Effective management is crucial for any organization’s success. Managers play a pivotal role in guiding teams, driving performance, and fostering a positive workplace culture. However, just as employees need guidance and support, so do managers. They require direction, feedback, and resources to perform their roles effectively. This blog explores how to manage your managers to help them manage better and delves into the concept of “HR for the HR”—supporting Human Resources professionals in their critical roles.
Why Managing Your Managers is Important
- Enhancing Organizational PerformanceManagers are the link between senior leadership and frontline employees. Their effectiveness directly impacts team performance and overall organizational success. According to Gallup, managers account for at least 70% of the variance in employee engagement scores across business units. Therefore, well-managed managers lead to higher employee engagement, productivity, and retention.Source:
- Gallup’s research emphasizes the significant impact managers have on employee engagement and organizational outcomes .
- Building a Positive Workplace CultureManagers set the tone for their teams and influence the organizational culture. By managing your managers effectively, you ensure they promote a culture of respect, collaboration, and inclusivity. This positive culture not only improves employee satisfaction but also enhances the company’s reputation.Source:
- The Society for Human Resource Management (SHRM) highlights the role of managers in shaping workplace culture and driving employee satisfaction .
- Supporting Managerial DevelopmentJust as employees need professional development, so do managers. Providing continuous learning opportunities, feedback, and resources helps managers develop their skills and stay effective in their roles. This investment in managerial development can lead to improved decision-making, innovation, and team leadership.Source:
- Harvard Business Review discusses the importance of ongoing development for managers to adapt to changing business environments and lead effectively .
Key Strategies for Managing Your Managers
- Set Clear Expectations and GoalsDefine what success looks like for your managers and set clear, achievable goals. Regularly communicate these expectations and ensure they align with the organization’s strategic objectives. This clarity helps managers understand their roles and responsibilities, guiding their actions and decisions.Action Step: Hold regular goal-setting meetings with managers to discuss expectations and align their objectives with broader organizational goals.Source:
- Forbes suggests that clear goal-setting and alignment are essential for managerial effectiveness and accountability .
- Provide Regular Feedback and CoachingManagers benefit from regular feedback just as much as their teams. Constructive feedback helps them understand their strengths and areas for improvement. Additionally, offering coaching and mentoring opportunities supports their professional growth and enhances their leadership capabilities.Action Step: Implement a structured feedback system that includes regular one-on-one meetings, performance reviews, and peer feedback for managers.Source:
- SHRM advocates for continuous feedback and coaching to support managers in their development and performance .
- Foster Open CommunicationEncourage open and transparent communication between senior leadership and managers. This ensures that managers feel supported and informed, allowing them to relay accurate information and direction to their teams. Open communication also helps in addressing any challenges or concerns managers might face.Action Step: Create regular forums, such as management meetings or town halls, where managers can discuss issues, share updates, and receive guidance from senior leadership.Source:
- McKinsey & Company emphasizes the importance of open communication in building trust and alignment within management teams .
- Offer Professional Development OpportunitiesInvesting in the development of your managers is crucial for their growth and the organization’s success. Provide access to training programs, workshops, and conferences that enhance their skills and keep them updated with the latest management practices.Action Step: Develop a professional development plan for each manager, including opportunities for skill enhancement and career progression.Source:
- Harvard Business Review discusses how continuous learning and development are key to maintaining effective management in dynamic environments .
- Recognize and Reward PerformanceAcknowledge the hard work and achievements of your managers. Recognition and rewards motivate them to continue performing at their best and set a positive example for their teams. This can include formal recognition programs, bonuses, or simple gestures of appreciation.Action Step: Implement a recognition program that celebrates managerial achievements and contributions to the organization’s success.Source:
- Gallup highlights that recognition is a powerful motivator and essential for maintaining high performance and engagement among managers .
Supporting HR: Who is the HR for HR?
Just as managers need support, so do HR professionals. They are often the backbone of organizational support, handling everything from recruitment to employee relations and compliance. But who supports HR in their roles?
- HR Leadership and Support TeamsIn larger organizations, HR departments often have senior HR leaders or dedicated support teams who provide guidance and oversight to the rest of the HR team. These leaders ensure that HR professionals have the resources and support they need to perform their roles effectively.Action Step: Establish clear leadership within the HR department and ensure there are channels for HR professionals to seek support and guidance.Source:
- SHRM notes that effective HR leadership is crucial for guiding HR teams and ensuring they have the support needed to manage their responsibilities .
- External Consultants and MentorsHR professionals can benefit from external consultants and mentors who provide expert advice and perspective on complex HR issues. These external resources can offer fresh insights and help HR navigate challenges such as regulatory compliance, employee relations, and strategic planning.Action Step: Encourage HR professionals to engage with external consultants or mentors for specialized support and professional growth.Source:
- The HR Certification Institute (HRCI) recommends leveraging external experts and mentors to enhance HR capabilities and address specific challenges .
- Professional Development and NetworkingContinuous learning and networking are essential for HR professionals to stay updated with the latest trends and best practices. Access to professional development opportunities and networking platforms helps HR professionals grow and stay connected with their peers in the industry.Action Step: Provide opportunities for HR professionals to attend industry conferences, webinars, and networking events to expand their knowledge and connections.Source:
- The Chartered Institute of Personnel and Development (CIPD) emphasizes the importance of professional development and networking for HR practitioners to remain effective and knowledgeable .
- Employee Benefits BrokersEmployee benefits brokers play a crucial role in supporting HR professionals by managing the complexities of benefits administration. They handle everything from plan selection and compliance to employee communication, allowing HR to focus more on strategic initiatives and employee engagement.Action Step: Partner with a reputable benefits broker who can provide comprehensive support and expertise in managing your organization’s benefits programs.Source:
- Employee Benefit News highlights the role of benefits brokers in alleviating administrative burdens and enhancing HR’s ability to focus on strategic and human-centered tasks .
Conclusion
Managing your managers effectively is vital for the success of any organization. By setting clear expectations, providing feedback and coaching, fostering open communication, offering development opportunities, and recognizing their efforts, you empower managers to lead their teams better. Simultaneously, supporting HR professionals through strong leadership, external resources, professional development, and benefits brokers ensures they can focus on their core mission of fostering human connections and driving organizational success. Together, these strategies create a thriving workplace where everyone can perform at their best.