{"id":83006,"date":"2022-06-10T12:45:16","date_gmt":"2022-06-10T19:45:16","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=83006"},"modified":"2023-11-03T12:49:11","modified_gmt":"2023-11-03T19:49:11","slug":"hr-helping-managers-succeed","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/hr-helping-managers-succeed\/","title":{"rendered":"3 Ways HR Can Better Support Managers"},"content":{"rendered":"

Front-line managers serve a critical role in driving performance in your organization, especially in hybrid and remote work environments. And HR can play a powerful role in helping onboard, upskill, and provide ongoing support to new managers.<\/p>\n

\u201cYou may have your day job, but you also have a responsibility to work with the team across the organization around key and critical deliverables,\u201d said Amy Cappellanti-Wolf<\/a><\/span>, a member of the Betterworks \u201cThe Future of Work\u201d Advisory Council<\/a><\/span> and chief HR officer at Cohesity<\/a><\/span>, in a session during the 2021 Betterworks\u2019 EmpowerHR summit<\/a> <\/span>last December. Because managers are crucial to the success of those deliverables, they deserve more attention from HR, according to the panel members.<\/p>\n

Here\u2019s how HR can support managers across the organization to produce better outcomes for the workforce and the business.<\/p>\n

Equip Managers to Lead With Empathy<\/h2>\n

Employee needs continue to evolve. Managers need to be vigilant and prepared to meet team members where they are. \u201cAs a manager, you\u2019re\u2026 expected to be much more in tune with some of these new needs that employees have,\u201d said Susan Lovegren<\/a><\/span>, who serves as an adviser to a number of technology companies. \u201cThere\u2019s much more of an emphasis on this holistic approach of ensuring that people have the tools and resources to do their job, to be accountable.\u201d<\/p>\n

Building a positive, empathetic culture is critical to helping employees succeed in the new world of work. \u201cWe know that people are going to work for the companies with great cultures where they\u2019re really cared about,\u201d said summit co-speaker Diane K. Adams<\/a><\/span>, chief culture and talent officer at Sprinklr<\/a><\/span>. \u201cWe\u2019ve got to lead with empathy, and we\u2019ve got to drive accountability and results.\u201d<\/p>\n

A lot of the pressure to lead with empathy is on managers. By combining personal conversations with real-life performance metrics, managers can significantly influence their team members. \u201cThose two, right now, are probably the most powerful things that we\u2019re doing to really amplify the culture that we\u2019re creating,\u201d Adams said.<\/p>\n

When deployed with intention, technology can play an important support role for managers. Tools like Betterworks, for example, provide transparency into team goals, prompting managers to have more effective conversations with team members. \u201cIt never will replace the human touch, it will never replace a good manager,\u201d Lovegren said, \u201cbut it sure can make that manager a whole lot smarter and a lot more equipped to respond appropriately to today\u2019s changing needs.\u201d<\/p>\n

Set Clear Communication Expectations<\/h2>\n

Good communication is key for effective management, but not every manager comes into the role knowing what that entails. Providing clear guidance and expectations can help.<\/p>\n

Empower managers by providing better communication tools and skills. Adams and her team spelled out a clear communication cadence to help managers form these skills and bonds with their teams, with Adams noting that sharing and listening are essential for building trust.<\/p>\n

Here\u2019s the cadence that works for Adams\u2019 team: Every week, each manager must have a one-on-one with each of their direct reports and host a weekly team meeting. At least quarterly, managers have one-on-one sessions with their reports to assess employee happiness and satisfaction, leading to a conversation about performance and potential. HR teams and managers also host quarterly listening forums of 12 to 15 people to gauge what\u2019s working and what needs to change. Company leaders also host quarterly all-hands meetings to hear from the full workforce.<\/p>\n

Setting clear expectations and a communication schedule can help managers build intentional touch points with employees into their regular workflows.<\/p>\n

Upgrade Manager Training Programs<\/h2>\n

To get managers to the point where they can lead with empathy and uphold the business\u2019s standards, we need to reconsider how we deliver manager training programs and what that content needs to be.<\/p>\n

\u201cA lot of the work we\u2019re doing right now is thinking more differently through the manager\u2019s lens,\u201d said Cappellanti-Wolf. Providing special training and development opportunities and spelling out guidelines for using technology can build better leadership skills in your management team. Focusing on leader-led conversations and cohort discussions can offer peer support.<\/p>\n

Adams and her team have developed a leadership certification course for managers within the company. Earning the certification demonstrates that leaders understand the standards created by company culture and values. \u201cEveryone is crystal-clear what it means to show up as a leader,\u201d Adams said.<\/p>\n

Yesterday\u2019s approach to HR is moving straight ahead without looking side to side or providing support where it\u2019s needed. Today\u2019s approach requires HR\u2019s support to be more integrated across the business. \u201cThere\u2019s less of these monolithic centers of excellence and more about organizations and hubs that really support the customer in a very different way,\u201d Cappellanti-Wolf said. HR\u2019s customers include the business and the workforce, and better support starts with learning how to best support managers.<\/p>\n\n

\n

Help managers strengthen their most important relationships<\/p><\/div>\n

Get insights now<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"

Helping managers lead with empathy, promoting clear communications, and upgrading training programs will help companies produce better outcomes<\/p>\n","protected":false},"author":111,"featured_media":83009,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3520],"tags":[],"featured_location":[],"industry":[],"class_list":["post-83006","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-enablement"],"acf":[],"yoast_head":"\nHR\u2019s Role in Helping Managers Succeed - Betterworks<\/title>\n<meta name=\"description\" content=\"The Great Resignation opened up opportunities for many people to step into leadership roles for the first time. 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