Companies that invest time and energy in effective people management create a workplace that helps employees thrive and shine.
Effective people management ensures managers spend less time filing incident reports, and more time to ensure tasks are completed and the business is stable.
We take a look at the skills you need to integrate an effective people management system into your business in 2020.
Strong communication skills
Communication is an important part of working life, but it becomes more so as you move up the corporate ladder. A manager must be able to communicate with his team on several levels.
On the one hand, managers hold regular meetings with their entire team, or parts of their team. They must be able to create a agile meeting agenda so everyone is on the same page and meetings don’t meander.
Being a manager also means communicating with superiors, whether a campaign went well or badly.
You’re on the front line if things go wrong, so you have to be able to cash in, without wanting to throw your team under the bus.
Communicating the needs of senior management to your team, and vice versa, is at the heart of people management. It’s a skill you can hone over time, but it should be a top priority for managers.
Ability to encourage comments
Communication is not a one-way street: managers must be able to inspire confidence in their teams to share their thoughts and concerns.
Feedback is necessary for a business to grow and for a workplace to feel functional and comfortable.
There are creative feedback tools that teams can use to communicate and give advice, and should be used by all businesses.
Feedback makes everyone better – sharing opinions can empower the team to write quality content or to catch errors before they happen.
Create a collaborative, feedback-rich environment to improve the workplace.
Listening to employees
Encouraging feedback is one thing, but are you really listening to your employees? Managing people is about working together and it won’t happen if people don’t listen to each other.
Your team may feel like they don’t have the right tools or software to do their job. A manager must be open to hearing these comments and act accordingly by calling on SaaS tools Where project management software.
Listen to what your team is saying and give them solutions. You don’t need to do this immediately, but let them know that you are going to work on the problem.
And try to explain to them why a certain request went unsuccessful – don’t let people think you forgot them.
It is not possible to keep tabs on everything, but you should request regular updates through the team chat or by e-mail.
In terms of organization, many managers are getting too close to micro-management. It should be avoided. Your team knows how to do their job, they need encouragement and direction, not to be belittled.
Ability to resolve conflicts
This is probably one of the hardest parts of managing people. Workplaces are busy spaces and can be quite tense. Therefore, conflicts tend to arise.
Most of the time, conflicts in the workplace go away quite quickly: two colleagues disagree on something but one of them ends up emerging and siding with the other. .
But conflicts can often turn serious: if someone is belligerent or dangerous, you must intervene. Try to arbitrate between the parties to reach a resolution. If this is not possible, you may need to bring in HR.
Conflict resolution and crisis management are not easy, but they are an integral part of working life.
Flexibility has become extremely important in the modern age – the workplace is no longer the rigid 9-5 it used to be.
People have different ideas of how something like email deliverability or social media planning should work, and managers should be open to these ideas.
In addition, there are many different types of people in the workplace today – more genders, ethnicities, abilities and orientations have struggled to be represented.
Effective people management will ensure that everyone feels comfortable in the work environment, but marginalized communities should not feel that the workplace is not for them.
Sensitivity training is essential for all staff, but especially for management.
People who have no empathy for others make terrible managers, and terrible people, in general. You shouldn’t need to have been through something to care – the fact that someone else is going through personal or professional hardships should be proof enough.
Managers need to be empathetic if they want to create an environment of trust for their team. If an employee has a sick family member, they should be given time off or be able to change their schedules.
If someone needs to work from home for their mental health, a manager should have no qualms about complying with their request.
Empathy is what helps human beings connect with each other – it should be a requirement of people management.
Daily tasks organize themselves, but the way to grow a business is to encourage teams to do more and try new things.
A good manager will be able to motivate his team to do more than he could, whether his attempts are successful or not.
Managing people is the best way to keep teams together and workplaces happy. A manager who has good human relations will find it easier to manage his employees and see more success in the long run.