HR pros have heard all the managers’ complaints about training: “I’m too busy for this,” or, “That stuff doesn’t happen here,” or, “It’s not my job.” How can you get those stubborn supervisors on board?

HR understands the liability companies face when managers don’t pay attention to legal training or skip it completely — but that doesn’t mean all managers get it. And it’s especially tough to change their minds when you don’t have direct authority over the person.

It’s not a lost cause, though. Here are some ways to boost the interest in training:

• Help them out with time – If time really is the main reason supervisors are reluctant to be trained, work with them to make it as convenient as possible. They may be able to complete the program in bite-sized sessions; or they might prefer to take care of it in one day. The only way to know is to ask.
  
• Relate it to their people – Many managers don’t buy into training because, as they say, they “already know how not to harass anyone.” So make sure they understand the other key topics you cover — like effectively communicating with their staff and dealing with problematic behavior of the people who report to them.
• Look to the top – When you notice a problem with a supervisor, talk to upper management. Those execs will likely have a better grasp of how legal training relates to the bottom line — and they can discipline managers who still have problems with attending.

How has your HR department increased buy-in from managers when it’s time for harassment training? Share your advice in the comments section below.

Tags: harassment training, managers