Duty of care – just another initiative?

I’m mindful that much of what follows might initially appear to some middle managers to add to their existing pressures. I can but hope that after reflecting on relevant selections in Parts 1 and 2, you will want to re-appraise your role, asking yourself if you can undertake less ‘hack’ work yourself and consider sharing more with your team and letting them see you trust them. Those of you who like to have a finger in every pie and to know what’s going on all over the place will not find it easy at first. However, even moderate success will be a liberating experience as long as you don’t then worry about it and fall back into the habit of checking up on everything! The risks associated with intelligent ‘letting go’ are nothing compared to the sense of satisfaction it can bring to you and the relief to your team and those outside your working life.

From a legal perspective the directors of an organization are the ones accountable for ‘duty of care’ towards those they employ. Normally they are so far removed from day to day matters that they themselves cannot realistically assess the state of play among middle managers, supervisors and staff. Furthermore, they may not be getting an accurate picture from their few senior managers as to how those further down the line are coping. So behind the plea for your self- preservation covered in the previous paragraph lies the twist in the tail for managers to find the time and inclination to take responsibility for day-to-day duty of care towards those they manage. Only by standing back a little will you be able to properly observe and sense how individuals in your team are faring. This is nothing like as onerous as it may appear and certainly need not involve complex and lengthy measurement and assessment or the formalities too often associated with them. My philosophy is simple: all line managers should adopt their own means of knowing whether or not each individual reporting to them is ‘OK’ as an ongoing and natural part of their job. If they sense there is a problem, they should address it appropriately. I hope the pages which follow will give you the confidence to take this in your stride.

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