Calling all supervisors and managers here!
Don’t be afraid! Team up with your HR and take on the challenge of managing your folks! You can do it! We believe in you!! Resources and tools are here to help you and I (HR) am here as well.
So I received a request for a desk audit and before I even contacted the employee I asked both the first level and the second level supervisors, “have you talked to your employee?” No. He/she asked for the audit and we are complying. Folks, this isn’t a free for all. You don’t always get what you asked for. And if you’re going to ask for a desk audit, you must be prepared to explain why. So I challenged the supervisors to have a discussion with their employee. Why do you want a desk audit? What are your expectations? Perhaps there is an issue here that can be solved outside of a desk audit.
So as HR I provided talking points and resources to the supervisors to guide their conversations with the employee. We need to find out what sparked the request and will a desk audit even resolve the problem.
As HR we really need to equip our supervisors with the information they need to do their job. Despite the recent law proposals to mandate training for a certain amount of time in a certain location with certain subject areas, it’s not the best method in my experience. You don’t become a supervisor within 40 hours of classroom training–nor will you remember it! Training is on-going, in-depth, and repetitive. We have to change the way we do business, not just the requirements for getting the job done.
Poll of the Week
Could your inbox use a little more awesome?
Sign up to get a daily dose of awesome gov-focused resources, trainings, blogs and articles to help you do you job better.