The self managed employee

Did you know that many of the HR issues you handle daily could be self-managed by your staff?

That’s right.

With optimised processes and systems, your employees can become self-managed, which means they can handle a good portion of the HR duties that currently rest on your shoulders.

From resolving workplace conflict to scheduling candidate interviews, your employees can effectively assist with many HR functions and issues.

How do I know if I should switch to a self-managed employee model?

What many of my clients don’t realise is how much time they are actually spending on day-to-day HR issues. In other words, time can truly elude us.

That’s why I’ve created this month’s download, ‘The HR Time Drain Calculator‘. The tool allows you to calculate the hours you spend on common HR tasks.

Now no matter how much time you discover you’re spending, you can empower and enable your staff to manage some of their HR issues on their own.

The benefits of empowering employees to self-manage

Benefit: The gift of more time
Outcome: Less stress; more time for productive & positive interactions

Benefit: Empowered staff
Outcome: Engaged staff that handles issues independently

Benefit: Higher performing teams
Outcome: Teams equipped to work & problem-solve on their own

Benefit: Reduction of recurring issues
Outcome: Employees who solve problems also aim to prevent them

Benefit: Ability for higher level projects
Outcome: Newly available energy for high level leadership work

Benefit: A healthy work environment
Outcome: Strong teams with positive communication & camaraderie

The process of moving to self-managed employees

Empowering and enabling your staff to self-manage may seem a bit daunting at first, so let’s break it down together.

1. Make yourself aware
The first step is to realise how much time you’re spending on common HR issues. Use this month’s ‘The HR Time Drain Calculator’ to help you with the numbers.

2. Select the areas of focus
From the list, notice which HR issues are absorbing your time and which of those could be self-managed by your employees.

3. Set up processes and systems
For the areas you selected, what process and system changes need to be made for employee self-management to work? Later this month we’ll talk about my favourite time saving tools, like apps that manage how you allocate and track tasks.

4. Educate and empower staff
Once you have a plan for shifting the responsibilities to the employee, bring them into the conversation. Ensure they understand the new processes and expectations. And most importantly, empower your employees and show confidence in their abilities to self-manage.

5. Motivate
To help your staff adjust to the changes, continue to encourage, support, and listen to them. Positively reinforce staff when you see them making a productive change.

6. Evaluate and adjust
Check in and see what’s working and what needs tweaking. Make changes as needed.

Crossing over to self-managed employees is like learning a language – it takes time, practice, and overcoming the fear of doing something new.

Just remember, behaviour change is gradual. As Amy Morin shares in a recent Forbes article, “Whether you’re hoping to lose weight, or you’re trying to convince your employees to embrace a new procedure, don’t expect immediate results. Instead, recognise that real change happens slow and steady”.

So, let’s start small.

Any questions?

If you have questions on this topic or any others, feel free to reach me by email or set up a free one-on-one consultation session, or drop me a comment below.

Thanks for sharing!