How Listening to Line Managers Can Improve HR Collaboration and Buy-In

Listen and Respect

It is likely that line managers will have different views and attitudes towards taking on the more transactional elements of HR tasks. However, this does not mean their views are any less important. Taking the time to properly listen and provide a platform for discussion will help build an effective working relationship. If line managers feel their views are taken on board, they will have a greater buy-in to new challenges.

Today's HR Tips on Support

Make sure the HR department is there to support its managers when needed, and more importantly, make sure line managers know HR is there to support them! It may seem obvious, but regular training is essential to ensure managers are confident and up to date with their responsibilities. Even after training, it is essential that HR is available to answer questions. Setting up a dedicated email address and/or phone number will provide a clear support system for line managers.

Very right, Bharathi. If we HR people can position ourselves in the minds of line managers and production staff as being there to support them and not just administer, nothing can be a bigger motivation than this.

Recently, our GM told us, "Ground staff and production staff are the reason for our existence. We must be supportive of them." 

Today's Tips on: Make HR's Role and Contribution Clear

It is often hard to see a visible benefit in HR transforming itself into a strategic function, and repeatedly many managers feel they are just being given more work to do without understanding the benefits to the business. Explain the role of HR as a strategic partner and showcase the benefits that it can bring to your organization. Provide examples of how HR can add value to the business on a strategic level now that it has moved away from tactical activities.

Today's HR Tip: Regular Staff Appraisals

An effective appraisal system should allow for realistic but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to provide an opportunity to identify training and development needs. Consider who is best placed to carry out the reviews—in some cases, it may be more appropriate to use a middle manager.

Very true, Bharathi  Exit interviews are seen by existing employees as a sign of a positive culture. Thanks.

HR Tip of the Day: Timing of Communications

When you are trying to communicate with any audience, timing is vital. Don't try to communicate with your line managers during the busiest time for the business because it is unlikely you will be heard. Pick your moments to communicate carefully!

HR Tip of the Day: Give Praise

This may sound obvious, but it's important for line managers to feel valued in their role. If your line managers have implemented a new policy successfully, engaged employees effectively, or are just doing a good job, make sure you tell them!

Timely Communication
As the majority of managerial cadres work based on their mood, we must always consider factors such as their mood, free time, and stress levels for effective communication. Otherwise, it will be of no use.

Give Praise
It is essential to give praise for good work and to also be open to receiving praise. Acknowledging good work acts as a motivating factor and can lead to increased productivity.

Thanks for sharing, Bharathi.

Did not get your point. Assume I am doing my job well; then don't you think reviewing will create unrest among employees? How can a job be actually enriched? Please clarify and also guide on how you can know whether a candidate really has critical thinking skills, adaptability, and a sound work ethic. I feel there is no parameter to measure these skills, so at times, HR might possibly make wrong assumptions based on perception.

HR Tip of the Day: Groupthink

If you are a team member, and particularly if you are a team leader, look out for the symptoms of groupthink. Take the lead in making it safe to have a diversity of opinions and establish a safe environment in which it is okay to hold open discussions about issues at team meetings. By taking this approach, the team will be much more likely to make the right choices and avoid falling into the groupthink trap.

My two cents: HR really needs to identify the key resources of the company. During hard times or cost cuts, we need to make sure that those key resources understand these steps or are taken care of. Otherwise, they will be the first ones to leave.

Hi Guys, nice to see the tip of the day for an HR professional. It is really useful for the current scenario where the communication gap exists between employees and HR. This is a nice suggestion that will truly help to create a good relationship at all levels of employees.

With Regards,
Arunkumar Venkataraman
Human Resources
"If you dream it, you can do it"

HR Tip of the Day: Difficult Employees are a Challenge for You

Difficult employees are not necessarily bad employees. Don't shy away from dealing with difficult employees, and don't turn a blind eye to the situations that arise as a result of their behaviors. Train yourself and the managers and supervisors you work with to use the six steps to deal effectively with difficult employees.

