Yesterday’s Advisor addressed the challenge of managers who won’t manage. Today, what to do about it, plus an introduction to an easy-to-use checklist-based HR audit system.
Here are three steps you may take to help your managers manage:
1. Make Responsibilities Clear
To start with, of course, you need good, clear policies and procedures. Then make sure that your managers and supervisors know what is expected of them. Train them about your appraisal and discipline systems. Spell out the rules.
Explain the consequences for the organization when the guidelines are not followed. For example, how lawsuits are difficult to defend, how productivity and morale are threatened, and so on.
- This is what your responsibility is
- This is how it works
2. Make It Easy
Some of the best-selling books in HR are those whose titles begin something like “1000 Field-Tested Phrases for …”
That’s the kind of assistance you need to give to your managers, and especially, supervisors. You probably didn’t hire your supervisors for their writing skills, and, no surprise, many of them have writers’ block with they start to write a performance appraisal narrative or discipline record.
So give them starter phrases or fill-in-the-blanks:
At XYZ Company, we have a rule concerning [insert topic] that states [insert text]
You were made aware of this rule [dates, times, methods].
On [date] you [describe actions] …and so on.
HR Audit Checklists ensures that you have a chance to fix problems before government agents or employees’ attorneys get a chance. Try the program at no cost or risk.
3. Make the Appraisal/Discipline Process Subject to Accountability
First of all, as with any attempt to encourage behavior, upper management has to care about this issue. And they have to care enough to make it part of the evaluation of managers.
Once managers realize that the way they manage their people affects their potential increase and bonus, they’re likely to pay more attention.
Getting managers and supervisors to obey the rules—a never ending HR challenge. What sort of inappropriate behavior is going on in your workplace?
Unfortunately, it’s not always as obvious as it might be. There’s really only one way you can be sure that your systems are operating according to policy—regular audits. The rub is that for most HR managers, it’s hard to get started auditing—where do you begin?
BLR’s editors recommend a unique product called HR Audit Checklists. Why are checklists so great? Because they’re completely impersonal, forcing you to jump through all the necessary hoops one by one. They also ensure consistency in how operations are conducted. That’s vital in HR, where it’s all too easy to land in court if you discriminate in how you treat one employee over another.
Using the “hope” system to avoid lawsuits? (We “hope” we’re doing it right.) Be sure! Check out every facet of your HR program with BLR’s unique checklist-based audit program. Click here to try HR Audit Checklists on us for 30 days.
HR Audit Checklists compels thoroughness. For example, it contains checklists both on Preventing Sexual Harassment and on Handling Sexual Harassment Complaints. You’d likely never think of all the possible trouble areas without a checklist; but with it, just scan down the list, and instantly see where you might get tripped up.
In fact, housed in the HR Audit Checklists binder are dozens of extensive lists, organized into reproducible packets, for easy distribution to line managers and supervisors. There’s a separate packet for each of the following areas:
- Staffing and training (incorporating Equal Employment Opportunity in recruiting and hiring, including immigration issues)
- HR administration (including communications, handbook content, and recordkeeping)
- Health and safety (including OSHA responsibilities)
- Benefits and leave (including health cost containment, COBRA, FMLA, workers’ compensation, and several areas of leave)
- Compensation (payroll and the Fair Labor Standards Act)
- Performance and termination (appraisals, discipline, and termination)
HR Audit Checklists is available to HR Daily Advisor readers for a no-cost, no-risk evaluation in your office for up to 30 days. Visit HR Audit Checklists, and we’ll be happy to arrange it.
Part of the problem is that people are often promoted to manager level simply because it’s the next preordained step on their path at the company–regardless of whether they’ve shown any ability (or desire) to effectively manage people. And, on top of that, they may not receive appropriate training–it becomes a sink-or-swim situation.