What to Do When Managers Expect HR to Do the Dirty Work (and won't do their part!)
Ever feel like managers expect you to do the dirty work for them? That you have to be the "bad guy" because managers want to avoid difficult conversations? Are managers skirting the tough stuff and counting on you to clean up their messes?
The list of tasks that some managers expect HR to do for them is endless. Feedback. PIPs. Performance Appraisals. Documentation. Progressive Discipline. Conflict Resolution. Terminations. Exit Interviews. Interviews. Salary Negotiations.
What are your options in this situation? You don't want to be the process police, constantly looking over managers' shoulders. On the other hand, you don't want to let managerial oversights become big, costly issues for the organization.
Join this highly interactive, virtual workshop for tips on resetting expectations and getting managers to do their part. Participants will:
- Receive a simple tool that helps determine when HR should intervene.
- Discover 5 good reasons for managers to handle people interactions on their own.
- Learn the "magic words" that convince managers to handle situations early and effectively.
- Find out how to prepare managers for work that HR really shouldn't be doing.
Deb brings 25 years of experience in leadership development, organizational effectiveness, and management training. She was an HR Director with a Fortune 500 company prior to founding People First Productivity Solutions in 2005 and People First Leadership Academy in 2021. Deb is an ICF-certified executive coach, licensed practitioner in numerous assessment tools, and a Certified Master of The Leadership Challenge®. She is a published author, and her research and methodologies have been published globally in academic journals.