Line managers not expected to deal with emotional distress of direct reports, not always easy to communicate with
Pros
Good number of days holiday HR - more approachable and helpful than some line managers. They are trained to listen HR do try to resolve issues - but it is not felt relevant to include employees in the discussions reducing the effectiveness of these Training on neurodiversity is available to line managers - if they feel they need it and ask for it. Direct reports not always asked if implementation is relevant though. Saying it did not always work was not liked Policies - on menopause and neurodiversity, not always consulted by line managers though based on lack of discussion. Training - employees are told of mandatory training. But not of other optional training. Hybrid working
Cons
Line managers not expected to deal with emotional distress of direct reports - company standards are that these are dealt with by HR or EAP. It was said by one that they were not trained to deal with emotions go to HR. Further support is achieved via HR. No mentoring or coaching - despite what it says in the advertisements No company sick pay No regular check ins by Line Managers unless pressured to, when sought any other time these are not provided as options Reviews - employee comments not fully discussed by line managers, sometimes not at all, effectively refusing to discuss them. Line managers views are the only ones that count. Can make direct reports not feel heard Unapproachable line managers - it was not liked when they were told there was a reluctance to consult over work issues or a reluctance to speak to them. Neither this or prolonged, unexpected silences were addressed to ensure good working relationships At one point did not have a proper review policy Goals training - not always implemented by line managers, fully communicated or implented Menopause - management not interested in effects on direct reports when told, do not take this into consideration when judging works or consider other roles
