As your organization’s HR leader, you need to insist on excellent leaders and managers. Yes, this is what your overall business needs, but excellent versus poor managers really impact HR. And you must insist that others in your business understand the degree to which poor managers effect your department.
So, let me recount just two key ways that poor managers negatively impact HR.
The Time and Energy Black Hole
Poor managers and their employees are in your office because the work situation is not going well. Managers are complaining about their employees and vice versa. Unresolved conflicts, negative personalities, unclear roles, and a lack of accountability create a negative and sometimes toxic formula.
Combine all of those issues with a manager who doesn’t communicate effectively, and you have the potential for legal issues. Resolving those situations or completing investigations can require enormous time investments and energy from HR. It may even suck in your leadership team. Yikes!
The Replacement Hamster Wheel
Poor managers make bad hiring decisions from start to finish:
- They aren’t clear on the position they are trying to fill and what they expect the position to deliver.
- They are often short-staffed and may even be covering the vacant position themselves. So, they don’t invest the time it takes to make a good hire.
- They base their decision on first impressions and who they ‘like.’
- They don’t take the time to understand if the person’s previous performance predicts success in the needed role.
- They don’t onboard well. They use the ‘sink or swim’ approach and often the employee sinks.
Thus, HR is faced with helping the manager fill the position, AGAIN!
The points above are only some of the significant impacts to HR. It doesn’t begin to define the overall impact on the business, which is really the bigger story.
Insist on excellent managers and leaders. How do you do this? It’s a simple formula really:
- Hire good managers or managers who have the talent and desire to be excellent leaders for their employees and teams.
- Help them develop their leadership skills.
- Support them in their ongoing quests to be excellent leaders and managers.
More on the formula for success in our next blog!