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Great Leadership at the Service of HR

Posted On: 19/12/2017

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!

  1. Use One-on-One Meetings

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?

  1. Set Clear Expectations

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.

  1. Appropriate Communication at All Times

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.

  1. A Manager First and Foremost

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!

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What Our Clients Say

“We have developed a strong working relationship with the team at P3PM who we now view as an integral and valued business partner. They take the time to understand our business and inform us of any regulatory employment changes that might affect the decisions we want to make. With our current and planned headcount, we know that there is always someone at P3 to respond to our call / email and take action quickly to ensure we remain compliant whilst also coaching our manager’s through difficult situations which gives them the skills they need to tackle issues even better in the future. P3PM ensure that we are supported with any employee related process, the results of which mean positive and timely resolutions to some challenging employee matters. ”

M Turner - Director

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