How to effectively manage others
No matter how skilled your team are or how well they get on with each other, even the best employees require guidance and support to realise their potential. And that’s where the tried and tested qualities of a manager come in.
However experienced a manager you may be, this post will run through all the elements that make up an effective management strategy – from being clear about your expectations to getting know your team.
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What is people management
People management is a crucial aspect of workplace management that covers everything from training to performance management, to retention strategies.
In the past, people management has been a term reserved for HR professionals, but today, the best managers take it upon themselves to become masters of people management.
Top managers become invaluable to businesses when they can confidently hire the ideal candidate, guide them through training to empower them to become a stronger member of the team, and support them to maximise staff retention.
How to manage people? Tips for managers
So, what are the secrets to becoming an expert at people management? Read on to discover the top tips that you need to confidently manage your team for long-term success.
Businesswoman Interviewing Male Job Candidate In Seating Area Of Modern Office
Recruit carefully
If this is your first move into management, you will probably be taking over an existing team. But when the time comes to recruit, make sure you invest enough time and resources when it comes to finding the best person for the job. Consider the following:
- Does this candidate have the right skill set?
- Does their long-term goals match those of the company?
- Is their personality a good fit for your existing team?
A team of individuals who complement each other’s skills and personalities will find it easier to work together and be more productive, with less management input needed too.
Hiring the wrong person to slot into your team can lead to significant disruption and a drop in output. In extreme cases, it can even cause poor staff retention, so be aware that the wrong recruit can have serious consequences.
Be clear about what you expect
Everyone must have a clear understanding of their role if your team is to function optimally. Be approachable and make it easy for staff to come to you with questions. Make your expectations clear by doing the following:
- Setting clear goals and objectives
- Putting them in writing
- Keeping communication channels open
- Following up
When setting targets, explain why each one is important, what should be done, and when by.
Put your action plan in writing – in an office email, on the noticeboard, or in a circulated handout. Ensure that your deadlines are enforced by following up throughout the project, and crucially don’t forget to be realistic with your targets. While a quick turnaround sounds great, it’s not always achievable and can lead to burnout.
Give actionable feedback
Actionable feedback is important because it gives structure for your team to improve. In the long term, this will result in performance improvements and may even transfer to other aspects of the team member’s job through the application of realistic expectations.
If, for example, a team member has delivered a great piece of work a couple of days late, actionable feedback might include praising them for the high standard of work they’ve delivered while showing them how they could potentially save time without compromising on the quality of their work.
Learn to listen
Likewise, your team will have their own input and opinions to offer, as well as complaints to get off their chest, so listening to what they have to say in a way that they feel heard is important. Employees that feel ignored when they speak up can create an atmosphere of dissatisfaction and cause them to feel unmotivated.
Be aware of the five aspects of good listening, as follows:
- Receiving: Pay attention, don’t interrupt the speaker and avoid relying on a rehearsed response at this stage.
- Understanding: Process the information you’ve received by asking further questions, rephrasing their message and engaging with their words.
- Remembering: Retain their information by identifying the fundamental points, turning them into a central theme or concept. Create a familiar message that you relate to something you know from previous experiences.
- Evaluating: Now you can form a response by separating fact from opinion, identifying parts of their message that were perhaps exaggerated or biased, and picking out the intent of their message.
- Responding: Now you’ll have an understanding of the speaker’s most important points, as well as the circumstances and context of their words. Be sure to address the key points they’ve made, and avoid presuming things in your answer.
Encourage ideas and opinions
As well as being a good listener, letting your employees know that they’re able to express themselves, suggest ideas and participate in discussions that can make improvements to the business as a whole, goes a long way.
Even if their suggestions aren’t in line with your own vision, it’s important to let them know that you’ve taken on their words. Avoid making discouraging comments even when you don’t agree with what they’ve said – this sends a negative message to your employees and will dissuade them from contributing in the future.
Don’t be afraid to ask for help
Management isn’t about doing everything on your own – it’s about being open-minded and making informed decisions that best serve the company.
When you’re struggling to resolve an office conflict, try seeking the opinions of those you trust. If a new project has you feeling out of your depth, consult with your team or bring in an expert.
Be cautious when taking advice and remember that everyone has their own biases, whether they are aware of them or not.
Create a culture of accountability
Take responsibility for your actions and make it clear that you expect the same from your team.
Don’t be quick to place blame when things go wrong. Instead, assess the factors that contributed to the outcome and identify any specific weaknesses.
Mistakes are often a sign that you need to amend your practices or consider a different approach. Treat each mistake as a learning exercise – and your team will only become stronger and more efficient.
Always recognise hard work—even when it’s not connected to a specific achievement. By reserving praise only for project completion, you risk draining your team’s motivation.
Know your team
Knowing your team isn’t just about chatting to them about what they got up to at the weekend, it goes much deeper than that.
As a manager, knowing your team means understanding the environment that each team member will thrive in, how they like feedback to be given, and how they are motivated. All of these things contribute to a well-oiled team that performs brilliantly without much intervention.
Knowing your team will help you to:
- Utilise individual strengths
- Help employees achieve their professional goals and feel more fulfilled at work
- Recognise changes in behaviour and deal with concerns promptly
- Be sensitive to personal circumstances
- Avoid pairing up opposing personalities
- Trust your team and resist the urge to micromanage.
Be consistent
Your decisions will have more credibility if you don’t allow yourself to be swayed by your emotions, personal biases, or external pressures.
Presenting a consistent front will make your life easier when it comes to dealing with difficult employees, because you are less likely to be seen as unfair or having favourites.
Teams thrive under consistent leadership because it’s much easier to approach a manager with a question or idea if you don’t have to wait until they’re in a good mood!
People management will always be a balancing act. But it’s as much about you as it is about your employees. Follow these simple steps and you’ll be rewarded with a happier and more productive team.
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