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Are the Quality of Your Line Managers Holding Your Business Back?

7th Dec 2017
Business, Employment Law, Human Resources, Training

Line Managers and Supervisors are those responsible for motivating the workforce, maintaining morale and developing the culture you desire for your organisation. Once you have established your targets, formulated your strategic direction and cascaded that through to your frontline managers, it is then their role to not only continue with the same message but to ensure that it happens.

Are you confident that your line managers are supporting you, and your business plan?

What steps have you taken to ensure that the quality of your line managers is driving your business forward, not holding it back?

At MAD-HR, we are all about Making A Difference. We believe success is all about having the right people, in the right place, with the right support.  With effective HR procedures and support, you can gain the confidence that your line managers are of the quality that you need to take your business forward.

Expectations – Have you made it clear to your line managers what their role is, and what your expectations are? Is this reflected in their annual appraisal and PDP?

Skills – Often internal promotion can occur due to professional knowledge and skills, and there is little attention given to management and supervisory skills. Do your line managers have the skills needed to perform the duties you require? Do they know how to motivate, support and drive the team? Do they know how to manage resistance and low morale in their teams?

Lead – Do you and your senior team lead by example? Do you ensure that they are managed, and lead, in the same way, that you want them to manage and lead their teams? If you have regular team meetings, open communication, provide mentoring opportunities, your line managers will copy that behaviour and replicate the systems.

Engagement – Are your line managers respected by the senior team? Do they feel part of the team and valued? Do you listen to the trivia and pay attention to concerns? Do you include line managers when putting your business plan together?

Reward – Do you reward your line managers when their teams achieve a target? This doesn’t need to be monetary but could be a public thank you, a formal acknowledgement, or may be reflected in how you invest in their training and development.

If you have these five approaches in place, you can quickly identify challenges and obstacles, and improve quality issues, before they become a block to your organisation’s growth and success.

We can help set up the processes and policies you need to support and develop your line managers. Whether that is through our online Toolkit, which will provide you with all the templates and policies that you need, or through our face to face ad-hoc, or strategic support, we are confident that we can help.   If you would like to know more about how MAD-HR can support you, and Make A Difference to your organisation and how your line managers operate, we would love to have a chat. You can either arrange a free arrange a free one-hour consultation or call us for a chat about how we can support you on 01473 360160. Once you have established your targets, formulated your strategic direction and cascaded that through to your frontline managers, it is then their role to not only continue with the same message but to ensure that it happens.

Are you confident that your line managers are supporting you, and your business plan?

What steps have you taken to ensure that the quality of your line managers is driving your business forward, not holding it back?

At MAD-HR, we are all about Making A Difference. We believe success is all about having the right people, in the right place, with the right support.  With effective HR procedures and support, you can gain the confidence that your line managers are of the quality that you need to take your business forward.

Expectations – Have you made it clear to your line managers what their role is, and what your expectations are? Is this reflected in their annual appraisal and PDP?

Skills – Often internal promotion can occur due to professional knowledge and skills, and there is little attention given to management and supervisory skills. Do your line managers have the skills needed to perform the duties you require? Do they know how to motivate, support and drive the team? Do they know how to manage resistance and low morale in their teams?

Lead – Do you and your senior team lead by example? Do you ensure that they are managed, and lead, in the same way, that you want them to manage and lead their teams? If you have regular team meetings, open communication, provide mentoring opportunities, your line managers will copy that behaviour and replicate the systems.

Engagement – Are your line managers respected by the senior team? Do they feel part of the team and valued? Do you listen to the trivia and pay attention to concerns? Do you include line managers when putting your business plan together?

Reward – Do you reward your line managers when their teams achieve a target? This doesn’t need to be monetary but could be a public thank you, a formal acknowledgement, or may be reflected in how you invest in their training and development.

If you have these five approaches in place, you can quickly identify challenges and obstacles, and improve quality issues, before they become a block to your organisation’s growth and success.

We can help set up the processes and policies you need to support and develop your line managers. Whether that is through our online Toolkit, which will provide you with all the templates and policies that you need, or through our face to face ad-hoc, or strategic support, we are confident that we can help.   If you would like to know more about how MAD-HR can support you, and Make A Difference to your organisation and how your line managers operate, we would love to have a chat. You can either arrange a free arrange a free one-hour consultation or call us for a chat about how we can support you on 01473 360160.

I would recommend Carole and her services to anyone needing HR support and guidance. Someone who has helped our organisation be compliant with contracts, company handbooks and also ensuring internal staff feel supported. A great force to work alongside and a pleasure to know personally.