The 5 pillars of people management

The 5 pillars of people management
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People management is the set of strategies employed by companies to develop their human capital. The actions of Human Resources are exercised from the attraction Both of you best professionals possible and include your development, retention e motivation to perform their duties.

The 5 pillars of people management

In this article we will talk about:

See also: more articles about people management

What is People Management?

It was the time when people were seen as mere gears that could easily be replaced within an organization. Increasingly, companies are facing their collaborators as critical success factors.

In this context, people management and human resources ended up gaining a lot of strength in recent times. Nowadays, manage human resources and potentiate the performance who is part of a company has become a major competitive differential.

The 5 pillars of people management 1

Therefore, make the human resource Management it is not just a question of trying to satisfied and motivated employees. But to create a complete strategy, which involves the whole organization in search of the development, capacity e humanization of who is part of it. It is supported by 5 essential pillars:

People Management - 5 pillars of people management

Why is People Management important to businesses?

We once did a survey on the LIGHT and we found that products linked to people management were the least bought by small business owners. Unfortunately, invest in people is not very popular in Brazilian companies. The general question is "what if I invest in my employees and they resign?" The best answer to this question is another question:

What if you do not invest in people and they stay in your company?

Companies spend streams of money to seek the best professionals, they offer good salaries and benefits and believe that is enough. The professional enters the company, receives a small capacity and is then left aside in the fulfillment of its routine assignments.

The point is that, increasingly, especially for young professionals, the value of remuneration is evolving. In the old days, the vision was purely financial: salary + benefits + bonuses. Today, the vision is increasingly linked to more abstract factors:

  • Salary + benefits + bonuses
  • Personal and professional development
  • Team integration
  • Freedom of choice
  • Sense of purpose

In this context, the management of people in organizations. It is up to managers to diagnose degree of motivation of your team and act on it to get the best results. The degree of motivation can vary for several reasons. Since company environment, to the feeling of professional stagnation.

As in medicine, each diagnosis will have a different treatment. And believe me, well managed and motivated teams can take the company's results to another level. To act well on the team, be sure to understand the 5 pillars of people management.

1 ° Pillar: Motivation

Typically this will be the starting point and fuel for the other 4 pillars of people management, since any company depends on the individual commitment of each person who participates in it. An unmotivated employee pays far less than he or she can and is always ready to leave at the earliest possible opportunity. This is not the profile of workers that companies are looking for today, quite the contrary, the self motivation is one of the essential points sought in selective processes.

Thinking about the organization as a whole, the most important thing is to understand what motivates a person to be a part of it. Can be financial incentives (high wages and bonuses), the purpose of the company itself (what is the cause behind the billing?), the challenge provided who participates in them (individually and collectively), a career path (developing and valuing employees).

Anyway, there are a lot of motivators and each person reacts differently to each one of them. As I said, it is necessary to understand what your organization or area is good and focus on this aspect when hiring.

The 5 pillars of people management 1

Practical tips on how to have motivation as the basis for managing your company's people

  • Understand the real needs of your employees - according to the pyramid of maslow, there is a hierarchy of human needs. It does not have as a developer to focus on a goal, when more personal or professional basic needs are not being met.
  • Have company goals, business areas and individual goals - When a person knows what to look for, he is more motivated to run after it. And if it is going to do goals, who are bold to get their employees out of the comfort zone.
  • Make a selection process transparent and demanding - If you put people in line with your values ​​and who understand all the workings and difficulties that exist, the chance to keep them motivated is much greater.
  • Adopt meritocracy (for real) - those who achieve planned results need to be recognized for this, regardless of their hierarchical position ou cargo. This can be done with promotions, financial bonuses, prizes (such as trips or tickets to a theater) or unique trainings.

Personal Planner Worksheet

  • Individual approach with periodic feedback - each person is different and should be treated that way. To give Feedback periodically (weekly, monthly, or quarterly) can greatly help correct erratic behavior, motivate someone who might be becoming unmotivated, and ensure hierarchical level. Placing this tip in practice is as easy as jotting down behaviors and sitting down to have a heartfelt conversation. Here's how we make the notes in our competency performance evaluation worksheet:

Performance Assessment Worksheet - Feedbacks and Observations on Competencies

2nd Pillar: Communication process

For everything we talked about in the previous paragraph to really happen, good communication is essential. Not only between managers and employees or between employees in the same sector, but a integrated communication, which makes information always available when needed. Administrators must encourage dialogue, breaking hierarchical barriers and working together with the entire team, in order to achieve a common goal.

