Line managers play a crucial role in shaping the employee experience.
They are often the first point of contact for addressing daily issues, providing performance feedback, and facilitating team development. However, many line managers receive little to no formal HR training before assuming this role. This lack of training can lead to well-intentioned mistakes that create risks for the business and frustration for employees.
Here are some of the most common pitfalls, along with ways that proper HR training can help prevent them:
1. Handling Performance Issues Too Late
It’s common to shy away from difficult conversations; however, postponing performance discussions can lead to minor issues becoming bigger problems.
Training Tip: HR training enables managers to identify early warning signs and use constructive feedback models, such as SBI (Situation-Behaviour-Impact) or GROW (Goal-Reality-Options-Will), to address issues confidently and fairly.
2. Inconsistent Application of Policies
When one manager interprets policies differently from another, it can result in claims of unfair treatment.
Training Tip: A solid HR foundation ensures that managers not only understand the policies but also grasp their purpose. This fosters consistent, compliant, and people-first decision-making.
3. Poor Documentation
Neglecting to document conversations, performance plans, or informal meetings can lead to issues later if disputes occur.
Training Tip: HR training instructs managers on what to document, when to do it, and how to maintain clear and factual records that safeguard both the employee and the organisation.
4. Blurring the Line Between Friendship and Leadership
Many managers struggle to strike a balance between being approachable and maintaining authority.
Training Tip: HR development programs include modules on emotional intelligence, setting boundaries, and building trust while maintaining professionalism.
5. Ignoring Early Signs of Burnout or Conflict
Managers are typically the first to notice changes in behaviour or morale within their teams. However, without proper training, they may not know how to respond effectively.
Training Tip: With training in HR practices, managers can recognise warning signs early and collaborate with HR or wellbeing teams to support their employees before issues escalate.
The Bottom Line
When line managers possess HR knowledge, everyone benefits. Employees feel supported, issues are addressed fairly, and the organisation remains legally compliant and culturally robust.
Even a brief, targeted HR training program can significantly enhance the leadership skills of managers. It is an investment in people, performance, and peace of mind.
Our HR courses for Managers course isn’t just about compliance, it’s about confidence. Designed to help managers lead fairly, communicate effectively, and handle everyday HR challenges with ease, it’s your opportunity to build stronger teams and a healthier workplace culture.
