Workplace stress is on the rise and managers are feeling the pressure. Managers are tasked with delivering business results and developing their employees. Work can be stressful in the best of times, but when greater forces bring unexpected disruption, managers should not only manage change, but also keep employees engaged and agile within their teams. The idea should be supported.
Technology can help. Digital workflows improve the way existing processes interact, increasing efficiency by reducing the time and energy managers spend on routine tasks and allowing them to focus on their employees.
Melanie Lougee, Senior Director of Employee Workflow Strategy at ServiceNow, said: SHRM Online I spoke at the HR Technology Conference and Exposition in Las Vegas about the evolving role of managers. A common pain point in human resource management. We will also discuss how technology can help managers do their jobs, especially as managers are being asked more and more.
Based in Santa Clara, California, ServiceNow has become one of the recognized leaders in digital workflow and employee experience technology.
SHRM Online: How has the role of manager evolved over the past 2-3 years?
Rouge: Expectations for managers have changed significantly since the pandemic. Managers accustomed to managing in-person employees needed to understand how to adapt to managing remote or hybrid employees. The pace of change is accelerating and causing a lot of disruption to businesses. Managers stand between organizations that are adopting new policies in the face of greater change and employees who expect individualized attention and need to feel connected to their employers, to whom managers are often responsible. I notice that
The manager role is now stressful. That raises the question of what managers need to do to succeed in that role. From a technology usability standpoint, even before the pandemic hit, the proliferation of Pointe’s solutions made it more difficult to manage its workforce.
Until now, administrators have had to use multiple apps and solutions to get the job done. From reviewing job seekers to approving Time Her cards, setting goals, and managing or evaluating performance, you may be using a variety of apps. Because these apps are disconnected, managers are tabbing back and forth many times a day to perform the simplest tasks. This is time consuming and frustrating for managers who need to focus on people and productivity, not on process disruptions. And because these apps are disconnected, data and information are siled, making visibility and insight across team goals and activities impossible. This is a problem that needs to be resolved. When technology doesn’t work for managers, they become less productive at work and less effective in leading their subordinates.
SHRM Online: How do you see the role of managers evolving in the next few years?
Rouge: Manager expectations have evolved from driving deadlines to driving the overall employee experience. They are expected to be coaches, leaders, and sometimes supportive therapists. Meeting deadlines remains important, but ensuring team members have the opportunities, projects, resources, and training to help them succeed. Providing is equally important.
Agility is key to everything going forward, both personally and professionally. A good manager makes talent look like her agent. My point is that once companies start paying attention to things like internal mobility and skills-based hiring and development, it becomes clear who can move, what roles they need to hire, etc. Managers will play an important role. Play your part in it and make sure your employees get those opportunities.
Organizations must help managers in this new reality with solutions that can be customized to meet the needs of both employees and the business while planning for future talent requirements. Managers should work with the entire leadership team to consider internal mobility and upskilling avenues to fill roles, meet the needs of the business, and retain employees more effectively.
SHRM Online: How can organizations set managers up for success?
Rouge: It starts with culture and expectations. Be very clear about the company’s values, principles and expectations. And support managers by simplifying the tools they use. The average manager is exposed to over 20 different applications to manage their employees. You have to rationalize it, rationalize it. Another thing is to actively encourage good behavior. It should be clear who the good managers are based on transparent evaluations. Because they meet with employees, and employees are recognized, promoted, and thriving. And good managers should be recognized and rewarded for their success.
SHRM Online: What are the common pain points of managers?
Rouge: The biggest factor is the speed of change. The need to deal with unpredictability and balance business continuity when things get turbulent, while having highly human and personalized employee interactions that help navigate change. , employees can stay with their employer instead of going somewhere else. Balancing the two can be very difficult. Employees have individual needs that must be met, and businesses want to move through disruptions quickly.
In the midst of this turmoil and change, managers face the challenges of increased workload, uncertainty about their own and their team’s future, helping their teams manage health and burnout while also helping them manage their own lives. also manages the mental health of This has intensified in the last few years. Major organizations know that mental health and well-being must be a priority. Otherwise people will leave.
SHRM Online: What technology are managers craving to do their jobs better?
Rouge: Most managers want technology cuts. They have a pile of point he solutions led by HR in an HR-centric way to collect the data HR needs. I think it’s time for the next generation of tools that come from asking managers what they want, not which HR. they think they need it.
Going forward, simplification and integration will become even more important. Technology that gives managers a single destination to track and respond to employee tasks and requests provides better insight into team journeys across geographies and other differences to grow as a leader We also provide personalized resources and training to help you.
Managers should be able to help their teams with seamless workflows. And managers need support. They need resources and development that can easily fit into their busy lives.
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