Supervising and engaging with employees is an important factor for line managers. Line managers make the organizational culture of the teams in the company. If a manager were to focus on their employee’s strengths and support him or her and encourage an open communication, they would be more likely to engage and understand their employees even more, as employees tend to feel more comfortable in demonstrating what they can do. Line managers who focus more on the negative factors of their employee’s performance, or only aim to boost their own recognition, will eventually create unmotivated employees who will experience the work environment as uncomfortable or unpleasant.
Open and positive communication should always be aimed for; this means open discussions, positive feedback, helpful tips and an overall approach in motivating employees. HR management focuses more on employee relationship, environment and communication through things such as surveys or newsletters. These relationships, environments and communications are highly affected by line managers. Thus, communication between line managers and HR managers are vital in order to close down gaps that may cause a possibility of miss communication.
Line managers and HR managers should communicate frequently to determine the requirements for department functions within the company. Since HR management functions in development and training of potential employees, line managers are then prepared for a set of leadership tasks. One of these tasks would be to understand how to maintain this open and positive environment between management and employees. Keeping this will determine employee job satisfaction, which is the overall reason in the first place as to why HR and line managers must have frequent communication between one another.
Brodie Bavidge