Providing HR support and advice to SME across the UK since 2006
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Providing HR support and advice to SME across the UK since 2006
CASE STUDY
Whether you’re promoting from within, or you’ve recruited a new person to lead a team, in order for them to be successful, they need to be armed with the tools to help them achieve their own KPI’s in their role as managers, and to assist their team members to reach their goals. The most fundamental tools that any new manager needs, is the ability to lead, coach and manage their team on a daily basis; to understand the company goals and ensure the team are working towards the company objectives.
The Challenge
Following a series of grievances and disciplinary hearings, it was clear that those in management positions needed to hone their skills to lead their teams more effectively, intervening where necessary to deescalate tensions and challenge poor performance, and to increase their confidence to manage upwards, to advocate for themselves and their team members with the senior management team.
The Solution
HRCentral launched a comprehensive, bespoke training program focusing on providing key aspects of leadership and the basics of effective management. The program, delivered in person, included: –
• Occupational Personality Questionnaire (SHL) administered in order to identify areas we could focus on to ensure maximum output from the training, and to increase self-awareness of the delegates prior to the training taking place. These conversations were so important, they gave each delegate the opportunity to understand fully the areas that they could improve and where their strengths lie.
• Analysis of the differences between leadership and management – including an in-depth review of what makes a good leader, practical SWOT analysis which focused those areas already identified through the OPQ as pain points for the individuals, understanding and how to meet company expectations for leaders, how to become a better communicator and advocate for you and your team, examining barriers to confidence and how to take a more proactive approach in celebrating achievements.
• How to conduct difficult conversations – including when to step in and step back, the important of emotional intelligence, how to prepare for a difficult conversations and document the output. This section of the training included partner work followed by group discussions on conversational openers, developing the core conversation, keeping control of the meeting and the importance of active listening, and recording the output in an appropriate format.
• Recognising and managing poor performance and conduct – including the basics of dealing with whistle blowing complaints, conducting effective investigation interviews and note taking. Here the trainees took part in directed role play, how to actively manage a variety of personality types from openly hostile or defensive employees to apathetic individuals who may say the right things but will not take the actions needed.
• Managing ill health – including the practical steps that need to be taken to manage short and long-term absence and procedures, handling employees with disabilities and recording the output from these meetings.
• Sexual Harassment – how to recognise it and what to do when it’s reported to you, we rolled this out to the management team initially, and then to the wider employee audience so that all were aware of their responsibilities whilst at work, and how to report and discuss their concerns; and how to create an open culture, where these issues can be discussed and dealt with sensitively prior to them becoming bigger issues.
The Result
• Empowered leadership – Both new and seasoned managers took an active role in promoting respectful behaviour and a more open culture where issues were addressed swiftly.
• Communication and team building – the managers were able to motivate teams, delegate tasks and communicate clearly and concisely.
• Deeper understanding of the role – the managers had a clear understanding of their responsibilities, duties and the skills they would need to demonstrate to maintain and excel at more senior levels.
• Emotional intelligence – both new and seasoned managers gained an enhanced understanding of emotions to lead with greater consideration for employee needs.
• Stronger, more open culture – Managers were able to identify and work towards a more defined company culture, where two-way communication was actively encouraged from all concerned.
• More effective appraisal discussions – the output from the appraisal discussions were more meaningful and the output being more valid, not just a tick box exercise but meaningful engagement with direct reports, and a culture of open dialogue.
• Open culture – with meaningful discussions taking place at all levels within the business, and the management team, and lower management tiers sharing their experiences to learn and ensure a consistent approach to the management across the various departments and sites.
The Conclusion
By addressing these skill gaps and therefore empowering managers, this HR management training has helped to transform the leadership team into an active driving force for company progress and productivity.
The approach has helped ensure that the employee experience has been enhanced leading to stronger team working and clear boundaries, with the management team shoring their experiences in the training sessions and also when back in the workplace, leading to a more coherent management team with a more consistent approach to the issues they face and how they manage these as a company.
Businessbenefits
• Conflict resolution – Managers have the skills to tackle behavioural issues sooner and with more confidence, ensuring a more productive and positive working environment
• Improved employee engagement – Understanding the behaviours that the business wants to see in in it’s future leaders makes succession planning easier as managers have a more clearly defined path to advancement
• Greater consistency – Managers treating their team with more consistency led to fewer complaints from disgruntled employees who had become frustrated by what they perceived to be a lack of necessary management interventions
• Better problem solving – When issues did arise, managers were better prepared to solve problems on their own, or approach more senior managers with potential solutions to issues rather than just requests for assistance.
• Open culture – better communications, less escalation of problems, quicker and more consistent approach to resolving the issues.
Feedback from attendees:
‘[The training] was information and engaging’
‘The course made me reflect more on my own leader/management abilities and where I can improve… [the training] pushed me out of my comfort zone…in a safe space’
‘[Training has enabled me] to be open and honest, ask for advice and feedback’
‘[The course] makes you assess yourself and gives you the ability to overcome your confidence barriers’
We're here to help
Tailored training programs designed specifically for your company’s unique culture and needs are essential to build respect, accountability, and an inclusive environment.
Don’t wait for problems to escalate.
Invest in proactive, customised education and intervention now to safeguard your people, your reputation, and your business success.
We can provide half or full days training, and also can provide an online training platform where you can add your own bespoke training lists and develop play lists for individual groups or departments.
