People Management

People Management

Working life is not only made up of great performances but also of mistakes and failures. The heart of people and performance management systems lies in managing the performance of our teams and managing their errors.

People management is a soft skill that refers to the whole set of practices that include the processes of hiring, developing and retaining talent, which implies training, motivation, orientation and guidance of team members.

It is a soft skill that requires the coexistence of other soft skills: it is necessary to have excellent communication skills, empathy and active listening skills, to be able to win over (and reciprocate) the trust of each team member and to have excellent problem-solving and conflict resolution skills. To deal with difficult interpersonal situations, we need to understand how to motivate people and have a thorough understanding of the various motivational factors underlying a team and use them to create stronger bonds within the group and to make better decisions.

Effectively managing a group of people – also and primarily – means developing a clear understanding of the individualities that are its fabric and it requires an empathic approach, which really puts people at the centre.
Each individual in an organisation is in fact different and has different predispositions; for this reason, good people managers need to develop a deep understanding of people’s various nature and, in their actions, take into account the different personality traits, different abilities, goals, personal interests, professional interests and motivating factors that gratify each person.

Good people managers need to be able to account for all work that has been done, as well as what has been omitted, and to be able to take responsibility for both successes and failures of the team, acting as a role model; they need to be able to provide constructive feedback – clear and detailed – and learning opportunities.
Once people managers have a clear idea of who the people, they work with are, they will be in a better position to judge what role fits them best, and how to get the best out of the team – most importantly – for the member, to provide continuous support and lead the way to success.
An effective people management system has a significant influence and impact on the overall functioning of a business. And, as such, all people managers need to adopt these best practices, training and practicing any other soft skills that may be required, as in a holistic puzzle, without deviating or losing sight of the main corporate objective.