How HR Can Help Direct Managers Connect with Employees

As a follow-up to last week’s post on boss’ influence on employment brands, Glassdoor’s HR Director Amanda Lachapelle provided us with some tips on how HR can help direct managers connect with employees. Thanks, Amanda!

  • Encourage direct managers to have regular 1:1 meetings with each team member. During these meetings, it’s a time to step away from specific work tasks and look at the bigger picture. These meetings should be two-way conversations – they should help managers get insight on what each individual is looking for in their career, and in turn provide the employee with a clearer picture of how their career path fits into the business trajectory.
  • Set clear expectations on company perks and benefits: This is something that must happen as soon as a person interviews with a company and must also be demonstrated from senior leaders on down. Should changes need to happen to a company’s perks, they should be communicated out with details including the reason behind the change.
  • Have a ‘no surprises’ approach to your company’s work environment: Remind managers that anyone who interviews should have a clear picture of what the work environment is like before they accept the job. If you have someone who thrives in a highly collaborative work environment, but your company takes a different approach, it should be made clear what the work environment is like early on. However, change is inevitable. If direct managers are looking to mix things up in an effort to promote a better work environment, it’s always best for them to communicate early about the change that is coming and why it is happening. 
  • Learn more about what motivates employees: A good manager will not be afraid to ask for constructive feedback. Be hungry to learn what some of the best reasons are to work at your company from the eyes of the employees and stay in sync with any downsides employees may be feeling. Direct managers are on the front lines; they should be asking questions often and be reading up on their employees’ company reviews on sites like Glassdoor to get a better handle on what’s working and what’s not. Plus, when candidates research jobs and companies on sites like Glassdoor before accepting a job offer, Glassdoor research shows that turnover can be reduced by as much as 22%.
  • Stay on top of how your employment brand is impacting your recruiting regularly: While it’s not always easy to catch impacts of a direct manager when they happen, HR professionals and others responsible for managing your company’s brand can use Glassdoor’s Employer Center, accessible via a free employer account, to track employee satisfaction month over month, see how your brand is influencing target job candidates,  find out what jobs are most sought after, and see demographics on who is looking at your company profile.