July 20, 2023

The Secrets of People Management: What Successful Leaders Already Know

People management skills are crucial for any business. However, knowing how to successfully manage employees can be difficult. In this article, we show you how to overcome this challenge.

What is People Management?

People management is the process of planning, implementing and monitoring changes to the people aspects of an organisation. Being a good people manager means being able to lead based on important values such as empathy, understanding strengths and weaknesses, motivation, etc. It includes activities such as workforce planning, recruitment, training and development, performance management, setting performance goals, appraising performance, providing and receiving feedback, compensation and benefits, and employee relations. People management also includes managing organisational change, diversity and inclusion initiatives.

People management is a critical part of any organisational effort, as it helps to ensure that the people affected can successfully adapt and thrive in the current environment.
The goal of people management is to create an corporate culture in which employees are motivated to do their best work. This requires creating a positive work environment where employees feel valued and appreciated, providing clear expectations and guidelines, and offering opportunities for employee development. People management also involves ensuring that employees have the resources they need to be successful.
People skills are key for any leader, as they can be the deciding factor in whether or not business goals are met. An effective people management strategy can help organisations achieve their business objectives as the ultimate objective of people management.

What is the difference between People Management and Change Management?

People management is the process of leading and organising people within an organisation so that they can achieve the organisation’s goals. Change management, or people change management on the other hand, is the process of planning, implementing and monitoring changes to a business or organisational process. (People) change management is a specialised subset of people management that addresses how people will be affected by those changes.

People management focuses on ensuring that people are in the right roles and performing to their best ability. Change management ensures that any changes made to an organisation do not have a negative impact on employees or result in decreased productivity.
People management and change management are both important processes in any organisation. Both need to be considered when making changes to the way an organisation operates. Without proper people management, changes can cause employee frustration and decreased productivity. Change management without considering how people will be affected can also lead to negative outcomes.
Change management is a process that should be considered when making any changes to an organisation. It is important to think about how the change will impact employees and what steps need to be taken to ensure a smooth transition.

People and Performance Management

People and performance management go hand-in-hand. In order to manage performance, you need to understand the people performing the work. In order to manage people effectively, you have to understand how to best motivate them and work with them.

One popular approach to people management is known as servant leadership. This approach focuses on the leader serving the needs of the team or organisation. The leader’s role is to provide support and guidance, rather than giving orders.
Another approach is known as transactional leadership. This approach focuses on the leader setting expectations and providing rewards or punishments based on performance. Such leadership can be effective in some situations, but it can also create a lot of stress for team members.
The most important thing is to find an approach that works for you and your team. There is no one-size-fits-all solution. The best way to find out what works is to experiment and see what works best for your team. Again – the ultimate goal is to create a positive and productive environment where people can do their best work.

What is the difference between Human Resources and People Management?

Human resources (HR) is the department within a company that handles all aspects of employee management. This includes hiring, firing, training, payroll, benefits, etc. People management is a broader term that can encompass all aspects of managing people within an organisation. This includes HR, but also includes all remaining things concerning employees like performance management, development and the things we discuss in this article.
Needless to say, it is important to fully understand both people management and change management in order to make the best decisions for an organisation. 

Top People Management Skills

Let’s have a look at the skills needed to succeed in people management. On the top of the list are:

  • Emotional Intelligence
  • Communication
  • Mentoring
  • Feedback-giving
  • Feedback-receiving
  • Problem-solving
  • Creativity
  • Organisation & Planning
  • Time Management
  • Conflict Resolution

1. Emotional Intelligence

Managing people effectively requires quite a high level of emotional intelligence. This means being able to understand and keep track of the feelings and emotions of those around you, as well as your own emotions. It also means being able to respond in a way that is helpful and constructive, rather than making the situation worse.

2. Communication

Being able to communicate clearly and effectively is essential for managing people. This includes being able to listen as well as speak, and to understand what the other person is saying (and not saying). Being able to give clear instructions and constructive feedback plays a critical role in the communication.

3. Mentoring

Mentoring others is a key part of people management. This involves helping others to develop their skills and knowledge, and supporting them as they progress in their careers. It can be a very rewarding experience, and can also help to build a strong team. It also builds trust, the foundation of how a successful organisation operates.

4. Giving Feedback

Providing feedback is another essential part of people management. It helps people to understand what they are doing well and where they need to improve. Feedback should be given in a way that is constructive and helpful, rather than negative or critical. You can be tough, but always be fair.

5. Receiving Feedback

Receiving feedback is just as important as giving it. It can be difficult to hear criticism, but it is important to remember that feedback is meant to be helpful, not hurtful. Try to be open-minded and receptive to feedback, even if it is difficult to hear. Often, in the difficult feedback lies the biggest opportunities to grow and improve certain things and processes.

