People management is a series of initiatives that aim to improve the employee experience in the company.
People management strategies can make the difference between a bad, mediocre, good, or excellent employee experience. New updates to the functioning of HR systems and processes have altered the nature, extent, and scope of people management.
That said, the fundamental idea and goal remains to manage people better. The goal is to make them work in an easier, more empowered, and more impactful way. This is what the HR Technologist recommends.
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People Management: What is it?
People management is defined as a set of practices that encompass processes such as:
talent acquisition, talent optimization, and talent retention. At the same time, people management must provide continuous support for the business and guidance for workers in a company.
People management is a key subset of human resource management. It covers all aspects of how people work, behave, participate, and grow in employment.
The systems used to manage people affect the overall functioning of the organization. Therefore, they should be followed as dynamic pieces of an individual puzzle without losing sight of the overall business.
Examples of tasks that support the key pillars of people management include:
- The employer brand.
- Recruitment, compensation.
- Performance management.
- The development of the organization.
- Safety.
- Welfare.
- The benefits.
- The motivation.
- Employee commitment.
- The communication.
- The administration.
- The formation.
Together, these aspects of people management weave the cultural fabric within the organization. Given this, they lead to an employee experience that attracts and retains the right talent.
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5 Key Components of People Management – 5Cs Best Practices
The general term, people management, includes within its spectrum five key components. These can effectively build an engaging employee experience to better optimize and retain top talent.
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The five key aspects, also known as the 5Cs of people management, are as follows:
- Create:
Build a workforce that builds a better future
If we consider people management as a linear process system, it would start with talent acquisition – building effective teams.
Knowing the purpose of each team and each member that makes it up is key to success. When you build teams, it’s important to choose the right tools to do so. This starts with choosing the right recruiting platforms, and creating an employer brand that candidates trust and want to work with. In this way, you provide an attraction to employment.
Once you bring in the right talent, the next step is to train them and help them evolve their skills to adapt to changing business needs. Investing in their development also generates more loyalty and commitment. Creating the right team structure also involves establishing processes, boundaries, and a solid operating framework.
2- Comprehend:
better understand the present and to prepare for the future
Effective people management involves understanding the workers who make up the organization: their personalities, motivations, and personal and professional goals.
Empathy, active listening and focusing on people lead to a deeper mutual understanding of them and the collectives. It is important to understand that people are different. Therefore, they have different traits and skill predispositions.
The ancient technique of “vigilant management” has changed over the years. While there are technological ways to mine data, spending real time with people always leads to deeper insights.
3- Communicate:
Open channels to connect effectively
The way you communicate as a team can affect the way you work. Open communication and feedback channels provide an effective tool for people management.
The format and culture of communication prevail in an organization. In addition, it is a key element in the perception that an employee has about the place where he works. If communication is important enough to control how people feel in and about work, it is important enough to be a criterion in people management.
Today, organizations must ensure that they provide their employees with the appropriate communication and feedback channels. In this way, you can encourage them to communicate frequently, effectively, and without problems.
4- Collaborate:
Cooperate smarter, faster and stronger
Managing people processes better means recognizing that work cannot happen in silos. Therefore, success and failure depend on the team. With the wide range of collaboration tools available on the market today, organizations and managers can ensure that task sharing and delegation have better results.
To add value to the work process, to the lives of workers, and multiply the effectiveness of the team, people must be assigned responsibilities that they can assume and achieve with effective team collaboration.
Working with human and non-human components helps employees realize the role they have. Not only in the granular tasks, it is also in the broader vision of the organization.
5- Confront:
Optimize Healthy Differences
People are different and to establish a tone of respect, loyalty, and commitment within the organization, people management must focus on optimizing these differences.
By “confront,” we do not mean antagonize, but rather confront, recognize, and address these variations in a positive way. With diversity in a generation, thinking, work preferences and actions, people perceive things differently.
Now, this most of the time leads to a certain conflict. The physical representation of such conflict can be overt and active or covert and passive. Resolving this conflict is an important part of people management as it can lead to resentment and negativity.
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5 skills of a people manager
Here’s a look at key people management skills that can support the team and lead it to success:
- Confidence Building:
When it comes to team building, building trust is a fundamental people manager skill.
Trustworthy managers make their team members feel supported. Additionally, it allows teams to explore risks within the scope of objectives. The ability to be able to build trust is a long-term strategy and could create a culture of honesty and transparency.
- Empathy:
Whether it is regarding work planning, task assignment, communication, or feedback. Empathy is a skill that cannot be dispensed with in people management.
It is the ability to put yourself in another person’s shoes see the world from their perspective and understand their motivations, fears, challenges, and strengths. Active listening opens the way to greater empathy by allowing us to glimpse through the social and professional facades we often put on.
- Motivation mapping:
The personnel manager must be an effective motivator. Ideally, you should be more than an active and empathetic listener. You must be able to understand individual drivers of motivation.
- Appreciate:
Being able to appreciate what is right is a skill that must be mastered. An important aspect of managing people is praising and rewarding them for a job well done. This not only affects how each individual perceives their work and the impact of their efforts but also how the organization as a whole measure and reacts to success.
- Knowledge Search:
In a world where data rules, knowledge is power. As a people manager, having access to the right data is as crucial as what you choose to do with it.
Some of them may be attendance control and management. This data will help you know what happens with overtime, absenteeism, or the number of shifts of your employees.
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