Employee loyalty is one of the most valuable assets a company can have. It is the driving force for many successful businesses. In order to gain employee loyalty, managers need to have good people management skills that positively influence the manager and employee relationship. It is not enough to just lead a team. Leaders must be able to motivate people to go above and beyond. Effective people management not only optimises workplace productivity but also leverages the strength of the people, boosts the morale of employees and provides incentives to work harder and smarter.
What is People Management?
People management refers to the process of recruiting, training, motivating, and directing employees. It is used by those in managerial positions to oversee workflow and boost employee performance to create a positive and productive workforce. With clever people management skills, managers can help to handle interpersonal conflict that promotes collaboration and respect, provide constructive feedback for employees, manage realistic deadlines that encourage progress, and build a constructive company culture that helps every employee excel.
At Links International, we understand the importance of finding good leaders with strong people management skills that can enrich your company, increase productivity, and inspire employee loyalty. Explore more career tips and examine the different management insights at our research page.
7 People Management Skills Every Manager Should Know
Here are some important people management skills that every manager needs to succeed.
An important part of people management is the ability to empower your employees by helping them to develop new skills, offering valuable feedback, and supporting them on their professional endeavours. This begins by giving praise where praise is due, allowing them to adjust their workflow or the way they do things as long as it improves their productivity, and providing them with what they need to succeed. Recognising the dedicated efforts of your employees helps to motivate them to continue working harder and smarter. It is crucial to remember to avoid micro-managing since that can be perceived as a lack of confidence and trust in your employees.
Being able to connect with your employees is critical to building a positive working environment. To do this, managers should learn how to actively listen and trust your employees. Active listening requires you to listen for the sake of understanding and avoiding miscommunications. This does not mean that you have to agree with everything. Being able to connect well with your employees by actively listening and understanding their point of view just means that you can see where the other party is coming from. Keeping an open mind and listening to the viewpoints, feedback, and suggestions of the employees will make them feel more valued and connected. The ability to show compassion demonstrates that you care about your employees outside of the workplace. Remain patient and keep calm no matter the circumstances. Connecting with your employees on a deeper level helps to encourage friendly interactions and build a healthy office culture.
The trust that you have with your employees is pivotal in cultivating loyalty between employee and employer. Be approachable and open-minded as that can help to build goodwill, positivity, and loyalty with your employees. Trusting and relying on another person’s capabilities help to make the team more efficient and productive. Teams should be able to depend on their leaders to support them while leaders should be able to count on their team to complete their task accurately and on time. This trust can be earned by providing constructive feedback that helps the employee improve their skills and work quality, being transparent, and taking responsibility for failures as well as successes. By doing so, managers can inspire employees to be more proactive in problem-solving and inspire them to improve.
4. Be flexible
Focus on the results. People have different ways of thinking and how they approach specific challenges. Know when to be flexible or firm. Accommodating individual employee needs and adopting adjustable schedules, flexible hours, remote work options can result in higher productivity and innovative thinking as individuals can work when they are at their most alert. You must also adapt your leadership style to the different personalities on your team to bring out the best of your employees.
Things do not always go the way that you expect them to. Roll with the ever-changing circumstances. Shift your perspective to view challenges as opportunities to excel. This type of attitude is contagious. Lead by example and motivate your employees to accomplish great things.
5. Resolve Problems
Conflict resolution is a major part of being a manager. You need to address interpersonal challenges by analysing the situation and identifying the root causes of the conflict. Helping those involved to reach a collective understanding requires you to listen well and problem solve. Be proactive. If you recognise a potential issue, take precautionary steps to amend or flip the situation before it blows up.
In the age of technology, we expect immediate and fast communications. This can, however, lead to misunderstandings and miscommunications. Effective and clear communication is key in making sure teams work cohesively. Avoid common barriers such as giving out too much information at one time or using language that may be confusing. Make sure that you are clear about overarching goals and objectives to make sure that your team members are all on the same page. Being able to communicate effectively can help to instil confidence in your employees.
As a manager, there are a lot of things going on at the same time. A useful personal management skill is the ability to keep track and maintain your team’s productivity. Being organised and effective communication goes hand in hand. Keep a calendar to actively track deadlines and run precise meetings that efficiently spreads necessary information.
Developing People Management Skills
Step one of becoming a better manager is identifying your strengths and areas for improvements. Determine what specific people management skills you need to work on and learn more about it. Figure out which part of it you actually need to focus on. Don’t be afraid of asking other managers for advice on how to develop these skills and potential opportunities where you can implement them. You can also find a mentor, business coach, or enrol in professional development courses through educational institutions or online. The personalised feedback and actionable strategies are a practical way of gaining a better understanding of the skills and how you can grow them.
If you are looking for a manager with quality people management skills, take advantage of Links Recruitment’s extensive network, in-depth knowledge, and market insights to find suitable talents for your company. With over 20 years of experience globally, we can enhance your employer branding to attract and retain talents that are suitable for your business success. Get in touch with one of our representatives now to see how we can work best together!