Practical tips on how to have a practical communication process in managing your company's people

  • Adopt internal communication software - in the past this chat was made by emails, which can be slow and impractical. Nowadays I strongly recommend the Slack (we use here in LUZ) which will be a tool that will help the upcoming 3 tips. See below for my dashboard that we have groups (can be areas of your company) and people (employees):

People Management - communication process - slack

  • Immediate Communication Method - Often in teams working in the same environment, sending emails to communicate things that can be handled by quick personal conversations or by telephone. Know when to prioritize and encourage each one.
  • Promote Agility in Answers - no email or chat can stay over 1 unanswered time. This practice will streamline the communication process among your company's employees. To improve, this type of practice when adopted as an example, is also transmitted to customers.
  • Avoid bottlenecks - When there is work between teams, employee A often talks to the project manager that communicates this item to employee B. If possible, leave employee A in contact with employee B directly.

3rd Pillar: Teamwork

The company is a single body with a common goal for everyone, so it does not make sense for each industry or each team to have its own goals if they do not have connection with the others. Only by seeing the importance of what everyone is doing is that employees feel relevant within a organizational environment.

So much more than that talk of having a nice environment (which is even important and if you want to understand how yours is, use our organizational climate research worksheet), I believe in initiatives that make the team work be natural and organic to the work itself in your company or area.

Practical tips on how to improve teamwork in managing your business people

  • Create workgroups - These working groups work as specific projects. They have a beginning, middle and end, as well as a very clear objective that must be achieved. I've seen companies with a project to implement improvements to their sites. In this case, people from different areas came up with A / B tests, measured the numbers and implemented the improvements where there were positive results.
  • Use task-sharing software - As I said up there, the more natural the interaction between employees, the more practical it will be to generate a first-rate teamwork. One way to do this is by using task management e to-dos. In our case, we used Trello (but there are several others too). See a panel illustrating many people working on common activities.

People Management - teamwork - trello

  • Hold follow-up meetings - Teamwork is much better when everyone is on the same page. By holding meetings of a maximum of 30 minutes at the beginning of each week, we have managed to create a very large synergy between common activities of different teams.
  • Have fun moments - Nothing better for a good work environment have times when you do not talk about work. So stimulate moments of interaction outside the work environment. This can range from lunch to happy hour. Here in LUZ periodically we make a trail with the whole company.

Pillar 4: Knowledge and competence

No matter how well structured this whole system we have been talking about throughout the text, success will not be possible if employees do not have knowledge and competence guidance on perform your tasks. That being so, we need to have a plan that seeks to put together the best team possible and create an environment where everyone can grow together. This process of construction goes through the selective process and building an organizational culture of strong values.

For this to happen, the ideal is to maintain the management by competencies - identifying the strengths and opportunities for improvement of the professionals - and feedback, which allows to be always giving feedback on each action of the team members.

Practical tips on how to improve your company's people management skills

  • Practice the competency-based Performance Assessment - To do this, define the main competencies of your organization and specific areas, set weights for the most important competencies and carry out the evaluation periodically. See an example of our skills register performance evaluation worksheet:

Competency Performance Evaluation - Competencies

  • Perform a rigorous (and transparent) - One of the worst things that can happen is you put a person inside your company that is not aligned with your values ​​or with what your company does on a daily basis. So, be as sincere as possible about salary, working hours, possible extra hours and pressure level. Don't settle for hiring people more or less. Only hire people who are really good! If you need help, take a look at our selective process worksheet.

Training Control Worksheet

5th Pillar: Training and development

Those who are left behind are left behind, and this applies not only to the management of the company as a whole, but also to the development of each employee. Training and the quest for development must be constant, starting jointly with the company and each of the workers.

The most important thing is to strike a balance where the company and the trader are satisfied with the outcome of the trade. That way everyone wins and they have the opportunity to grow together, in a partnership that has everything to succeed.

