Managers are the next generation of directors and executives, meaning your company’s future is in their hands. They’re also the first point of contact for employees. That means your managers are central to any and all plans for HCM transformation.

Who’s going to answer follow-up questions and lead trainings on HCM systems? Managers. Who’s most likely to uncover a system error or employee performance issue? Yep, you know who. So wouldn’t it make sense that, like the other audiences we’ve already discussed in this series, you’d want to make sure you’re giving managers the tools they need to excel in the moments that matter most to them?

What matters most to managers is that a unified HCM solution synchronizes disparate tasks, like hiring, performance reviews, payroll changes, scheduling, PTO requests, etc. As these essential job functions get automated and simplified through an HCM platform, managers become free to focus their time and energy on other responsibilities and forward-looking objectives.

The bottom line? Managers need technology to enhance – not disrupt – employee performance. Here’s how HCM software connects with the moments that matter to managers to make that easier:

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Recruit and onboard new hires

Recruitment is expensive ($4,000+ per hire!). Onboarding is expensive (6-8 months before employees are fully productive). And if these things don’t go right, turnover is expensive ($15,000 for the average worker).

While the C-suite may understand these universal truths on a conceptual level, it’s managers on the frontlines who face these challenges and are tasked with overcoming them. Talk about stress.

HR technology should empower managers to complete a number of tasks throughout the hiring process, such as:

  • Opening up job requisitions
  • Screening and interviewing applicants
  • Sending tests, forms, and paperwork
  • Ordering new or transferring existing equipment for new hires
  • Creating goals and training milestones
  • Measuring against performance benchmarks

A comprehensive, end-to-end HCM solution helps administer these job functions, allowing managers to attract and groom the next crop of team leaders and mentors with speed and efficiency. Think about it – if that administrative burden gets lightened, then managers can do what really matters in the recruiting and onboarding process – making connections with talented people who will benefit the organization and helping those people become engaged as part of their team.

Manage workloads and timesheets

Once talent is onboarded – a defining step in the employee journey – managers must oversee their development, scheduling, and resourcing. This is where managers can really get bogged down in terms of the time they spend on a daily basis.

Relative to other staff, team leaders are likelier to step up when called upon, take on more responsibility on their own accord and mentor their peers. Their workload should allow for this type of latitude and empowerment – that’s part of being a manager! In other words, use your HCM system to help team leaders help you.

An HCM platform that allows managers to quickly track and analyze timesheets, overtime, PTO, and other logistical items is key to planning out workloads and getting in front of any employee attendance issues. Particularly strong platforms will even be able to predict who’s needed when in the shift schedule, monitor scheduling fairness, and intelligently serve up suggested team members to fill open shifts based on the skills and certifications needed to perform different duties.

As you can imagine, being supported with technology in this way takes another huge load off a manager’s shoulders in terms of administrative work – and that frees them up to focus on their people.

Connect the right people to the right performance opportunities

As any manager can tell you, it’s easy to lose track of review schedules across an entire team, especially if there isn’t uniformity in their cadence or the integration of new HR technology disrupts traditional review cycles.

Luckily, a unified HCM system not only equips managers to stay on top of day-to-day team resources but also upcoming performance reviews. It’s during these reviews that additional growth opportunities are discussed, team leaders are granted new, unique responsibilities, and team members are rewarded with pay increases or bonuses for good work.

It’s important that managers are supported in their endeavor to customize opportunities for team leaders, so that the right stakeholders are working on the right projects. It’s often counterproductive to have top performers doing menial tasks, even if those tasks are technically in the job description.

An HCM platform should make it easier to know who’s due for a raise, who’s performing above average their role, and who can be allocated more time for special projects.

Identify burnout before it leads to turnover

Returning to a prominent point earlier in this article, turnover can suck the lifeblood out of company culture (and revenue). And we know from NBC News that company culture (or lack thereof) is the number one reason employees quit.

Modern HCM strategies, however, place a high priority on preventing employee burnout before it formally leads to churn. And HCM technology leverages predictive insights to collect and analyze data related to, among other things:

  • Flight risk
  • Absenteeism
  • Productivity
  • Engagement
  • Fatigue

As certain patterns emerge from the data, a sophisticated HCM system can use predictive machine learning processes to help managers pinpoint who’s a flight risk and who needs to be re-engaged. The goal, of course, is retention, particularly in the case of team leaders. 

Should top performers leave, their tasks may not be easily distributed to other staff. That means it could inevitably fall to managers to pick up that work – on top of their normal duties. That's when the 9 to 5 becomes more of a 9 to 9 and you start getting managers that burn out on top of their team members. See how fast that problem can escalate without the right visibility into people data?

Want to avoid all the symptoms of human capital (mis)management we've been talking through? Make sure you understand where your managers are focused and help them succeed with your technology choices. Check out our Moments that Matter ebook to get deeper insights into them and other key people at your organization.

Grab a copy of the Moments that Matter ebook

Published: Tuesday, October 22, 2019