client recently approached us after learning about updates to the sexual harassment legislation. They were concerned about compliance and wanted to train their managers to handle staff complaints effectively. We provided a comprehensive training session, explaining the legal changes and advised on steps to ensure compliance. We also discussed how managers should manage staff and handle sexual harassment complaints sensitively and effectively. As a result, our client and their managers felt better protected against potential claims and well equipped.
2. Develop clear policies and procedures
Clear policies and well-defined processes reduce uncertainty and minimise the risk of mistakes or process being applied inconsistently, which could lead to complaints of discrimination.
- Accessibility: Staff should have easy access to all policy and procedure documents. It is particularly important that managers have copies and read them thoroughly, so they know exactly what process they need to follow in each situation.
- Templates: Having template documents readily available for managers for common scenarios, such as meeting invites, disciplinary outcome letters, and dismissal letters, ensures consistency.
3. Encourage open communication
A culture of open communication can significantly improve managers confidence as well as overall workplace dynamics.
- Guidance: Managers should feel comfortable seeking guidance when needed, especially when they need clarification or additional support. Employers should clearly outline support structures and ensure managers feel comfortable accessing them.
- Prompt action: Encourage managers to address issues early before they escalate. Early intervention leads to better outcomes and shows employees that their concerns are taken seriously.
- Shadowing opportunities: If possible, allow less experienced managers to shadow those with more experience, providing practical learning opportunities to build confidence.
4. Offer mental health support
Managers may feel overwhelmed after dealing with difficult situations. Employers should ensure managers know about the mental health resources available to them and how to access these. Open communication also provides a supportive environment where managers feel comfortable speaking up if they are struggling.
Empowering managers to handle HR issues benefits the entire business. When managers are trained and supported, workloads are distributed more evenly across the team, and they feel comfortable to deal with difficult issues. This enables senior staff and HR to focus on strategic tasks and minimises potential legal risks if issues are mishandled.
For more information on how you can support managers and ensure they are up to date on legal requirements, contact Aisling Foley on 0161 475 1210 or aisling.foley@sasdaniels.co.uk
Practical steps to empower and support managers
1. Provide training
Training is the foundation for building a manager’s skills and confidence. It equips them with the knowledge and tools needed to address various HR challenges.
Key areas to focus training on include:
- Grievances and disciplinary procedures: Managers should understand how to handle grievances and disciplinary actions while effectively communicating with employees and managing their expectations throughout the process. This is particularly important in dealing with sensitive situations, such as cases involving discrimination.
- Legal updates: Employers should ensure managers are kept informed about any legal changes to avoid inadvertent breaches of the law.
For example, a client recently approached us after learning about updates to the sexual harassment legislation. They were concerned about compliance and wanted to train their managers to handle staff complaints effectively. We provided a comprehensive training session, explaining the legal changes and advised on steps to ensure compliance. We also discussed how managers should manage staff and handle sexual harassment complaints sensitively and effectively. As a result, our client and their managers felt better protected against potential claims and well equipped.
2. Develop clear policies and procedures
Clear policies and well-defined processes reduce uncertainty and minimise the risk of mistakes or process being applied inconsistently, which could lead to complaints of discrimination.
- Accessibility: Staff should have easy access to all policy and procedure documents. It is particularly important that managers have copies and read them thoroughly, so they know exactly what process they need to follow in each situation.
- Templates: Having template documents readily available for managers for common scenarios, such as meeting invites, disciplinary outcome letters, and dismissal letters, ensures consistency.
3. Encourage open communication
A culture of open communication can significantly improve managers confidence as well as overall workplace dynamics.
- Guidance: Managers should feel comfortable seeking guidance when needed, especially when they need clarification or additional support. Employers should clearly outline support structures and ensure managers feel comfortable accessing them.
- Prompt action: Encourage managers to address issues early before they escalate. Early intervention leads to better outcomes and shows employees that their concerns are taken seriously.
- Shadowing opportunities: If possible, allow less experienced managers to shadow those with more experience, providing practical learning opportunities to build confidence.
4. Offer mental health support
Managers may feel overwhelmed after dealing with difficult situations. Employers should ensure managers know about the mental health resources available to them and how to access these. Open communication also provides a supportive environment where managers feel comfortable speaking up if they are struggling.
Empowering managers to handle HR issues benefits the entire business. When managers are trained and supported, workloads are distributed more evenly across the team, and they feel comfortable to deal with difficult issues. This enables senior staff and HR to focus on strategic tasks and minimises potential legal risks if issues are mishandled.
For more information on how you can support managers and ensure they are up to date on legal requirements, contact Aisling Foley on 0161 475 1210 or aisling.foley@sasdaniels.co.uk