Sometimes, organisations may grapple with a perception issue among their managers, that employee relations (ER) is solely the domain of HR rather than an integral part of their own role.

In such cases, for line managers, the avoidance of dealing with people related issues can stem from a lack of confidence in their ability, fearing difficult conversations or making mistakes. As a result, HR professionals find themselves entangled in reactive, tactical tasks detracting from their ability to focus on strategic initiatives. While their expertise is invaluable, excessive involvement in ER cases can divert their attention and resources away from strategic initiatives such as talent development and organisational growth.

This diversion not only impedes the organisation’s ability to address broader challenges but also risks creating a perception among employees that HR is solely focused on problem-solving, rather than nurturing a positive workplace culture. It can also result in HR professionals being drawn into operational issues and blurred reporting lines as colleagues may feel they need to turn to the HR team for any people related support.

Moreover, how well HR and the organisation are aligned in their people strategy may play a crucial role in determining the level of support sought from HR. Senior managers may hesitate to engage HR if they fear solutions being imposed upon them, leading to potential missteps that ultimately require more extensive intervention from HR to resolve.

To overcome these hurdles, the key lies in fostering a collaborative approach between HR and line managers. When line managers are trained and empowered to handle ER issues, it not only alleviates some of the strain on HR, but also fosters a culture of accountability and ownership within teams. When line managers are equipped with the skills and confidence to address employee relations proactively, this can work as a foundation f towards building a high performance culture, and showcasing the potential for managers to make a meaningful difference to their teams and organisations. This dynamic approach also reflects inspirational people leadership which ultimately drives commercial success too.

For a detailed look at the findings of research into the line manager and HR partnership, download esphr’s latest whitepaper: Middle Managers Matter: Empowering Middle Managers for HR Transformation.