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Top-notch HR work is crucial in any organization. But companies can help themselves hugely if their managers – across the board, including HR managers - also have in place some core leadership skills which, in practice, ensure high morale, help achieve great business outcomes and keep the team working together happily and healthily.
None of it is rocket science, but taking a look at how an organization’s leadership is working in action could prove invaluable in identifying some weaker areas that need tweaking, training or re-hauling.
Here are our top four tips on great leadership for when managing your human resources!
In practice, the one-on-one meeting is the only situation where a manager is really able to share and receive invaluable candid feedback in a structured way. But too many managers, feeling time-poor and perhaps not confident of their own situation handling skills, neglect the importance of the one-to-one.
How are one-to-ones used in your organization? And are they correctly followed up?
Research shows that employees are at their most confident and successful when they’re given clear guidelines and parameters from the start. To this end, any new role - but also any new initiative - should come with crystal-clear guidelines.
Add to this kick-off meetings, update meetings and debriefs, and you’re all set with great formats to help set and follow up clear expectations.
Communicating properly with colleagues is absolutely crucial, and yet major organizations are constantly coming a-cropper when managers communicate inappropriately. Inappropriate communication can be the root cause of some of the worst HR (and PR) nightmares; it can even be unlawful. It can also lose organizations some of their top talent.
‘At all times’ obviously covers most workspace situations – but also includes the water cooler, the car park, Christmas parties, team-building away-days and out-of-hours get-togethers!
A regular audit, however informal, of communication styles within your organization could prove really useful.
Behaving like a manager is especially important when working with ‘millennial’ colleagues, who prefer flatter, less hierarchical workplaces – but who often fall into the trap of seeing co-workers (and managers) as friends above all else.
Making meaningful and genuine connections with colleagues is different from being their friend, and calls for professionalism at all times.
Working relationships are at the service of the company, and it’s important to remember that, no matter how convivial your working environment is.
For more information on using great leadership to manage your HR, contact us!
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
‘Are we nearly there yet?’ This question has been asked so many times by children in the backseats of cars the length and breadth of the UK when a family embarks on;
‘Can I give you some feedback?’ These six simple worlds can often turn someone’s stomach. Many employees fear feedback for many reasons; the person giving it may be too harsh, the person;
Get the latest updates from P3 and great advice on how your HR can be improved.