The number one reason an employee leaves a company is because of their direct supervisor. Most companies promote employees in their first supervisor or team leader roles because they are outstanding employees (they make the most widgets, take the most phone calls, etc.) and not because of their leadership abilities. I am not saying this is always wrong, but usually companies fail to provide any type of training for these new leaders. So how can we expect them or the company to be successful? And we are basically putting them, the employees and the company at risk. For example, the leader may have no idea they are creating a hostile work environment, but that does not matter to the judge. A judge’s view would be that ignorance of the law is no defense.
If we want the employee to be successful in their new role, we have to provide them with the necessary tools to get started. I call this Front Line Leader training and I wanted to share what I include when facilitating this program. The training is focused on HR and management basics to provide them with a solid foundation to lead their groups. I will share the list of topics I cover and a brief description of each one. This list is by no means the only things that need to be covered, but I think it is a good start on the lifelong journey of becoming a great leader.
- Discrimination, Harassment and Retaliation – This module focuses on employment laws and the responsibilities of front line leaders. The module focuses on what it is, how to proactively identify it and then the actions to take when it does happen.
- Workplace Bullying and Violence – The focus is to identify the difference between workplace bullying and a hostile work environment. It also focuses on signs and how to deal with workplace violence.
- Effective Communication – The communication model is broken down and explained so everyone understands the complexities and barriers of communication. Without effective communication, employees and employers would be lost. Without clear expectations communicated in a way that is fully understood, companies cannot hold employees accountable nor can employees hold themselves accountable. This module also introduces the skill of active listening.
- Conflict Resolution – This module dives into the difference between constructive and destructive conflict and provides some tools on how to manage and deal with conflict.
- Coaching for Performance – There are times when leaders must act as supervisors, but if a leader can be a good coach they can keep lifting performance, increasing engagement and catch things before they become a performance or behavior issue. This module introduces a coaching cycle tool for the leaders to use.
- Change Management – In this ever shrinking and globally competitive world, companies must continuously improve and change to stay current and competitive. This requires a lot of change and most people don’t like to change. This module helps leaders become change agents to really help drive the change.
- Employee Recognition – This topic seems simple and easy, but is usually one of the most neglected parts of being a leader. Have you ever heard an employee say, “I only hear or see my supervisor when I have done something wrong.” This is an all too common theme. The data shows that employees value recognition over anything else (including pay). And employee recognition doesn’t mean money, it can be a simple thank you. This module provides the tools to help leaders share meaningful and impactful recognition and feedback.
- Diversity and Inclusion – This module emphasizes the importance of bringing individuals from different backgrounds, ages, races, etc. together to make a lasting and sustainable impact on the business. It provides some tools on how to manage these differences and how to use the uniqueness of everyone to gain a competitive advantage.
- Generations – For the first time in history, we have four and starting to see the fifth generation all working at the same time. This module explores some of the generalities, motivators and drivers of each generation in the workplace and their views on life.
- Trust – Once the leader has gone through the previous modules, they have a good understanding and foundation of how to be a leader. The last module in the series focuses on the most important aspect of being a leader; trust. A leader has to trust their employees and employees have to trust their leader. Without trust, the above modules and tool kits will not allow a leader to effectively lead their team.
Retention of good employees is crucial to the longevity and success of a company so our leaders need to have the tools, abilities and know-how to become great leaders.
Brandon Brazeel, MBA, SPHR, SHRM-SCP
Chief People Officer
