Frustrated with Follow ups with Line Managers

	Message From: vayjanthi	Total Posts: 10	Join Date: 12/03/2009
Rank: Beginner	Post Date: 13/05/2009 15:16:00	Points: 50	Location: India

Dear HR Colleagues,

I am sure I am not alone who is furstrated with the job of following up with Line Managers for information, comments , replies on some HR matters requiring their input.

I have spoken to few of my friends locally here and it appears to be a fairly cool practice.

Does anyone of you have a suitable reasonably successfull trick to minimise the problem.

Your suggestions, thoughts and comments would help a good number of frustrated members of HR fraternity, including me.

	Message From: paru.pareek	Total Posts: 17	Join Date: 12/03/2009
Rank: Executive	Post Date: 13/05/2009 15:17:07	Points: 85	Location: India

Vayjanthi,

The best possible option is have a turn around time for every action- say turn around time for this action is 24 hrs, etc. "I will proceed if no reply is received with in so and so time frame. I will assume silence is acceptance and move ahead."

What do you say group?

Paru

	Message From: priyanka	Total Posts: 67	Join Date: 12/03/2009
Rank: Manager	Post Date: 13/05/2009 15:18:20	Points: 335	Location: India

I agree with paru to some extent. What we do & we are successful. Meeting with Line managers or 1-1 after sending information to take the action so that in meeting it can be finalized. It gives them enough time to go through & understand.

It happens a lot during Performance Appraisal follow up. Agree with me?

Regds,

Priyanka

	Message From: lieu	Total Posts: 28	Join Date: 12/03/2009
Rank: Executive	Post Date: 13/05/2009 15:23:09	Points: 140	Location: India

Dear Colleague,

As for the Matter of Follow ups is concerned, take it as good process of being a Business Partner with the line Managers. Always with every follow-up the scope of work and "what is in it for me ?" shud be answered. the very purpose of HR's Existance be a faciulitator, I would agree with Priyanka to have 1-1 after alloting a period of time and which shud lead into decision....well this will not only give an insight to have good relationship with the functional team but also will help you realize the other difficult areas. work with enthusiasm and interest is the key word...

lieu

	Message From: raghu	Total Posts: 32	Join Date: 12/03/2009
Rank: Executive	Post Date: 13/05/2009 15:25:48	Points: 160	Location: India

Hello everyone,

The point that lieu has made regarding HR as a facilitator is very true and is the first step towards HR becoming a growth engine and a real business partner.

There is no denying that follow ups with the line can be real frustrating but that is the foundation on which the buy-in of line is sought for the various HR initiatives. It is upto us to ensure that these follow-ups add value towards fostering a positive and a healthy relationship with the line managers. This is so because HR has to support and at the same time drive the business, thereby it has to ensure that every line manager becomes HR manager.

Looking forward to more opinions and inputs on this.

With regards,

Raghu

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