6. Problem-solving

Problem-solving is a key skill, not only for people manager. This means being able to identify problems and find solutions that are realistic and achievable. Good leadership isn't just about having the power to delegate; it's also being able to take follow-up responsibility to ensure that any delegated task has been handled.

7. Creativity

Creativity is important for managers in order to come up with new ideas and solutions. This could involve thinking outside the box, or coming up with creative ways to motivate and inspire team members.

8. Organisation & Planning

Organisation and planning are essential for people managers in order to keep track of tasks, deadlines, and progress. This includes being able to create and maintain systems and processes, as well as being able to plan for the future. This is especially true for people management as it can be difficult to keep track of the emotions and needs of individual team members. On the other side, it is of paramount importance to have the business goals and objectives always in mind in order to make the best decisions for the company.

9. Time Management

Time management is another key skill in people management. This means being able to plan and organise your time, as well as the time of those you are managing. It includes being able to prioritise tasks, and to delegate where necessary. Time management is especially important for people managers, as it can be difficult to juggle the needs of individual team members.

10. Conflict Resolution

Being able to resolve conflict is crucial for any (people) manager. Managers must learn to identify and resolve both interpersonal and team conflict. It includes being able to mediate between parties, and to find compromise solutions that are acceptable to all. Conflict resolution is especially important for people managers, as it can be difficult to deal with the emotions of those involved in a conflict.
These are just some of the critical skills that are vital for people management. The most important thing is to always be learning and growing so that you can continue to develop your skills and knowledge.

How to develop People Management Skills

The first step is to develop an understanding of people management concepts. People management concepts are important for understanding how to manage and lead employees. Key concepts include goal setting, performance appraisal, motivation, communication, and conflict resolution. Then you need to learn the different techniques and methods for managing people. Practice these techniques and methods until you become proficient in people management.

People management skills are important for any manager or leader in an organisation. These skills help you to develop and maintain a positive and productive work environment. With good people management skills, you can motivate employees, build team morale, and create a positive work culture.

More tips for developing people management skills include: taking the time to get to know your employees, understanding what motivates them, and being clear and concise when communicating expectations. Additionally, it is important to be able to provide feedback in a constructive way and to create a work environment that is conducive to open communication.

Another way is obviously to take courses or attend seminars that focus on people management. Read books or articles on the subject and subscribe to newsletters dealing with that topic. Pro-tip: learn through experience by managing people in your own work environment.
If you are willing to put in the time and effort, you can develop these skills and become a successful manager or leader.

Best practices for People Management

People management is a critical part of any organisation, yet it can be difficult to get right. Here are a few tips to help improve people management in your organisation:

1. Communicate effectively with your team. Make sure you are clear about what you expect from them, and listen to their feedback.

2. Encourage your team to work together cooperatively. This will help them to better support one another and achieve common goals.

3. Reward your team for their accomplishments. This will motivate them to continue working hard and achieving results.

4. Address any issues or problems that arise promptly. This will help to maintain a positive work environment and prevent any problems from becoming bigger issues.

5. Be open to new ideas and ways of doing things. This will help your organisation to continue evolving and growing.

6. Support your team members in their professional development. This will help them to reach their full potential and contribute to the organisation’s success.

7. Promote a healthy work-life balance for your team. This will help them to be more productive and motivated, and less likely to experience burnout.

8. Create a positive and inclusive culture in your organisation. This will help everyone to feel like they belong, and that their contributions are valued.

9. Be a role model for your team. Show them that you are committed to the organisation’s success, and that you believe in their ability to achieve it.

10. Thank your team for their hard work. This will show them that you appreciate their efforts, and it will motivate them to keep up the good work.

11. Invest in your people. They are your most valuable asset, and investing in their development will pay off in the long run.

By following these tips, you can help to improve people management in your organisation. By working together with your team, you can create a positive and productive work environment where everyone can thrive.

The Key to People Management: Emotional Intelligence

People management skills are important for any manager or leader in any organisation. With good people management skills, you can motivate employees, build team morale, and create a positive work culture. Hereby, the key to outstanding people management skills all boil down to emotional intelligence or EQ. Daniel Goleman breaks down the EQ into four dimensions:

  1. Self-awareness – helps with intuition and decision-making
  2. Self-management of emotions and motivation – use them to your advantage and that of others
  3. Empathy –  knowing what someone else is feeling
  4. Relationships – bring the above skills together to create skilful relations

Emotional intelligence is important when it comes to people management because it helps you to understand and empathise with your team members. It also enables you to effectively manage difficult emotions, including your own, which can help to maintain a positive work environment. Additionally, emotional intelligence can help you to be more effective in your communication, which is another key component of successful people management. By developing your emotional intelligence, you can become a better manager or leader and help to create a positive and productive work environment.

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