Training and educating managers is one of the biggest jobs for Human Resources. Not only is it important in terms of protecting yourself and the company, you also want your managers making good judgments and following company policies for everyone’s well being. Let’s take a look at some of the biggest, most common managerial mistakes you must avoid.
1. Not keeping up with documentation. This can lead to a perception that the company terminates employees for discriminatory reasons, rather than evidence-based and factual reasons for terminations (such as tardiness, poor performance, etc.). Regardless of whether the employee is temporary, temp-to-hire or direct-hire, ensure your managers understand the importance of keeping records and documenting employee attendance and performance, even if it is simply stated in a performance review of e-mail.
2. Not keeping track of hours worked and overtime. Nonexempt employees must be paid for all hours worked, and managers need to be aware of this. It is imperative that managers and workers are informed of the rules. If your company does not allow overtime, managers must advise employees to end their work day at a time that will not incur overtime.
3. Making assumptions against parents with young children. Managers cannot make assumptions, especially openly, about what their employees would – or would not – be comfortable with based on their situation at home. Managers are not at liberty to determine their employee’s ambitions.
4. Favoritism. Playing favorites really doesn’t benefit anyone except for the person who is the “favorite”. Playing off of a managers likes and dislikes can also lead to bigger problems, such as discrimination. Managers are responsible to supervise and speak on behalf of their subordinates. It must be a level playing field for everyone involved.
5. Not staying up to date on HR Laws. Managers and Human Resources need to communicate and stay in tune with the newest employment laws. There are many laws that protect employees, such as FMLA and ADA. These laws determine if and when an employee can be terminated.
Meet regularly with Managers and discuss any new or pending issues, employee performance, and new or updated laws. Communication is key here! Most importantly, document everything. You cannot be too organized or detail-oriented. For more information, follow our blog.