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Good Workplace Law Advice QLD

At HRwisdom, as an advisory website that helps QLD businesses with staff and human resources issues, we have high standards when it comes to providers of good workplace law advice QLD.

Good Workplace Law Advice QLDThis is particularly important when we continue to face ongoing changes to legislation that affects employment in QLD.

This includes pay and conditions, unfair dismissal, workplace health & safety, discrimination and other such areas.

[box type=”note”]Click here to get: QLD Employment Law Advice [/box]

Being well-organised and having good advice before things go wrong is the best way to manage any business.

 

Good Workplace Law Advice of QLD

The types of {problems|topics|issues} that {businesses|organisations|employers} in QLD regularly seek {trusted|expert|well-considered} advice on include:

  • {Handling|Managing|Dealing with} unfair and adverse action claims
  • Restraint of trade clauses
  • {Handling|Managing|Dealing with} under-performing employees
  • {Handling|Managing|Dealing with} workplace redundancies
  • Drafting of employment contracts
  • {Correctly following|Working with|Dealing with|Interpreting} awards
  • {Occupational|Workplace} health & safety incidents
  • Discrimination and {bullying|harassment} {claims|allegations}
  • Fair Work Ombudsman {issues|claims|investigations}
  • {Bargaining for|Negotiating|Establishing} enterprise agreements
  • Buying and selling {enterprises|businesses}
  • {Union official|Union representative|Union} right of entry
  • {Managing|Dealing with|Responding to} government inspectors
  • And other such legal issues

These are the types of {problems|issues|challenges|hurdles} that can seriously {impact on|affect|drag down} the performance, profitability, and {standing|reputation|well-being} of any {organisaation|business|employer}.

{HRwisdom|We} have been {fortunate|lucky} to find a selection|handful|number} of friendly and professional Workplace Law Advice firms that really know their {topics|stuff|area}.

One of the {big|main|key} things we {prefer|like} about these {law firms|firms|legal firms} is their focus on being {fast-moving|proactive} so that you can prevent {dramas|problems} before they arise.

This is important because unfair {termination|dismissal} claims, {hiring|employment} {documentation|contract} {disputes|arguments} and other such {problems|hassles} tend to {arise|appear} {just|right} when your {important|major|all-important} report is due or just as you’re about to give a {significant|major} {talk|briefing|presentation}.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your {workplace|employment} systems and processes {assessed|audited} and {correctly|quickly|properly} in place is definitely the best way to prevent the majority of {employment|workplace} claims and disputes.

Good Workplace Law Advice in QLD

Whilst it is your choice which lawyer you use, HRwisdom trusts and enjoys dealing with these professional, pleasant and on the ball workplace legislation firms.

You can find their contact information right here:

Click here to see your: Workplace Law Advice” href=”http://hrwisdom.com.au/employment-lawyers/” target=”_blank”>Local Employment Law Experts

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Regional South Australia Useful Labour Market Information

The Australian Labour Market Report provides Labour Market Information for Regional South Australia employers and introduces employers to a wide range of data about the labour market, employment and training.

Regional South Australia Useful Labour Market InformationThe area to download the report is below.

The report includes detailed workforce information about specific industries and all labour markets around Australia, including Regional South Australia.

[box type=”note”]Click here to get: More HR Advice [/box]

In national terms, there are 19 broad industries in Australia. In employment terms, the largest are Health Care and Social Assistance, Retail Trade and Construction which each employ more than 1 million workers. Manufacturing is also a large employer, with almost 950 000. These four industries combined, employ two in every five Australian workers.

It is interesting that, although the Mining industry experienced the largest percentage rise in employment (75.5%), it had only the fourth largest number of new jobs and accounts for 2% of national employment.

Over a five year period, employment fell in Manufacturing, but there are still more people employed in Manufacturing than there are in the Arts and Recreation Services; Information Media and Telecommunications; Rental, Hiring and Real Estate Services; and Electricity, Gas, Water and Waste Services industries combined. The decline in Manufacturing is part of a long-term trend reflecting structural adjustment in the Australian economy.


Useful Labour Market Information of Regional South Australia

Many sectors, such as Agriculture, Forestry and Fishing; Mining; and Manufacturing create thousands of jobs in other industries, such as Transport, Postal and Warehousing; Professional, Scientific and Technical Services; and Construction.

Where are the new jobs?

Over the five year period, around 1.1 million jobs were created.
The largest growth was in:

  • Health Care and Social Assistance (up by 276,000)
  • Professional, Scientific and Technical Services (122,300)
  • Education and Training (114,700)
  • Mining (102,900)
  • Construction (100,700)

Which industries had declining employment?

Employment declined in four industries over the five year period:

  • Manufacturing (down by 72,100)
  • Information Media and Telecommunications (46,800)
  • Agriculture, Forestry and Fishing (25,400)
  • Rental, Hiring and Real Estate Services (2600).

Which industries have the most jobs in regional locations?

Although Agriculture, Forestry and Fishing has the highest proportion of its employment in regional areas (87%), followed by Mining (61%), the largest numbers of jobs in regional Australia are in:

  • Health Care and Social Assistance (almost half a million)
  • Retail Trade (more than 470 000)
  • Construction (around 407 000).

Download The Australian Labour Market Report

Useful Labour Market Information in Regional South Australia

Here is the link to download the Labour Market Report produced by the Australian Government, all you need to do is:

  1. Click on the link below.
  2. Come back to this page and use the orange form on the right to download over 40 free quality HR templates and reports.

[sociallocker id=”4427″] Labour Market Report [/sociallocker]

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Regional New South Wales Useful Labour Market Information

The Australian Labour Market Report provides Labour Market Information for Regional New South Wales employers and introduces you to a handy range of information about the labour market, employment and training.

Regional New South Wales Useful Labour Market InformationThe area to download the report is below.

The report includes detailed workforce information about specific industries and all labour markets around Australia, including Regional New South Wales.

[box type=”note”]Click here to get: More HR Advice [/box]

In national terms, there are 19 broad industries in Australia. In employment terms, the largest are Health Care and Social Assistance, Retail Trade and Construction which each employ more than 1 million workers. Manufacturing is also a large employer, with almost 950 000. These four industries combined, employ two in every five Australian workers.

It is interesting that, although the Mining industry experienced the largest percentage rise in employment (75.5%), it had only the fourth largest number of new jobs and accounts for 2% of national employment.

Over a five year period, employment fell in Manufacturing, but there are still more people employed in Manufacturing than there are in the Arts and Recreation Services; Information Media and Telecommunications; Rental, Hiring and Real Estate Services; and Electricity, Gas, Water and Waste Services industries combined. The decline in Manufacturing is part of a long-term trend reflecting structural adjustment in the Australian economy.

 

Useful Labour Market Information of Regional New South Wales

Many sectors, such as Agriculture, Forestry and Fishing; Mining; and Manufacturing create thousands of jobs in other industries, such as Transport, Postal and Warehousing; Professional, Scientific and Technical Services; and Construction.

Where are the new jobs?

Over the five year period, around 1.1 million jobs were created.
The largest growth was in:

  • Health Care and Social Assistance (up by 276,000)
  • Professional, Scientific and Technical Services (122,300)
  • Education and Training (114,700)
  • Mining (102,900)
  • Construction (100,700)

Which industries had declining employment?

Employment declined in four industries over the five year period:

  • Manufacturing (down by 72,100)
  • Information Media and Telecommunications (46,800)
  • Agriculture, Forestry and Fishing (25,400)
  • Rental, Hiring and Real Estate Services (2600).

Which industries have the most jobs in regional locations?

Although Agriculture, Forestry and Fishing has the highest proportion of its employment in regional areas (87%), followed by Mining (61%), the largest numbers of jobs in regional Australia are in:

  • Health Care and Social Assistance (almost half a million)
  • Retail Trade (more than 470 000)
  • Construction (around 407 000).

Download The Australian Labour Market Report

Useful Labour Market Information in Regional New South Wales

Here is the link to download the Labour Market Report produced by the Australian Government, all you need to do is:

  1. Click on the link below.
  2. Come back to this page and use the orange form on the right to download over 40 free quality HR templates and reports.

[sociallocker id=”4427″] Labour Market Report [/sociallocker]

Useful Labour Market Information in Regional New South Wales Related Video

 



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Useful Labour Market Information Regional Northern Territory

The Australian Labour Market Report provides Labour Market Information for Regional Northern Territory businesses and introduces employers to a good range of facts about the labour market, employment and training.

Useful Labour Market Information Regional Northern TerritoryThe link to download the report is below.

The report includes detailed workforce information about specific industries and all labour markets around Australia, including Regional Northern Territory.

[box type=”note”]Click here to get: More HR Advice [/box]

In national terms, there are 19 broad industries in Australia. In employment terms, the largest are Health Care and Social Assistance, Retail Trade and Construction which each employ more than 1 million workers. Manufacturing is also a large employer, with almost 950 000. These four industries combined, employ two in every five Australian workers.

It is interesting that, although the Mining industry experienced the largest percentage rise in employment (75.5%), it had only the fourth largest number of new jobs and accounts for 2% of national employment.

Over a five year period, employment fell in Manufacturing, but there are still more people employed in Manufacturing than there are in the Arts and Recreation Services; Information Media and Telecommunications; Rental, Hiring and Real Estate Services; and Electricity, Gas, Water and Waste Services industries combined. The decline in Manufacturing is part of a long-term trend reflecting structural adjustment in the Australian economy.

 

Useful Labour Market Information of Regional Northern Territory

Many industries, such as Agriculture, Forestry and Fishing; Mining; and Manufacturing create thousands of jobs in other industries, such as Transport, Postal and Warehousing; Professional, Scientific and Technical Services; and Construction.

Where are the new jobs?

Over the five year period, around 1.1 million jobs were created.
The largest growth was in:

  • Health Care and Social Assistance (up by 276,000)
  • Professional, Scientific and Technical Services (122,300)
  • Education and Training (114,700)
  • Mining (102,900)
  • Construction (100,700)

Which industries had declining employment?

Employment declined in four industries over the five year period:

  • Manufacturing (down by 72,100)
  • Information Media and Telecommunications (46,800)
  • Agriculture, Forestry and Fishing (25,400)
  • Rental, Hiring and Real Estate Services (2600).

Which industries have the most jobs in regional locations?

Although Agriculture, Forestry and Fishing has the highest proportion of its employment in regional areas (87%), followed by Mining (61%), the largest numbers of jobs in regional Australia are in:

  • Health Care and Social Assistance (almost half a million)
  • Retail Trade (more than 470 000)
  • Construction (around 407 000).

Useful Labour Market Information in Regional Northern Territory

Here is the link to download the Labour Market Report produced by the Australian Government, all you need to do is:

  1. Click on the link below.
  2. Come back to this page and use the orange form on the right to download over 40 free quality HR templates and reports.

[sociallocker id=”4427″] Labour Market Report [/sociallocker]

Useful Labour Market Information in Regional Northern Territory Related Video

 



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Warning Letter Template For Australian Employers

If you are looking for a warning letter template for Australian employers to help manage an underperforming employee in your organisation, HRwisdom has one for you to download for free now.

You can buy HR documents here.

Written Warning Template for Australian EmployersWhilst there is no legal requirement to provide formal written warnings, it is good business practice to do so. It will also strengthen your case should you ever be faced with a claim of unfair dismissal.

If it does go from underperforming or poor behaviour in the workplace through to termination and an unfair dismissal claim, the industrial commission will examine whether you warned the employee and provided a reasonable opportunity to improve their performance and conduct.

You should always seek expert advice in disciplinary matters because warnings may not be deemed appropriate in some cases of serious misconduct.

When disciplining an employee, the Australian Government recommends:

  • Clearly identifying the performance or conduct issue. This involves looking at how serious the problem is, how long it has existed and what actions you are going to take to address it.
  • Meet with the employee to identify and resolve issues before the situation becomes worse, clarify your expectations of the employee, and agree on solutions to improve the situation. During these discussions, it is very important that you do not set requirements or targets that are discriminatory, unlawful or otherwise unreasonable. Again, this is where professional legal advice is highly recommended.
  • Your disciplinary letter should include the details of the performance or conduct issue of concern, what has been discussed with the employee about the issue, what the employer will do to assist, an action plan of what steps the employee needs to take, and a reasonable time frame in which the changes or improvements need to occur.
  • Employees are not required by law to sign a copy of the letter.

Of course, regardless of how well your conduct your performance management process, the employee may still make an unfair dismissal or discrimination complaint or claim against you.

However, the better prepared you are and the more thorough you are in your processes, the better the chance of defeating the claim.

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Warning Letter Template

If you would like to download a Government template for written warnings, click here:

Download Written Warning Notice Template

Top 10 Interview Questions With Answers – Q10

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8
  9. Good Interview Question 9

Let’s look at the last question . . .

 

Good Interview Question 10

Q10. Why do you want to work in our Business?

WhGood Interview Questions from www.HRwisdom.com.auy do you want to work in our business is a deceptively simple question, but the answers that candidates give you will tell you something about their attitude towards learning in particular.

The better candidates are the ones who are curious about the world and try to dig out information and research things.

 

Preferred Interview Answer – What You Want To Hear

When you ask the question “Why do you want to work in our business?” most people will probably give you an answer which guesses what your products or perhaps they do know what your products are.

A better answer would be something where the candidate might reveal a bit about the history of your company or how many sites you’ve got around the country or where you’re located or head office or something like that.

It’s only a little thing but my estimate is that about one in ten candidates will do that research and if they’re already researching and finding out information about your company before they’re employed with you, chances are that after you employ them, they will always be on the look out for information about how they fit in to the business and what opportunities are out there for them and if you invite them to come along to some training, they’ll invariably say yes because they have this thirst for knowledge.

So always listen behind the question to the underlying attitude.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Want to get a copy of all the questions and answers in one document?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document right now.

Top 10 Interview Questions With Answers You Want To Hear 

HRwisdom

Leading People Without Saying A Word

With some big name companies like BHP Billiton and Leighton Contractors being singled out in the media recently for their overly prescriptive practices relating to micro-management, we thought we’d share a more positive approach to leading people.

Today’s HRwisdom Blog post comes from Carlo Pandian – a keen observer all things related organisational behaviour, leadership and human resources.

Over to Carlo . . .

Leading without Saying a Word – Why Non-Verbal Cues are Important

A leader doesn’t always have to use words to communicate meaning. In fact, more of what he or she really means comes across in gestures, facial expressions and other non-verbal cues than any of the words that they could say. Research has suggested that between 60 and 70 percent of all communication between humans is derived from non-verbal cues. We pick up on every smile, every sigh, every eyebrow raise, every glance at the watch, whether we want to or not.

Sometimes your non-verbal communication can even betray what your words are saying. You can be trying to be polite in your speech, but your words will give away your distrust, disregard or distraction. As a leader, you must be careful not only with what you say but with how your body language comes across.

Don’t Forget to Smile

Are you one of those bosses who walks around all day with a frown on? Perhaps you are deep in concentration over a specific problem that you are trying to solve, or perhaps you just haven’t had your coffee yet. Either way, having an unsmiling expression on your face can actually have a detrimental impact on your business.

Leading PeopleWhy? Because you are giving out non-verbal signals to your employees telling them not to approach you! Your lack of a smile makes people assume that you are in a bad mood or that you would react badly if they were to bring you their problems, feedback or ideas.

This is a bad thing, because you want and desperately need your employees to find you approachable. Their ideas and suggestions can be incredibly valuable for you as they will help you to realise how the company can improve. Practice giving your employees a friendly nod and a smile whenever you see them and keeping your facial expression positive so that they will feel comfortable when approaching you.

Be Aware of Your Meeting Habits

It can be incredibly boring to sit in meetings for hours, but if you are not careful your body language will be telling everyone just how bored you actually are. This can be insulting to prospective clients, discouraging to employees and can make you look unprofessional.

Ask yourself if you have a habit of slumping in your seat during meetings and conferences, or staring out the window. Do you take out your phone and fiddle with it, or work on other documents? Do you tap your feet, jiggle your leg or play with your hair? Become more aware of all of these habits, because whether you want to or not you are sending everyone else in the meeting the message that you don’t want to be there.

Instead, turn of all distractions and face forward with your feet on the floor. Make eye contact with the person who is speaking and make sure that you are actively listening. Not only will you get a lot more out of the meeting, people will know that you care what they have to say.

Acknowledge People on a Personal Level

Employee recognition is somewhat about the words that you say, but it is also about the non-verbal cues that you give to your staff every day. People want to be acknowledged, encouraged and appreciated. You can do this by giving them positive feedback on the things that they do right, but also make sure that your non-verbal communication with them is positive.

One thing that you can do is to greet every member of staff, from the vice president to the cleaning staff, with a friendly smile, a nod and maybe a little wave (whatever suits your style) whenever you see them. When you walk through the office, make eye contact with people and give them a look that shows them that you are happy to see them and that they are doing well. You’ll be amazed by how much you can convey with these encouraging looks.

Leaders need not only pay attention to their words, but also instead to the fact that they can convey so much more without saying a thing.

About Carlo

Carlo Pandian is a management graduate at the University of London specialised in organisational behaviour, leadership and human resources. He writes tutorials on Intuit Payroll software and is interested in how employees collaborate and interact in corporations to pursue organisational goals and ensure growth.

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Top 10 Interview Questions With Answers – Q9 – 2

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

Get your free international money transfer with this special HRwisdom code: https://www.currencyfair.com/?channel=RCFL11

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8

Let’s look at the ninth question . . .

 

Good Interview Question 9

Q9. Tell us about a time when a customer’s deadline couldn’t be met. How did you break the news to the customer?

Good Interview Questions from www.HRwisdom.com.auDelivering bad news to a customer is a very difficult thing to do.  So listen carefully to the applicant’s answer to this question.  It will give you insight into their attitude towards customers.

 

Preferred Interview Answer – What You Want To Hear

A good answer would be if they said that they had to deliver this bad news and they decided to drive out and tell the customer face to face.  That’s obviously a better way to deliver bad news than just send an email for instance.

So listen behind the question to the attitude that the applicant has towards the customer and also, see if the were able to come up with some creative ways of delivering the bad news.

For instance, did they look for the previous ten orders and see that they’ve delivered nine orders ahead of schedule and this was the first one that was going to be behind schedule or something like that.

If they’ve got some sense of being able to balance the bad news with some good news, something like that.

 

Want More Good Interview Questions Right Now?

Stay tuned for the next question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document via our HRwisdom Facebook page right now.

Just sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

By the way, we’d love it if you Like, Share or Tweet this blog post.

HRwisdom

Top 10 Interview Questions With Answers – Q9

Employers often ask us at HRwisdom for good interview questions to select good candidates.

We have gone one better.

Robert WatsonThanks to long time HRwisdom Community contributor, Robert Watson, we have come up with a Top 10 List of Interview Questions to ask at job interviews.

However, rather than just give you some excellent questions to ask, Robert also gives you the type of answer you want to hear back from your ideal candidate.

And believe us when we say that Robert knows what he is talking about.

Although he started out as an engineer and quality systems expert, Robert also had many years in the HR field perfecting recruitment & selection systems for a variety of businesses.

Robert even did extensive travel overseas for the express purpose of studying world’s best practice for establishing greenfields (brand new) business operations in Australia – this included how to hire people for their skills, knowledge and attributes (and not just the stuff listed on their CVs).

Download the free HRwisdom Employee Attraction & Retention Guide Now

So far we’ve seen:

  1. Good Interview Question 1
  2. Good Interview Question 2
  3. Good Interview Question 3
  4. Good Interview Question 4
  5. Good Interview Question 5
  6. Good Interview Question 6
  7. Good Interview Question 7
  8. Good Interview Question 8

Let’s look at the ninth question . . .

 

Good Interview Question 9

Q9. Tell us about a time when a customer’s deadline couldn’t be met. How did you break the news to the customer?

Good Interview Questions from www.HRwisdom.com.auDelivering bad news to a customer is a very difficult thing to do.

So listen carefully to the applicant’s answer to this question.  It will give you insight into their attitude towards customers.

 

Preferred Interview Answer – What You Want To Hear

For instance, a good answer would be if they said that they had to deliver this bad news and they decided to drive out and tell the customer face to face.  That’s obviously a better way to deliver bad news than just send an email for instance.

So listen behind the question to the attitude that the applicant has towards the customer and also, see if the were able to come up with some creative ways of delivering the bad news.

For instance, did they look for the previous ten orders and see that they’ve delivered nine orders ahead of schedule and this was the first one that was going to be behind schedule or something like that.

If they’ve got some sense of being able to balance the bad news with some good news, something like that.

 

Want More Good Interview Questions Right Now?

Stay tuned for the last question in our Top 10 Interview Questions With Answers series.

  • Can’t wait to see the rest of the questions and answers?
  • Like to know Robert’s thinking behind these questions and how they fit into the overall interview process?

You can download the full document right now.

[sociallocker id=”4428″]Top 10 Interview Questions With Answers You Want To Hear[/sociallocker]

Alternatively, sign-in or join using the Free HR Resources tab – it’s free and available now at: www.Facebook.com/HRwisdom

HRwisdom

Delegating To Staff – The Four Fatal Flaws

In today’s HRwisdom Blog update we examine an issue that is crucial to optimal management performance yet is often handled in a very sub-optimal way: delegating to staff.

Delegating to StaffWe are very fortunate to be able to bring your insights of special guest expert, Dave Clemens.

Dave Clemens has served as deputy financial editor of the International Herald Tribune, editor and bureau chief for Bloomberg News, and deputy bureau chief for the French News Agency.

Currently, Dave is the editor of Rapid Learning Institute’s The HR Café, an informative, entertaining blog for Human Resources Leaders.

Over to Dave . . .

Delegation: The Four Fatal Flaws That Cause New Managers to Struggle In Their New Role

Why did you get promoted to a leadership role?

When asked that question, most managers say something about deep experience in leadership or a proven track record developing people. The likelihood is that neither of these answers is true. In reality, most employees get promoted because they excel in a specific technical skill.

In promoting you to a leadership role, your organization essentially made a bet. Knowing that you can perform at a high level, it bets that given a higher salary and more responsibility, you can replicate that performance in other people.

Normally, this is a losing bet, but when it does pay off, organizations reach the Holy Grail of Delegation: The Multiplier Effect.

When leaders successfully replicate the knowledge, skills, attitudes and behaviors that made them successful – a process known as “Knowledge Transfer” – the organization gets an entire team of individuals performing at high levels. The organization also gets a leader who has the time to take on higher-level strategic activities, and make an even greater impact on organizational performance.

Now, why is this normally a losing bet? Because delegating effectively is a difficult skill to master. Many managers end up committing one of the Four Fatal Flaws of Delegation. Let’s take a look at them.

1. Misunderstanding your role.

Sometimes managers don’t understand the power of the Multiplier Effect. They think their promotion to leadership is a reward for exceptional performance. Furthermore, they think the people who now report to that manager are there to do the manager’s work and nothing else. Granted, that’s part of what delegation is about, but it isn’t the most important part.

Solution: Understand that delegation isn’t about you, but rather about your employees. Remember, the goal is to replicate your skills in other people.

2. Micromanaging

Too many managers won’t let their reports find their own path to success, and instead watch over every move employees make. The problem with this is twofold: It leaves your employees feeling disempowered and unable to take ownership of the tasks assigned to them. Second, micromanaged employees perpetually drain managers’ time, keeping them from the activities related to their new strategic role.

Solution: Recognize that good people find their own way, even if that means making mistakes along the way. As a leader, it’s your job to empower your reports to find their own solutions, not hand those solutions to them on a silver platter.

3. Lacking a plan for development.

When managers take a “sink or swim” approach to their employees, it creates a recipe for failure for both the manager and the employee.

Solution: Develop an effective development plan. That means setting a training agenda, clearly defining desired goals and outcomes for employees, and then coaching employees to help them meet those goals.

4. Assuming that delegation will lead to automatic success.

This happens when managers believe that if they were free from the low-level tasks they’re now delegating to their reports, their career will take off. In reality, the transition is rarely smooth. When that automatic success doesn’t happen, frustrated managers return to their comfort zone – operational work that other employees were taking care of. On top of demoralizing the manager, this harms reports as well, as they feel they don’t own their job anymore.

Solution: Hopefully your boss isn’t putting you into a sink or swim scenario, but if they are, seek out training. There’s no shame in admitting that management is difficult, and your boss should understand and be willing to help you transition into your new role. 

About Dave Clemens

Dave Clemens has served as deputy financial editor of the International Herald Tribune, editor and bureau chief for Bloomberg News, and deputy bureau chief for the French News Agency.

Currently, Dave is the editor of Rapid Learning Institute’s The HR Café, an informative, entertaining blog for Human Resources Leaders.

Connect with Dave via Twitter  @TheHRCafe

 

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