One of the most important considerations before appointing an employee is ensuring that appropriate line management arrangements are in place. Effective line management helps employees feel supported, provides clarity about expectations, and enables concerns or issues to be addressed promptly and appropriately.
Before recruiting, employing bodies should consider:
Who will act as the employee's line manager and whether they have the capacity to undertake the role.
Whether the proposed line manager understands their responsibilities as a manager and is willing to fulfil them.
How regular supervision and support will be provided, including arrangements for one-to-one meetings.
Who will oversee probationary reviews and provide feedback during the employee's induction period.
How performance, wellbeing, attendance and development needs will be monitored and discussed.
What support will be available to the line manager, particularly where employment issues arise.
Whether there are clear reporting and accountability arrangements between the employee, line manager and employing body.
How decisions relating to employment matters will be made, including responsibilities for authorising leave, managing absence, and addressing performance or conduct concerns.
What arrangements are in place if the line manager is unavailable, for example due to illness, leave or a change in role.
Good line management requires both practical oversight and pastoral support. Employing bodies should ensure that line managers have sufficient time, authority and support to carry out their responsibilities effectively. Where those undertaking line management are inexperienced, early advice from the District Lay Employment Secretary (DLES) can help clarify expectations and identify any training or support that may be beneficial.
Taking time to establish clear line management arrangements before recruitment begins can help create a positive employment relationship, support employee wellbeing and development, and reduce the likelihood of issues arising later.