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Are managers obliged to take advice from HR?

Jen

Hello, 

As an advisor is see my role in advising manager's on employee related issues and to advise on best practice and potential risks should they not take that advice. I don't directly manager these managers nor do I have authority to impose a direct management instructions.- however I am being challenged to  enforce the advice on Manager's - so the questions I would like to ask my fellow colleagues - are manager's obligated to follow the advice we give?  My understanding on having worked for many years in an advisory role is that all we can do is advise its down to the manager's to make an informed decision on what action to take.  Also I am liable if I give advice but the manager decides not to follow this?  I would welcome you views on this, thank you.

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  • I think the bottom line is that the managers aren't obliged to do anything, but you should continue to do as you are doing and highlight the risks and possible consequences. Who is it that is challenging you to enforce the advice? Your HR manager, or the CEO etc?
    I think that a lot of it comes down to company culture also. I have worked in places where the HR Director was seen as actually running the business as much as the owner, and literally everyone did what she said. Then I have worked in others where the HR Director has been more removed, and this resulted in less authority for the HR Managers and HR Advisors etc. So I think this authority to enforce advice to the managers also has an element of coming from the top of HR. What is the HR Director like? Do they have a lot of authority too? If so, this will be easier for you, in my experience.

    I think ultimately, you can't make anyone do anything, but in trying to enforce advice, are the people telling you to do this willing to back you? So what happens to the managers if they refuse to follow advice?
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  • I think the bottom line is that the managers aren't obliged to do anything, but you should continue to do as you are doing and highlight the risks and possible consequences. Who is it that is challenging you to enforce the advice? Your HR manager, or the CEO etc?
    I think that a lot of it comes down to company culture also. I have worked in places where the HR Director was seen as actually running the business as much as the owner, and literally everyone did what she said. Then I have worked in others where the HR Director has been more removed, and this resulted in less authority for the HR Managers and HR Advisors etc. So I think this authority to enforce advice to the managers also has an element of coming from the top of HR. What is the HR Director like? Do they have a lot of authority too? If so, this will be easier for you, in my experience.

    I think ultimately, you can't make anyone do anything, but in trying to enforce advice, are the people telling you to do this willing to back you? So what happens to the managers if they refuse to follow advice?
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