Streamline Your Document Workflow with Funnels for Coaches for Human Resources

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the most indispensable thing that hr can do is cross-pollinate other departments can and do add value in various ways but only hr can take the best ideas from across the company synthesize them and apply them throughout the organization in this episode of hr party of one i'll explain how you can use cross pollination to train managers to be better at recruiting coaching and compliance by the end of the episode you'll know how to train the best managers in the business today we'll discuss how hr can cross-pollinate and consolidate the best ideas within an organization how to train managers to be better at recruiting coaching and compliance and how to conduct ongoing manager training let's get started every day hr is exposed to the best ideas within an organization you're the only person in your company who works with managers leadership and even employees because you have access to so many different points of view you can meet with a manager and say hey i saw that jasmine was conducting one-on-ones with her employees and it was a really effective way to increase employee satisfaction and performance you should try it too this is just a random example but the point is that most people in your company aren't in this position as a result it's up to hr to take these ideas consolidate them and codify them for the rest of the people in your organization this last part is key if you as the hr party of one can take the first step to writing down a great idea you help get the ball rolling to document these best practices and processes the best small and mid-size organizations codify these tactics in two different resources the culture guide and the manager manual let's briefly review each of these before moving forward the culture guide i always say that a culture guide is like an enhanced employee handbook instead of dusty old rules and regulations it's a living breathing document that details everything employees need to be successful at your organization this includes the company's vision and mission how employees are compensated and how they can access their paycheck and even how to turn on the printer believe me that one is really important the manager manual on the other hand a manager manual is a guidebook specifically tailored for management personnel in your organization it includes tutorials for hiring interviewing onboarding and terminating employees as well as templates that your managers can use to communicate key details to employees and applicants both of these documents are essential to organizational success but because each is a dynamic resource they require hr's stewardship to stay relevant and useful this is where cross pollination also comes in handy you may have used the best ideas to build or refresh your culture guide and manager manual but each new idea presents a new opportunity to make your company's processes even stronger now that we're on the same page let's shift gears and talk about how you can use these resources to train managers to be better managers hr's approach to cross-pollination can help you train managers to be more effective recruiters and coaches it can also ensure that your managers more closely follow the latest compliance rules and regulations one note while i've selected three ways in which you can cross-pollinate ideas to better train managers there are a ton of other processes that hr can improve including onboarding and off-boarding but now let's dive into our main topics number one how to train managers to be better at recruiting we've covered this topic from a variety of different perspectives in past hr party one episodes from using an applicant tracking system to updating your company's career page but we're talking about cross-pollinating ideas in this episode the best way to share best practices among management is through role-playing interview scenarios in bernie portal's manager manual we've added instructions for conducting phone and face-to-face interviews and while these details are great to have your managers need practice to become interview experts consider conducting training sessions to ensure this is the case every few months we gather our entire management team together to train their managers share tips tricks and other best practices regarding a variety of topics including recruiting and interviewing i can't tell you how many times we've hosted interview role plays between two managers and a great idea has come from it maybe it's starting each interview with some light small talk or maybe it's learning the best way to respond to a certain question from an applicant either way this exchange of ideas spurs innovation and empowers each manager to rethink their own approach number two how to train managers to be better at coaching managers aren't just responsible for hiring great candidates they have to coach them too at bernie portal managers conduct one-on-one meetings with their direct report employees during these meetings the two team members discuss everything from performance to current projects and development these conversations are catalogued in the performance management feature of our bruny portal hrs platform which you can learn more about using the link in this episode description of course one-on-one meetings also take practice we also covered this topic during our manager training sessions where once again managers role-play different scenarios with one another this fosters great feedback and helps the entire group crowd serve possible solutions for given situations i'll share a handful of those scenarios in just a few minutes let's say that during one of these sessions you've identified a great new tactic that managers should use in their one-on-one meetings maybe it's starting each meeting with a recap of the previous conversation as hr you should codify this best practice in your manager manual that way every new manager can see the rule when they join your organization and current managers can review as a refresher and finally number three how to treat managers to be better at compliance this is another big one compliance is always changing which means your managers need to be updated with the latest and greatest practices no matter the issue this too can be accomplished through role play practice for example let's say your team has decided to terminate an employee who wasn't meeting their goals we encourage your managers to work with their hr first by role playing the conversation by taking this approach managers and hr can align and identify any potential risks associated with the termination and ensuing conversation then after the conversation takes place you can use the example in subsequent manager training sessions as a learning opportunity for the rest of the managers finally once a best practice has been established it's hr's role to update the manager manual ing to the new rule this can include a post termination templated communication hr consent and even a list of termination faqs that managers can use to prepare for those conversations i've mentioned conducting manager training throughout the episode but what does that actually look like episodes number 47 and number 78 cover coaching managers and developing manager manuals respectively both of which can be found in the episode description but let's spend some time right now covering how manager training should work have a dedicated training day since we host manager training three times a year we dedicate an entire day to coaching managers this provides a distraction free zone where the entire management team can focus solely on improving their craft reviewing and introducing best practices some people might be rusty others might be new either way it never hurts to review best practices especially if you've made recent adjustments to the manager manual or culture guide for example during our past training days we spent time developing delegating and recruiting skills as well as coaching for improved work performance role-playing scenarios as we've discussed throughout this episode you should always spend time role-playing various manager employee scenarios this gives everyone a chance to sharpen their skills and you can cross-pollinate new tactics to improve the organization's approach to things like recruiting and coaching some of the role plays we've covered in the past training days include a team member who wants to change their job a team member who wants to change their compensation structure a dissatisfied team member who's bringing down colleagues and a team member is doing something out of line with the team's mission statement the goal here is to identify new and compelling ways to address these situations it's entirely possible that someone who's new to the management team comes up with a solution that's totally different and more effective than past solutions that's good that's why cross-pollination works the team plan review another important component of manager training is to put everything in perspective if your managers don't know how their performance impacts the organization's larger goals how can you best expect them to perform their best during these sessions we typically invite the department heads to report on various parts of our business they explain what's working what isn't and where we stand compared to our yearly goals in essence these sessions are great ways to reset and refocus our efforts managers can learn from one another and ask questions to department heads to find out how they can help the organization meet at schools other sessions obviously not every company is structured the same way so i can't tell you exactly how your manager training should look from start to finish if you're watching right now i'm sure you're thinking about a session that would be especially helpful for your team maybe it's an opportunity to write and review team mission statements maybe it's specific to how you pitch a certain product regardless you should be willing to get creative with the manager training itineraries remember if you coach your managers correctly they'll be more effective members of the organization this will make your job easier your role more impactful and the company more successful one final plug when we elevate a person to the management team they're required to read a few essential books these include coaching for improved work performance the new rational manager an updated edition for a new world the one minute manager work rules and inside the tornado we recommend you require your managers to do the same but if you only have time for one absolutely stick with coaching for improved work performance all right time for some homework i want you to take a look at your current approach to training managers do you cross-pollinate ideas if not why not think about how you can make the changes necessaries to ensure not only that you're encouraging cross-pollination but that you're able to consolidate and codify these ideas when you take on this challenge you're adding value to your role and to your company you'll have better managers who hire better coach better and handle compliance better as a result your organization will prosper in the short and long run all because you understood that your role is as strategic as you make it that's it for this episode remember to subscribe to our channel and ring the bell to get notifications about the latest hr party one updates and new episodes thanks for watching bye [Music]