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March HR Update

Line managers play crucial role in supporting employee well-being and engagement

Despite the evidence signifying that employee health, well-being and engagement are imperative for organisational success, and that line managers play a crucial role in supporting employee well-being and engagement, most organisations still take a reactive rather than proactive approach to supporting well-being at work.

Small changes, particularly on the part of line managers and supervisors, can make a vast difference to the welfare of staff e.g. gestures of thanks, a team lunch or away-day can help make employees feel part of a supportive team. It is the ‘team within a team’ mindset of your employees that can be significant for health maintenance at work and help to establish natural defences against sickness absence. Having a small team ethos forms a greater feeling of collective responsibility and mutual support, cutting the risk of employee absence.

Positive people management can also help rehabilitate people back from sick leave more quickly; employees who feel supported by their managers, perhaps including regular but sensitive contact during periods of sickness absence, are more likely to return to work.

For a healthy workplace, line managers should:

  • Be confident and trained in people skills.
  • Enable employees to feel valued and involved in the organisation.
  • Use appropriate health services to tackle absence and help people back to work.
  • Promote an attendance culture by conducting return to work discussions with employees returning from sickness absence.
  • Design jobs that are flexible.
  • Be aware and equipped to manage common mental health problems.
Source CIPD

Know how to manage underperformance with the mindset that performance will improve but with the knowledge that if needed there are options available

Underperformance or poor performance is a failure to perform the duties of the role to the standard required by the business.

Identify the possible causes of underperformance: -

It is important to identify this before you consider whether you will take an informal or formal approach to performance management.

  • Ask yourself questions that will help you decide whether your management style is to blame:
  • Have you made your expectations clear?
  • Has the employee received sufficient training?
  • Is their workload too high?

Once you have considered the above, you can set out a plan for improvement

Find solutions to the problem: -

Organise a plan for improvement meeting, state clearly what you expect from them in the future. Be sure to include:

  • Clear expectations and metrics about the work to be performed or behaviour to be improved
  • Indicate the support and resources that will be provided
  • Clarify the consequences if performance doesn’t improve

Provide appropriate time for improvement: -

You need to agree with the employee an appropriate timescale.

  • Provide feedback throughout the process
  • Keep clear and consistent documentation of any feedback given

Regardless of how well you manage your team, there can be times when either a single employee or a group of employees start underperforming in the workplace.  If this happens, don’t panic, you can always call us at Clever HR for our HR advisory service.

Source plushr

Talent management is a company’s commitment to recruit, retain, and develop the most talented employees available in the job market

Talent management is a business strategy that enables you to retain your top talented employees.

What Processes Are Part of Talent Management?

The following are the overall business strategies to recruit and retain talented employees: -

  • Recruitment planning meeting 
  • Job description development
  • Job post writing and recruiting location placement for the posting
  • Application materials review
  • Phone or online screening interview
  • In-house interviews that can involve multiple meetings with many of your current employees
  • Credential review and background checking
  • Making the job offer to the selected person
  • Agreeing on the amount of the offer
  • Employee starting day and onboarding process
  • New employee welcome information and introductions
  • On-the-job training
  • Goal setting and feedback
  • Coaching and relationship building by the manager
  • Formal feedback systems such as performance management or an appraisal process
  • Ongoing employee development
  • Career planning and pathing
  • Succession planning
  • Promotions, lateral moves, transfers
  • Employment termination by choice of the employee or cause by the employer

Most of these are directly in the hands of the employee's manager. HR can provide support, training, and backup but the day-to-day interactions, that ensure the new employee's success, come from the manager. We here at Clever HR can provide you with the peace of mind to know that someone is there to advise you can also save you time and reduce any risks by offering flexible, qualified and affordable HR solutions. We can be “hands on” and deal with issues on your behalf or be there behind the scenes to advise and guide. Contact us 0117 379 0818.

Source the Balance