Managing Challenging Managers: a Constant Challenge for HR Leaders

The effectiveness of HR leaders is deeply intertwined with the performance of managers. This is reality for all if not most HR Leaders. Poor-performing managers introduce a host of challenges that ripple through HR operations and impede the strategic goals of the organisation. To navigate these challenges successfully, it is essential to address both the symptoms and the root causes of underperformance.

Key Impacts:

• Increased Workload: HR leaders often find themselves burdened with the additional workload of addressing issues stemming from poor managerial performance, such as handling employee grievances and organising extra training sessions. This diverts valuable time and resources away from more strategic initiatives.

• Employee Morale and Retention: Ineffective management practices can severely impact employee morale, leading to higher turnover rates and lower job satisfaction. This forces HR to implement reactive retention strategies, rather than focusing on proactive engagement.

• Compliance Risks: Poor managerial practices increase the risk of legal issues, such as harassment or discrimination claims, posing serious threats to the organisation’s reputation and financial stability.

• Strategic Misalignment: Managers who underperform often fail to align their teams with the organisation’s broader goals, resulting in inefficiencies and missed opportunities that HR must work to correct.

Potential Solutions:

1. Engage in Executive Coaching to Transform Managerial Behaviours: To address the underlying causes of poor managerial performance, executive coaching can be a highly effective solution. By focusing on the deep-seated behaviours and habits that limit a manager’s effectiveness, coaching helps them develop new strategies for leadership. This personalised approach enables managers to align their actions with the organisation’s goals, fostering a more cohesive and motivated workforce.

2. Implement Clear Accountability and Performance Metrics: Establishing clear accountability and performance metrics is crucial in managing poor-performing managers. By setting specific goals and expectations, organisations can hold managers accountable for their performance and the success of their teams. Regular performance reviews and transparent feedback are essential in identifying areas for improvement, ensuring that managers contribute positively to the organisation’s strategic objectives.

3. Strengthen Communication and Support Systems: Enhancing communication and support systems is another key strategy. HR leaders should ensure that managers have access to the necessary resources, including clear guidance from leadership, robust HR support, and opportunities for peer collaboration. By fostering an environment of support and open communication, organisations can reduce the impact of poor performance on employee morale, retention, and compliance.

Overcoming the challenges of poor-performing managers is vital for the overall success and health of an organisation. To explore how your organisation can implement these solutions and more, book a free consultation through our website today. Let’s collaborate to create a workplace where every manager and employee can thrive.