How peer networks give managers a competitive advantage

Practice what you preach. 

In HR, we often tell employees about the importance of building strong relationships with colleagues and managers. After all, these bonds contribute to a positive culture, enhance productivity and boost job satisfaction. 

But do you spend enough time discussing how important it is for managers to build relationships with each other?

That’s okay. Not enough of us do. 

More and more Gen Z employees will become managers this year. And let’s face it, becoming a new manager is tough. Especially if they’re promoted from inside the organisation. Transitioning from being a team member to leading the team is daunting. A lot rides on a manager’s decisions and actions. 

This is why a peer network that provides support while having some fun along the way is essential for managers. We’re not just talking about assigning a mentor who shares professional guidance, or a network of work friends they lean on and vent with over coffee. They’re different and valuable in their own right.

But instead, a peer network. A group of managers who connect regularly to bounce ideas, advise on tough decisions and offer guidance when stressful work challenges arise.

Think of a peer group as a secret weapon. A weapon that gives managers a competitive advantage by helping them solve problems more effectively. The benefits have been proven by successful leaders and workers for decades. 

In this blog, we’ll explore why managers need peer networks and how HR can lay the foundation for a peer network in your organisation. 

What is a peer network?

A peer network is a group of managers that meet regularly to confidentially share issues and exchange insights. These conversations help members problem solve and come up with new ideas.

Topics range from learning how to handle being liked as a manager, dealing with office gossip, or holding tough conversations, to navigating issues around diversity, inclusion, and belonging. All of this helps your organisation gain a competitive advantage by equipping managers with the emotional and strategic tools they need to lead effectively. 

Why are they important? 

We’re stubborn at the best of times. 

And often need real life experiences to truly grasp the value of something, as lessons sometimes come from unexpected places.

Simon Sinek worked for a company that interviewed candidates—a lot. It was normal for a candidate to interview 6-8 times before they were offered a job. It didn’t make sense. It felt like a waste of time. Sure, the ‘pub test’ is a great way to get to know a candidate quickly as you learn about their personality and cultural fit in a relaxed, social setting, but eight interviews feels like overkill, right? 

But over time he realised there was a hidden benefit. If the employee was offered the job, they started work with a peer network. When they had questions that they didn’t want to ask the human resources director or their manager, they had a network of colleagues who could help them. 

So while extra interviews seemed like a waste, it became a competitive advantage because new hires knew familiar faces across the company, giving them a support system and speeding up their integration process.

How to build a peer network 

The best way to lead is from the front. 

So to start things off, build a peer network for HR managers. If there’s interest from other departments, set aside time to build a peer network for them too. Just because budgets are tight doesn’t mean training should stop. Training becomes even more important. Here’s how to get started with a peer network in your organisation:

Recruit

Start by asking one or two trusted colleagues from other departments, ideally from different levels and backgrounds to form the group. Keep it small at first so everyone can participate effectively and have a giving mindset. This also ensures you can manage the commitment levels of everyone. Consider beginning with a trial period of six months.

Set guidelines 

Once you have your members, it’s time to agree on the logistics. Work out how often you’ll meet. This is a substantial ask and it’s not a commitment everyone is able or willing to make, so be upfront with people about your expectations. Start by once a week for an hour. Define the purpose of the network clearly, whether it’s for problem-solving, innovation, or personal development. 

Meetings typically begin with a short life or work update. Allocate time for members to do a deeper dive into a pressing issue they’re facing. Establish ground rules regarding confidentiality, cadence and the format of the meetings to ensure structured and productive discussions.

Share and contribute

Encourage members to share both challenges and successes. HR should facilitate an environment where candour and vulnerability are valued, ensuring that all members feel safe and valued in expressing their thoughts and feelings without judgment.

Monitor and adapt

Regularly assess the effectiveness of the peer network through feedback and adapt the structure or membership as needed to meet evolving goals or address any challenges. Periodically step back to assess how well meeting logistics are going and where there may be areas for improvement. 

It’s common for groups to start strong and run out of steam, even if they have the right composition of members, are aligned on values, and run on strong operating principles. To sustain a positive and energized dynamic, it can be helpful to give people opportunities to build deeper bonds.

No rule says managers can’t form genuine, helpful relationships with other managers. If organisations want their people leaders to thrive, it’s crucial to equip them with the support and space they need to grow and learn from one another.

About us
Martian Logic helps organisations elevate their HR strategies by offering simple, scalable solutions and intuitive tools. We believe in empowering managers to forge meaningful connections, share knowledge, and champion each other’s success. From recruitment to onboarding to leadership development, our platform equips you with data and insights so you can focus on what matters—people. Contact us today.