As soon as you enter the workforce (no matter if it's part time or full), you definitely would have heard about 'HR' and what it means. But, what about people management? This term is actually incredibly important to have in any healthy and successful workplace, as it involves the skill to oversee smooth and efficient workflow, in addition to boosting employee performance every day.
It's no secret that people management is one of the most important skills a company can have. A subcategory of Human Resource Management (HRM), people management is basically the process of recruiting, training, optimising, and retaining employees to showcase their talents for the success of the company.
It can actually be much more than that! On the surface, it may seem like it's all about leading the employees, but this can also mean caring for them, helping them overcome any issues, and pointing them towards excellence with their work – be it for professional or personal goals.
People management also births out the soft skills needed for HR teams to learn and use, in order to guide employees to their best possible performances. As this key aspect includes more expertise, we’re here to help you understand it better.
Keeping the earlier defined meaning in mind, we now know that the function of people management is pretty crucial. To manage a team efficiently, a people-oriented manager needs to have a specific set of skills to promote proper management.
It also does no wrong to identify if you're in a healthy working environment, or if you as a manager are lacking in these skills we’re about to discuss:
Now more than ever, the questions "Are you okay?" and "Do you want to talk about it?" hold a significantly deeper meaning. Since 2020, the Covid-19 pandemic has caused an uproar in people’s levels of anxiety and insecurity when it comes to working. Having empathy will help keep employee productivity high when you try to listen to them, making them feel heard and by understanding matters from their perspective.
There’s just something about a manager who's accountable, honest, and takes action with the aim of correcting a wrong with no other hidden agenda. An employee will always want a leader who not only does the right thing, but also someone who is not biased.
Communication is such a wide term with many definitions. This is why it can get lost in translation at times. As a manager, your communication skills should include (and not only be limited to) listening via verbal communication, but also via non-verbal communication like writing and through public speaking scenarios. Bear in mind that good communication is what defines a successful and failed relationship between an employee and manager.
Great leaders often empower others. When you mentor an employee, you give them the reassurance that they can achieve higher goals as well as better themselves within and outside company grounds.
When half the population is still working from home, it makes it difficult to engage and motivate the staff in a positive manner. With the ‘new pandemic normal’, persuading your employees to be more enthusiastic is not an ideal setting. So, how can you help them?
It really all comes down to what your employee truly desires during these moments. Once you get the gist of it for e.g. if they want to reduce workload, have more responsibility, be paid more, or just simply to be appreciated, it's your job to motivate them to that desired direction. Simply engage with each person to find out what it makes them 'tick' and how to make it happen.
If we were talking about pre-pandemic days, encouraging people would have just meant having an office party or team-building exercises. But as we’re stuck in unprecedented times, it’s hard not to think out of the box. This is where a silver lining to the issue comes in.
As we move into the third year of the pandemic, it has become easier to tap into the ‘new normal’ (learning on the fly does have its benefits!) and establish a good bond with the people you work with. So, how do leaders and HR actually help to encourage that fact?
Well, the first task here is to keep their people up-to-date, be reassuring and build trust. HR personnel’s have to convey messages that are still empathetic, in order to build trust with the employees who are now placed under these different and difficult work settings. They can help to distinguish and prioritise what matters to focus on, and how to safeguard the culture for now.
Another good tip for leaders is to engage their workers in quick surveys and engaging feedback that can provide the HR team valuable insights to narrow down on the decision to check in, motivate or keep people on board. Having a therapist during these sessions can also help calm any tensions in addition to providing a safer environment.
It’s simple. When you begin to invest in your employees with the intention to empower them, they too will begin to give back to the company with renewed vigour, great feedback, and a better sense of purpose.
When you strategically begin to care for the needs of your employees, positive progression takes place – hinting that they are seen and heard. This will birth a thriving new company culture among all.
It's a new way to move forward. While the traditional methods of HR strategy and workforce planning do not meet the current needs, it's time to consider a new approach – one that is fresh and adaptive, with room for changes as the years go by.
You would have to curate a humanising employee experience, one that focuses on them being able to do the job that they truly desire. It's a known fact that happy employees are more likely to stay at a company that respects their wishes and demands, plus understands where they shine best. By promoting their ever-growing success, managers will be able to boost morale, loyalty and commitment among their employees.
It’s nice to think that this is the future we’re possibly looking at, right?
People management is the subcategory of Human Resources that oversees the process of training, development, motivation, and managing of their employees. A manager is usually in charge of the whole department.
The 5 c’s that are usually associated with this are clarity, context, consistency, courage, and ends with commitment.
Skills that every manager should have include: Being empathetic, showing leadership skills, communicating well with employees, is built on integrity and ethics, a key motivator, trustworthy, and someone who is knowledge-seeking.