HR Management Evaluation
Often when we talk about employee satisfaction we bring up management. That's because management is to employee satisfaction as customer service is to customers. Employees often find their tasks decen...
Introduction
Often when we talk about employee satisfaction we bring up management. That's because management is to employee satisfaction as customer service is to customers. Employees often find their tasks decent enough and their coworkers pleasant enough but struggle the most at their jobs when they feel they're treated poorly or incorrectly by their supervisors or by the heads of the company. While many companies hire managers based on previous management experience or training, the truth about management is that the most important quality of a manager is their ability to lead without hurting the satisfaction of the employees. So if the employees are miserable as a result of the manager, it doesn't matter how much experience they have – the manager is still to blame.
Management Evaluation
One of the issues, however, is that there's no real way for an employee to explain that they're being inappropriately treated. If they complain to other managers they risk hurting their relationships or appearing to be "whining." If they complain to their manager, they risk being fired or being treated worse. If their performance doesn’t warrant their treatment, there's very little way for the employees to explain the problem without quitting. It is with that in mind that your company may want to put management evaluation in the hands of human resources. HR is already the main department that employees go to in order to complain about the abilities of management. But most employees are afraid that their complaints will be shared with their managers and eventually make the situation worse. But if the HR department uses surveys to evaluate management specifically, using some type of custom made management evaluation survey, the employee will be given a voice that allows them to share how they really feel anonymously. They can provide tips, complaints, etc. Your company can decide to ask them to evaluate specific managers, or you can simply poll the employees to see how all management rates, and use those numbers to train all managers to improve.
Evaluating Management Correctly
You want to avoid the employees feeling as though their answers can be used against them. For that reason, employee satisfaction may not be enough. But if your HR department runs a survey about management, keeps the information anonymous, and brings up that information with upper management for evaluating how well their supervisors are doing their job, it will benefit employees and keep managers accountable for their behavior. In the end, those two factors should improve company morale and productivity.
Key Takeaways
- Introduction
- Management Evaluation
- Evaluating Management Correctly
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