HR directors are being encouraged to adopt a new ‘psychological contract’ with local government staff in order to help workers thrive in difficult circumstances.
A new briefing document from the Local Government Information Unit (LGiU) explores how local authorities can manage staff positively in times of large-scale job cuts and major reorganisations.
The briefing draws upon three reports: Leading Culture Change, Managing People through Major Transitions and How to Manage Change.
It uses interviews with chief executives and HR directors to showcase the people management strategies being used to move away from ‘traditional command and control models of leadership’.
The briefing explores the way in which councils are motivating staff in different ways, using career development opportunities to develop staff skills and getting staff buy-in for the future of the local authority.
The briefing states: ‘Given the scale of expected job losses, most if not all managers in local government will find themselves having to manage people through difficult times. They will need to be able to manage their staff positively so they can maintain morale and productivity.
‘Building up positive internal relationships, valuing all staff and treating everyone with respect, engaging staff in discussion about changing provision and priorities, being as positive about the future as possible yet realistic and honest: all of these are good practice generally, but will be more critical as the financial pressures on some councils grow more intense.
‘The workforce is also a crucial strength – ideas from the frontline need to be listened to – Innovation on the frontlineInnovation on the frontline, a report from APSE and IPPR North highlights how councils can encourage innovative ideas from their workforce and apply them to service design and delivery. This research shows that, within a broader strategy for future services, frontline engagement can help in responding to the huge challenges facing local government.
‘It is perhaps surprising that there is not more up-to-date information for local authority managers on this subject.’