Thanks for your comment and the valuable addition to this discussion on the labor force, Bhaskar. While it may not be commonly used in India, if we give it a try, we might be able to implement it successfully. This tip could be beneficial for any HR professional in the future. Thank you for sharing your thoughts, and please continue sharing. 

HR Tip of the Day: Perceive Better

Don't just accept perceptions as being reality—dig deeper! Even the smartest managers who have made it to a senior position in the organization may exhibit selective perception about their abilities or situations in the organization. It may fall to the HR professional in the room to challenge perceptions and reinforce fact-based realities so the best decisions can be made.

That's right, Bharathi. Absenteeism will be a part of discipline matters, whereas leave and holidays are personnel matters. Nice tip you have shared, Bharathi, and thanks for sharing.

As a matter of fact, Mr. Giridhar, we are treating each and every activity personally in the office. That's the reason we are facing so many problems in the work area. If our senior/superior tells us something, we must take it in the right sense and understand the correct meaning of the contention. Only then can we act correctly, and our performance level will increase.

Thanks for sharing the nice tips, Mr. Giridhar.

HR Tip of the Day: Justifying the Cost of Supervisor Training

Critically assess the skills of your supervisors by identifying how often common supervisory mistakes are made in your organization. Each time a supervisory mistake is made, it costs your organization money directly or indirectly in lost time, low morale, and high employee turnover. Given the results of such an assessment, it will probably be easy to justify the cost of a supervisory skills training program for your new supervisors and "refresher" training for your current supervisors.

Exactly, Mr. Giridhar. The communication must be proper and must contain accuracy, brevity, and clarity; otherwise, it will create unwanted gossip and rumors among the recipients. A well-communicated message is like a well-finished task.

Thanks for sharing nice HR tips.

HR Tip of the Day: Interpersonal Skills

Interpersonal skills are very important. Hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help identify people who may be derailed by their inability to get along with others.

It is really true, Mr. Giridhar. As a team member, we must speak out our opinions in meetings and explain the pros of our opinions while listening to the cons from other members. Only then can we get a clear idea of the issues at hand, including their pros and cons, which will help us reach a unanimous consensus.

Thanks for sharing, Mr. Giridhar.

HR Tip of the Day: Importance of Team Roles

To increase the likelihood that the team members will work well together, managers need to understand the individual strengths each person can bring to a team. They should select members with their strengths in mind and allocate work assignments that fit with members' preferred personality, skills, and styles.

HR Tip of the Day: When Do Teams Make Sense?

Teamwork takes more time and often more resources than individual work. Before you rush to implement teams, carefully assess whether the work requires or will benefit from a collective effort.

Regards.

HR Tip of the Day

People new to the supervisory role take time and training to make the adjustment. Making a successful transition from worker to supervisor is exciting and challenging. Recognizing the pitfalls and working to avoid them will reduce the likelihood of serious trouble or plain failure. HR professionals can help to make the transition for new supervisors as smooth as possible by providing the training and support needed by newly appointed supervisors and their bosses.

Thank you, Maru, for sharing a nice tip today. Here I wish to add a few messages, which are my personal opinions:

While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.

Regards,
AVS

HR Tip of the Day: Retaining the Best Employees—Even When Downsizing

Think creatively about how to maintain the retention and motivation of key members of your organization. If you do not put retention strategies in place now, you may see many talented employees exiting your organization when the economic upturn inevitably comes.

HR Tip of the Day

Appraise your staff regularly. An effective appraisal system should allow for realistic but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to provide an opportunity to identify training and development needs. Consider who is best placed to carry out the reviews—in some cases, it may be more appropriate to use a middle manager.

HR Tip of the Day: Train Managers Involved in the Hiring Process

It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.

HR Tip of the Day: Train Managers Involved in the Hiring Process

It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.

HR Tip of the Day: Talk to Your Employees Often

By building a great relationship with your employees, you will foster trust, honesty, and open communication. This approach gives you a head start in the performance management of your team.

