Talent

Are Your Managers Trained to Balance Employer and Employee Needs?

The information in today’s Advisor is from BLR’s 10-Minute HR Trainer session entitled "Balancing Employer and Employee Needs."

Present Employer Needs and Expectations to Employees

On one side of the employer/employee balance is the task of conveying employer needs and expectations to employees. Train managers to:

  • Know and understand what the organization wants from supervisors and employees in terms of mission, goals, and plans.
  • Learn as much as possible about organizational needs and expectations by:
    • Attending meetings, workshops, and other programs.
    • Reading handbooks and other organizational materials.
    • Keeping up on E-mails, memos, and other updates.
    • Discussing organizational issues with managers and peers.

You know your managers could do a better job if they were trained, and now there’s a convenient and reasonable way to get it done—BLR’s Leadership Library at the online, 24/7, TrainingToday. Get More Information.


Communicate Employer Policies to Employees

In addition, train managers to communicate organizational policies and directions to employees. Here’s how they can do so:

  • Be sure that all employees receive organizational information on policies, goals, instructions, benefits, etc.
    • Require all employees to attend company and department briefings.
    • Check that employees have received and read any printed or electronic materials.
  • Review major issues and changes personally with employees.
    • Meet with your own managers to clarify understanding of issues.
    • Conduct formal employee meetings on significant issues with direct impact on employees (e.g., relocations, new equipment or safety rules, etc.)
    • Conduct informal meetings to encourage questions and discussion of controversial or troubling issues (e.g., layoffs, mergers).
  • Relate organizational goals and policies to employees’ jobs and prospects.
    • Help employees see the “big picture” with regard to marketing, competition, economic issues, etc.
    • Make sure they know how their work contributes to the organization’s success and/or survival.
  • Be positive but realistic about organizational changes and directives.
    • Explain the potential gains for the organization and employees.
    • Don’t sugarcoat problems.

Trying to get your employees trained to show leadership? It isn’t easy to fit it in—schedulewise or budgetwise—but now there’s BLR’s Leadership for Employees Library. Train all your people, at their convenience, 24/7, for one standard fee. Get More Information.


Avoid Potential Conflicts Between Employers and Employees

In addition, managers need to know how to try to resolve conflicts between employee and employer needs. Train managers to:

  • Know organizational resource policies and limits.
    • Remind employees of current situations and future prospects.
    • Keep salary and raise expectations in line with available funds.
    • Use your budget in ways employees care about (e.g., equipment upgrades, raises).
  • Identify and use nonfinancial motivators (e.g., training, time off).
  • Create a cooperative climate where employees support each other.

In tomorrow’s Advisor, we’ll look at training managers to handle the employee-to-employer half of the balancing act–plus examine a valuable online training resource for managers and supervisors.

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