Strategy | The Manager Squeeze: A HR Risk Hiding in Plain Sight

The biggest risk to people strategy right now may not be policy, technology or even engagement, it may be the growing pressure on those line managers expected to translate it all into everyday working life.

Line managers are often the pressure point through which many workplace challenges flow. They are expected to improve productivity, support wellbeing, embed new technology, manage flexible working, handle performance conversations and apply employment policies fairly. Often with limited time, training or confidence.

The big question now is whether organisations are giving them the structure and support they need to succeed. If not, the result could be more than manager burnout. It is an inconsistent employee experience, higher employee relations risk, weaker engagement and a growing gap between people strategy and the day-to-day reality.

The manager squeeze is being felt from every direction. Employees want more empathy, flexibility and clarity. Senior leaders want performance and accountability. HR needs policies to be followed consistently, particularly as the Employment Rights Act places greater emphasis on fair, transparent and well-documented people processes. At the same time, managers are responsible for teams that may be hybrid, over stretched, disengaged or anxious about change.