If we meet and talk to our employees often, it will not only be useful for building good relationships, which helps in assessing performance management, but also for identifying any problems such as strikes or any illegal activities planned by the workers. We can then try to rectify and sort out the issues before they escalate into significant problems.

Thanks for sharing such nice HR tips, Bharathi.

HR Tip of the Day: Be Honest

By being frank and honest, which is the preparation for building a great relationship, both parties treat each other with respect and see each other as working for everyone's benefit.

HR Tip of the Day: Build Feedback In

On the job, two-way feedback processes eliminate the nasty surprises that give performance management such a bad name. By integrating it as a natural activity, you take the edge away.

Impact of Two-Way Communication on Performance Appraisal

Sometimes, two-way communication on procedures regarding Performance Appraisal can have a negative impact on employees, leading to increased attrition and reduced productivity. Before implementing two-way communication on Performance Appraisal, one must ensure its effects on employees' mindset and its direct impacts on daily work.

Thank you for sharing a nice HR tip, Bharathi.

HR Tip of the Day: Keep It Simple

Good evening all. Sorry for posting late. Keep a formal but simple system. If you have a strong relationship with your people, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.

Regards

The statement conveys a very important message.

Role of Line Managers

The Line Managers are the interface between the field activities and the management. They are in the thick of facts and have firsthand information about field activities. In the reporting relationship, it is customary to think of them as customers of HR. The intent and contents of their statements have to be clearly understood by HR. Hence, the process begins with listening and respecting their views. Listening is advocated by all management gurus as an important attribute. Respecting others' views is also another important attribute.

Importance of Listening and Respect

Management expert Stephen Covey, the incomparable Tamil Saint Thiruvalluvar, and other gurus have spoken a great deal on both attributes. An HR person is expected to listen and respect. Even if the views differ, he must know how to respect the differences. Finally, you have very nicely brought about the need to have the "buy-in" of the customer.

Regards,
V. Raghunathan
Navi Mumbai

Have a talk with people politely and humbly in any situation. Spend 25% of your time with line managers to improve the HR environment.

I agree, Bharathi_83, but the common issues of the line managers are that they feel they can't decide on certain petty issues sometimes. We, as HR, have to train and motivate them, right?

This is nice. Bharti has taken an initiative as a line manager. More and more ideas should be generated to improve not only yourself but also to share knowledge with other people. The line manager plays an effective role in developing communication and behavioral skills to build relationships with other employees. For this, there is a need to undergo regular training.

Regards,
Surender

Good morning, Bharathi. Along with support from the HR department, line managers should also make a plan to work on the execution of tasks. I accept this point: training increases our knowledge, but for bringing efficiency to task execution, it is more important. If the platform provides support to line managers first, managers should focus on their own growth. If they grow, the organization will grow by itself. Skills and capabilities can be learned from the nearby industry environment and its demands.

Regards.

The role of HR people is to work with line managers to resolve problems that arise on the shop floor. For this, HR personnel should have a human touch. Line managers are responsible for technical issues and the productivity of the plant, while HR professionals focus on creating harmony between the workforce and the machinery. Trainees will learn how to work with machines under the guidance of line managers. HR professionals must observe the right attitude of workers when operating machinery, as this can greatly impact morale and productivity. Various mythological examples exist to illustrate how rules and regulations can be applied to cultivate positive relationships with frontline workers.

I hope these corrections help clarify the content!

The Importance of Interpersonal Skills

Interpersonal skills are very important; hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help to identify people who can be derailed by their inability to get along with others.

Tips to Resolve Conflicts

I'm sure HR managers spend a lot of time dealing with conflicts between employees at your company. Sometimes I think I should have gotten a master's in psychology. Those who earned an MBA anticipating a career as an entrepreneur probably never understood the time and energy that would go into managing the varied personalities on a team.

This is a great tip. People leave their managers, not their jobs. Attrition is one of the most concerning key performance indicators (KPIs) for any organization. We need to ensure synchronization among employees.