“I Just Don’t Have the Time…”

By Candace Fisher, SPHR, Director, Organizational Development/Certified Coach
Published March 14, 2017

Making time to manage employeesManagers and supervisors have many responsibilities, including ensuring work is accomplished through the efforts of their staff, and growing and developing their staff to ensure they are continually learning and contributing to the organization. Yet, many managers and supervisors are busy with other responsibilities and claim that they don’t have time for their employees – that they should be able to perform their job “without constant supervision.” In response to requests for their time, I’ve even heard managers say, “I’m not a babysitter.”

How many of the following comments have you heard from managers?

  • “I don’t have the time to train this employee. He should know how to do the job.”
  • “I don’t have time to set goals for that employee. She should know what’s expected of her.”
  • “I don’t have time to coach them. They should be able to learn it on their own.”
  • “I don’t have time to give her positive feedback. If she doesn’t hear from me, she should assume that no news is good news.”
  • “I don’t have time to give him constructive feedback. If he can’t do the job, then he shouldn’t be working here.”
  • “I don’t have time to complete all these performance appraisals. I have too many employees and a lot of other work to do.”

My response to these supervisors and managers is, ”If you don’t have the time or desire to communicate with employees and to help them grow and develop, then you should not be in a supervisory or management role.” The day-to-day responsibilities of a supervisor include regular interactions which involve providing ongoing feedback to employees. This feedback must be documented so that employees have an accurate understanding of the quality of their work and their level of success in achieving expected competencies. As a supervisor or manager, it’s your job.

At the Management Association’s Annual HR Conference on Thursday, March 16, 2017, we’ll be presenting a session on Performance Appraisals and the need for providing and documenting feedback to employees. On April 6, 2017, Management Association will be presenting a session of Performance Evaluation: Conducting Critical Conversations. In this session, participants will go through the steps of conducting a performance discussion and address the supervisor’s responsibilities to own the message and provide balanced feedback.

It’s not too late to register for the HR Conference and attend a whole day’s worth of valuable educational sessions.

If your managers or supervisors need help delivering feedback to employees, consider having them attend the session on April 6th. Members with questions about specific supervisory communications, including delivering difficult feedback or providing documentation can contact our Hotline at 800-448-4584 or email us at hotline@hrsource.org.

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