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.
In this article we will talk about:
- What is people management?
- Why is people management important to organizations?
- 1st Pillar - Motivation
- 2nd Pillar - Communication Process
- 3rd Pillar - Teamwork
- 4th Pillar - Knowledge and Competence
- 5th Pillar - Training and Development
- Free Tools for People Management
See also: more articles about 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 it 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.
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:
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.
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.
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.
- 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:
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):
- 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.
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.
- 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.
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 for 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:
- 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.
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.
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!
- Simple Human Resource Indicators Worksheet - Already said the saying, who does not measure does not manage. So to help you get started understanding the numbers connected to people in your company, we've prepared this super simple free template. Get to know the human resources indicators sheet complete.
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