Fluid Consulting eBulletin Issue 15

hands

Employee engagement

how to help managers put the ball in the back of the net (you might want to read this bit Fabio)...

1. Get the rest of the team on board.

Significant change is impossible without their support. Senior managers need both to act as role models and to allow line managers the time to devote to people management.

2. Set clear, easy to understand game plans to support managers.

Dump the 20-page, jargon-heavy documents. Present clear, action-oriented guidelines.

3. Educate line managers about how their behaviour on the pitch affects others.

Don’t assume they will all instinctively understand what constitutes good management. This is where senior HR managers can help, by raising awareness among line managers.

4. Relate previous wins to the future.

Motivate line managers by showing how good practice will help them achieve personal and team targets. Avoid resorting to ‘because that’s what the policy says’

5. Use coaching techniques.

Individual managers need to know it is OK for them to admit they don’t know how to handle every situation. Coaching and mentoring allows them to ask for help in a non-threatening, low-risk way.

6. Use technology to help guide managers through processes.

In football the use of advanced computer software crunching through the numbers allows managers to be more self-sufficient and reduces the administrative burden. Typically, managers can deal with 70 to 80% of the issues they face if they just have better access to information, documentation and relevant guidance. Giving them this frees up valuable HR time for the occasions when managers truly require their expertise.

7. In a competitive environment things will go wrong from time to time.

Accept some mistakes will be made, and do not have HR step in every time there is a problem. In the long term it is far better to coach line managers on how to handle issues themselves.

8. Train regularly to improve skills and raise awareness – but don’t expect it to solve everything.

While training is great for skills development, it is not so good for imparting knowledge. People tend to forget facts, figures and policies over time if they are not used regularly. Back up classroom training with on-the-job support tools.

9. Reward and encourage members of the team to encourage good practice.

If a manager is only judged on operational targets, that is what they will focus on, so set objectives for managing and developing staff.

10. Shout about the successes when trophies are won.

Nothing breeds success like success. Line managers will be inspired to adopt desired behaviours if they see other managers achieving successful results. Find positive examples in your organisation and publicise them widely.

In the next newsletter we promise....no football-related stuff!!


	As the school summer holidays start later this month, many employees will be looking forward to their annual break. Rest and recuperation, spending time with the family, trying new leisure pursuits....the list is endless


	A bit like Marmite, some people like to meet new people through networking and others hate it. To make it effective this is what we recommend: