Why do Human Resources/Employee relations support Bad Managers in the Work Place

Time and time again, we have all seen the situation whereby Human Resources or Employee Relations are supporting bad managers in the public sector and private sector. Even if the manager is wrong they will still give their fullest support for the manager. I do think that the government needs to do a little bit more to support the employee more rather than supporting bad leadership.

Ideally, good managers are sensitive to the needs of people, understand people management and the dynamics of team work coupled with good communication.  These are the basis to good team building and team work productivity.

Often managers can single people out obviously of the team work environment and use their power to discredit other members of staff. What the government can do is to provide a 3 monthly survey to the employees about their manager and submit to human resources or employee relations.

This this tool, you can see whether the manager has treated employees right, whether the manager has driven motivation towards them, whether their written communication is objective rather than subjective, whether their behaviour is geared towards harassment or bullying. 

This type of local survey would help managers to project the message across in a professional, sensitive and polite way coupled with being conscientious . All the statistics could be gathered and then entered into some league table of the best managers with gold stars attributed to them and the worse managers could be investigated in terms of their, potential future bullying and harassment, tactics and approach to members of the team.

More localised published surveys towards managers could be the answer in reducing the number of bullying and harrassment, poor productivity and performance and high sickness rates of employees in the workplace.