CIPD, ACAS and the Greater Manchester Employment Charter have collaborated to produce a new guide to help organisations upskill line managers.
The three organisations, which all share a purpose of driving fair work opportunities, have produced the guide to help managers support an increasingly diverse and remote workforce. According to the guide however, only 40% of line managers receive any people management training and ‘management style’ is a main cause of work?related stress for many.
Titled Soft skills in hard times: why good people management matters more than ever, the guide highlights the skills and behaviours necessary for line managers to successfully engage staff in productive work, support their health and wellbeing, encourage learning and development and create an inclusive workplace culture.
The collaborative piece provides a range of recommendations and resources for Greater Manchester employers and line managers to improve in five key behaviours:
- Be open, fair and consistent
- Handle conflict and problems
- Provide knowledge, clarity and guidance
- Build and sustain relationships
- Support development
Daphne Doody-Green, Head of CIPD Northern England said:
Our research shows that too few employers train their line managers to support and manage their staff effectively, and this is having a detrimental effect on the mental health of workers.
“As a result of the pandemic, managers are facing an ever more critical role in not only ensuring workers make the transition to more home and hybrid ways of working, but also that workers are happy, motivated and engaged. We’re delighted to have worked on this collaborative paper to support and prepare managers for any challenges ahead, by improving their people management skills to manage and support employees effectively.”
The guide also offers Greater Manchester employers valuable insight in to the impact of low-performing managers. 51% of employees with low-ranking managers were over three times more likely to report that work took a negative toll on their mental health.
Terry Duffy ACAS North West Area Director said:
It can take a lot of courage for someone to admit that they are suffering from poor mental health or speak up if they have some sort of conflict at work, and sadly there are very mixed and disappointing results on the ability of organisations to deal compassionately and effectively with such issues.
“We’re delighted that this collaborative resource will help line managers prepare for, and tackle, such problems by ensuring they have an open, fair and consistent approach and the ability to have compassionate conversations with their staff.”
Furthermore, the guide highlights the importance of line managers understanding and adhering to the right workplace policies and procedures to support workers with flexible working options and employee wellbeing, as the shift to more home and hybrid working looks set to continue post pandemic.
Ian MacArthur, Head of the Greater Manchester Employment Charter commented:
Adapting to the new way of working has been a challenge for many. Investing in good people management is increasing in importance, especially whilst managing a dispersed workforce. In partnership with ACAS and CIPD, this paper explores ways employers can tackle this key issue moving forward.”
A free copy of the guide can be downloaded in full from the Greater Manchester Good Employment Charter website.