Line manager’s team sizes increase since the start of the pandemic – how can employers best support this key role?
- Date: Wednesday 27th April 2022
Recently published research by Legal and General has found that 43% of line managers now have teams of more than 10 people and that their team size has increased since before the pandemic.
The role of line manager is key within any organisation but with team sizes increasing and individuals becoming more fragmented, the capacity to complete their duties will become harder and harder. As a result, there are potential risks to recruitment, retention and productivity.
What can employers do to support line managers?
The research asked line managers how their employers could best support them. The most sought-after support was:
- Provide flexible working options
- Provide recognition for a job well done – either formal or informal
- Provide more flexible benefits
- Recognise line managers are employees with their own wellbeing needs
- Provide clarity on their organisation’s purpose and values
Providing time for 1-2-1 meetings
A vital part of the line manager role is being able to invest time in 1-2-1 discussions with team members.
Such discussions enable the line manager to offer empathy with personal issues, consider flexible working options and provide ongoing support with internal and external challenges. The risk is that as team sizes increase, the available time to undertake such essential duties is squeezed.
Senior leadership needs to recognise the value of 1-2-1s and enable line managers to rebalance their duties so that these conversations can be held regularly. This will enable increased employee wellbeing and lead to long-term benefits in terms of retention and ultimately increased productivity.
Source: Gavin Parrott