Practical tips on how to do training and development in people management in your company

  • Identify most desired trainings - With a simple research among your employees you can identify what they would most like to learn or improve. Can be technical courses (about a software or how to tinker with an equipment or machine) or behavioral (negotiation for sellers or specific knowledge). In addition, if you are seeing when there are people on your team needing training or other.
  • Conduct an ongoing training and development process - Knowing what's most important, it pays to organize trainings from time to time. To do this, use a training and development control worksheet. Remember that trainings can be done by someone on your team ("for free"), by a partner or even hiring a company to give in-company training.

The 5 pillars of people management 3

I hope you enjoyed and are interested in the 5 pillars of people management and that you can apply the tips that I brought in your day to day. If you have any tips on managing people, write in the comments. It will be a pleasure to talk!

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If you want help implementing these 5 pillars, we have a people management worksheet package and also wrote a post with 5 ready-made worksheets for HR analysts!

Free tools for managing people

More Articles on People Management

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  1. I am trying to do my CBT but I am still far from succeeded, I ask help from other colleagues to succeed in my CBT

  2. Hi John, I think the most important thing is to put yourself next to people. If you have the backing of the superiors and it is a guideline of the company to think about the changes, it is already a good step. In addition, if you listen and change a lot with those responsible for each area, you will have better, better structured material / feedback with the support of each to improve the company.

  3. Hi Carina, we do not have not. If you have specific questions, I can try to help you right here.

  4. Hello Rafael, good afternoon!

    So, my name is João Vitor, I am currently graduating in Electrical Engineering (1 year is missing) but since the beginning of the college I have always moved and worked with the area of ​​management, entrepreneurship (I have already created and participated in several organizations inside and outside of college) and I identify with this area a lot. I was admitted to the selective internship process of a large company / industry in the agricultural sector and was hired to work directly with one of the three existing boards, which in turn is responsible for HR departments, personnel department and people management. Unlike most existing processes in these departments, my job as a trainee is to do a case study of these departments, raising all points, processes, expenses, involved, among other things, and promoting a project to improve all of this by thinking about the next 3-5 years. I've already started developing the project and I'm starting to develop some spreadsheets too, and your publications are helping me a lot to brainstorm everything I'm going to need to do. But I have some doubts, especially regarding the collection of information. Because I am working on a process to improve existing areas, what should I do so that I do not seem to want to interfere with existing processes and create an annoying atmosphere with the managers of these departments? How to get the material needed to make the business diagnosis and then the strategic planning of this work that I have to develop, without creating a climate of disgust with them? If you have any tips to give me about it, I'll be very grateful.

    Best Regards,

  5. Good morning,
    very good, content, I would like more information, you have some course or consulting, in the area of ​​people management ..

  6. I really enjoyed the content, the 5 pillars of people management, well applied organizations will have satisfied collaborators this will be a plus for both organization and for the developer.

  7. Hello good afternoon all right? your job is very good in post-graduation, mine gave a north in People Management… Thank you!

  8. Good night! I really liked it, I'm doing my tcc - academic conclusion work and it is about people management within a consulting company.

  9. Clarifying Congratulations, it was one of the pages in favorites.

  10. That's good, Taylo. All the members here of LUZ passed by EJs here from RJ. Mine went to Ayra from UFRJ. Hope you have a long way and develop in the process!

  11. Thanks for the comment Eslivânia. If we can help by asking questions, just talk. Hugs

  12. Good afternoon! I'm Elisvânia and I'm attending a higher degree in administration and the theme was great and well enlightened.

  13. Dude, great!
    I am entering a junior company and want to understand everything within the company, and all this said by you has made me understand well about managing people. Very good. Thank you.

  14. Hi Ana, the process of convincing, talking and negotiating on any subject will not necessarily be simple. Depending on the situation it may be necessary to talk more, give more arguments, approach from another point of view or even move forward (if possible) without a consensus

  15. Good comment I'm doing Tec. in adm and I'm studying that part. Very enlightening.

  16. Hi Aline, how are you? The author of this article was myself and the text here is not found in any book or work, only here. In the above comment I will record the reference format that you can use if you want.

  17. I would like to know which author cited this, in which book / work. For kindness

  18. made it easier for me to present the PI, thank you, you understood very well!

  19. I am very grateful and satisfied.
    Very specific and extremely important.

  20. Hi Carol, I do not remember the correct norms of standardization, but it would be something like:
    AVILA, Rafael. The 5 pillars of people management. Blog LUZ - Posted in 07 / 09 / 2015. Access on dd / 01 / 2018


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