Our research suggests that HR directors are very conscious of the impact that line managers have on HR processes.
A survey conducted by Youmanage showed that more than 80% of HR directors believe that employee productivity would increase if their organisation’s line managers were better-equipped, and a similar proportion believe that their HR departments would also be more successful.
Ineffective, poorly-equipped line managers have a negative impact on a company’s performance in a number of ways. These include:
- Business strategies not effectively executed because individual work activities are not aligned across the organisation
- Employees become demotivated or dissatisfied because they don’t know what is expected of them and/or feel they are not being developed as individuals
- Recruitment costs increase because the wrong people are recruited into roles and staff turnover is too high
- An inability to achieve business goals because the workforce lacks the necessary skills and competencies
- Absenteeism or poor performance issues go unchecked, resulting in lower productivity and a negative impact on staff morale
- Poorly-managed disciplinary or grievance issues, resulting in costs incurred and negative publicity
Are Traditional Support Methods Enough?
The importance of good management is not a new revelation.
Considerable sums of money are spent by organisations each year in an attempt to equip managers with the information, knowledge, and skills they need to perform effectively.
However, many of the traditional methods of supporting managers have significant limitations.
Our guide to improve line manager effectiveness
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