A big part of being a successful manager is leveraging your experience and technical skills to get the job done. But there also exists certain talents that mean more than experience and technical prowess combined. What are they? Three words: people management skills.
A manager with poor people management skills can be insidious for a business.
In this article, you’ll learn about the 11 top people management skills every manager needs to succeed in their role of fostering a loyal team. We’ll discuss a few tips that are going to help HR get accustomed to the pressures, last-minute requests and employee emotional meltdowns.
People Management Skills: When you are new to the industry
1. Understand and connect with people
When you join an organisation your role as an HR begins with empathy and understanding. The employees will reach out to you for support so, you must be extremely cognizant of the way you understand the employees of your company.
One of the ways in which you can begin maintaining contact with everyone is by getting to know them. You may or may not want to go beyond the professional environment but it is suggested that being the Human Resource you get familiar with their lives.
- Talk about their personal lives and family
- Check with them what their goals, ambitions and milestones are
- Keep a close look on their interests, likes, strengths, weaknesses and calibre
Getting a hang of it from day 1 will help you invest time in your employees in the long run. It will further help you and the employees maintain a healthy balance between work and personal life. Also, it will build a positive work culture where everyone learns to interact with one another, be respectful towards each other and improve employee engagement and productivity.
2. Get business insights from the leadership
When you are a part of an aggressive work culture where things are moving at a really fast pace, it gets difficult at times to keep tabs on everything. There are innumerable policy changes, high volume recruitment drives, people coming in, people moving out, shifting of office buildings, countless meetings to conduct and reports to maintain. Employees reach out to you because you are in charge of people management. However, whom do you reach out to during such tense and hectic situations?
The solution is none other than the leadership team. This is because your role as an HR is no less than a strategic partner. You are a key decision maker and a stakeholder for selecting or rejecting candidates. Therefore, every time you see a change happening ensure that you set up a brief 10-minute catch up session with the concerned lead. It will help you:
- Stay updated with the company vision and mission
- Share correct company-wide communication
- Solve employee queries, if and when they have any
- Capitalise the human capital better
- Address employee needs and requirements
- Achieve targets without leaving behind any lags
3. Embrace your role and widen your skill set
Putting in efforts to widen your skill set and expertise is essential, specially when you are managing an organisation with 100+ employees. You will be dealing with employees from a diverse background- technical, non-technical, marketing, business development, sales, growth, product, brand, and more. Moreover, you have a responsibility to ensure that you hire the best talent. For that you have to be familiar with their skill set and the potential that they carry.
Being in charge of people management without being technology savvy is non-negotiable. Incorporating end-to-end Human Resource software technology might just be the right thing. It will help automate HR tasks and save much of your time. Otherwise, when you get used to taking care of tasks at your end manually it becomes difficult to adopt to the new advancements in the Human Resource technology at a later stage.
It is not difficult to learn something new but it is difficult to unlearn something that is already known. Therefore, as a new Human Resource in the industry it would be easier for you to catch up with the existing technology and get creative with your own inputs. It’s a great time to experiment to assess and measure real time results.
4. Promote diversity from the very beginning
Men, women, baby boomers, millennials, generation Z, Indian, American, English - None of this is important when you have in hand a list of tasks, which need to be completed under strict timelines. You will pick the one who is competent, efficient and deserving. When you encourage leaders and managers to free themselves from any bias while recruiting then you automatically encourage every other employee to never work with such bias in mind. This will promote diversity in the workplace. In fact, it is important to ensure that the diversity is accommodating and amiable enough for everyone to feel like they belong to the organisation.
In the end, when employees do a great job nobody talks about their gender, ethnicity or age. The company talks about their performance and achievement, and motivates them to reach new heights.
5. Keep building your network on social media
Social media is a powerful medium to-
- Know and meet a large pool of talent
- Introduce yourselves to other professionals
- Find and reach out to potential candidates
- Build and strengthen your connections and network
Especially when you are new to the industry you get a real opportunity to discover hidden talent and reach out to successful professionals. This is because trustworthy connections and a modest network will help you in ways money can’t. Hence, interns and millennials have stopped worrying about remuneration and compensation as long as they are given the opportunity to learn new skills and meet talented people.
Make connections, not money. Connections can get things done that even money can’t.
6. Encourage interactions & effective feedback sessions
Every organisation has its own challenges and obstacles but there is no such issue that you cannot solve through effective and open communication. There are misunderstandings and misconducts but a heart-to-heart conversation can make things better. In fact, time has an enormous power to heal things which is why we say that time takes care of a lot of things.
Communication is key!
Hence, keep interactions and feedback an indispensable part of your organisation’s work culture. If there’s something good then everyone must come together to discuss and even celebrate. If something goes wrong then everyone must come together to talk and sort it out.
7. Keep proper documentation of employee information & files
What is people management without employee documentation? Documentation is important in any and every organisation because it manages most of the difficult situations. It hugely prevents the rise of any kind of blame game and encourages employees to interact with one another more frequently.
Further, you will require the personal documents of employees to keep a track of their educational and experiential qualification. Since these documents are important and necessary more than anything else, as a Human Resource you must organise these files and ensure that employee information is handy every time someone asks for it. In fact, an HR chatbot can help you ways that you couldn’t have imagined were possible. It will keep all employee data at one place so that the management and leaders can get access to it whenever they need it.
8. Focus on employee engagement for building a company culture
When you are a few months into the industry you will realise that employees need an open platform where they can interact and engage with each other. Pulse survey in HR technology, yearly parties, team events, etc., all these are important for employee engagement.
A highly attractive company culture will make hiring fresh talent easy. It will reduce employee churn and increase retention.
9. Have a clear anti-harassment policy to promote a safe environment
Every employee wants and expects a safe working environment that is neither constrained by restrictions. For this, you may get in touch with a legal team. Request them to conduct a session on Workplace Safety so that employees know how to handle a difficult situation.
You must encourage all the employees to talk about their problems and insecurities out in the open. Otherwise, it is tough to figure out who is going through what exactly. Therefore, conduct regular sessions, short yet effective, and don’t neglect employee grievances. That’s the time whey they really need the support from the Human Resource.
10. Leverage the latest HR technology for faster, smarter solutions
Hiring funnel, payroll, referral, survey, notifications. Why would a Human Resource want to manage these and other bulky tasks manually when they can make use of a sought after Human Resource technology tool. As mentioned before, it is easier to get used to technology when you start early.
11.Don’t hesitate to seek advice from the company leaders
With time, you will be able to grasp all company policies, functionalities and get used to the style of working. As a Human Resource if you feel the need of seeking anybody’s help then reach out to the leadership team. They are the ones who are constantly and actively in touch with each other, discussing various policies and activities. If your organisation has a strong leadership then you will learn more and grow with them at every stage.
Take time to reevaluate the relationship you have with your employees and center your people management skills around relationship building.