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5 Effective People Management Techniques

5 Effective People Management Techniques

Make an agreement

Make Agreements Clear and Comprehensive

Agreements should be clear and comprehensive from the start. When hiring a new employee, you should provide clear job descriptions and expectations. An agreement should not only include the responsibilities and duties of the employee but also their performance metrics and growth opportunities. According to a study by Gallup , if you clearly communicate expectations to your employees, their levels of engagement can increase by up to 20%.

Build Open Lines of Communication

Open communications can greatly improve your team dynamics. Make sure that regular feedback sessions and open-door policies are in place. An example of this is Google’s ‘TGIF’ meetings, where you can ask questions to the top management.

Develop and Implement a Training Program

Make sure that you have a comprehensive training program in place for your current and future workers. These training courses can include not only job-specific skills. For example, a tech company hosting coding workshops can also offer team-building retreats. Data shows that companies with programs for training see an approximately 24% increase in profit margins.

Recognize and Reward Good Performance

Recognize and rewarding good performance can raise the morale of your workers. It doesn’t always have to be monetary rewards. Public acknowledgment, a day off, or opportunity to grow professionally all can be very effective. A survey by Deloitte shows that organizations with sophisticated programs for recognition have 12 times more business outcomes.

Encourage Work-life Balance

Supporting a healthy work-life balance is not only good ethics but good business. You can avoid stress and raise job satisfaction by allowing working either remotely or with flexible working hours. According to Adobe’s data , this is one of the most effective practices for keeping your employees and increasing their productivity.

Conduct Regular Performance Reviews

Performance reviews should not be limited to annual evaluations. They should be an ongoing conversation to help employees realize how they are doing. A shift to regular check-ins was one of the decisions Adobe took that allowed them to cut the turnover by 30%.

Create a Culture of Respect and Inclusivity

Make sure that the mission statement of your workplace consists of respect, inclusivity, and other ethical principles. A diverse team of employees that feel inclusive and important tends to be more innovative and efficient. They have a 35% higher likelihood to outperform a competitor.

Manage personalities by type

Every manager wants to maximize the productivity and harmony in their team, which certainly involves understanding and managing different personalities. Below, you can find out how to try and do it by grouping personalities into widespread types and adjusting your management style.

Identify Personality Types

Before you manage them, you need to accurately identify personalities of your team members. An M B TI or The Big Five personality traits, for example, are tools specifically designed to do this. By using them, you can identify if an employee is introverted or extroverted , which influences the way they communicate with other team members and their preferred working environment. For example, if your team member is an introvert, you may let them process the information in a detailed email rather than call them to give a brief description.

Tailor Communication Strategy

Once you know the personality types of your workers, you can adjust the communication strategy to meet the specifics of different types. For example, you will certainly not meet with the team members who are extroverted once per month: instead, choose to meet them once a week to ensure that the communication is as effective as possible. However, with introverted employees, a comfortable meeting environment may be a specific suggestion, so you may need to meet them one-on-one once per month.

Assign Roles Wisely

Roles should also be assigned according to the strengths and specifics of different personality types to maximize productivity. For example, someone who scores high on openness in the Big Five traits will certainly be great at a role requiring creativity and innovation, such as marketing or design. On the contrary, a highly conscientious person will excel in such role as data analysis or accounting. Assigning roles in such a way will be also great, as it certainly helps to avoid wasting time and doing inappropriate tasks, and it is also great for job satisfaction.

Manage Conflicts

Understanding personalities may also help managers foresee potential conflicts and avoid them. For example, if you anticipate a disagreement between an assertive and an agreeable worker in your team, you can try and organize a meeting at which both workers will have a possibility to present their views on the situation, and you . It should be noted that you will always try and highlight the strength of both perspectives. At the end of the meeting, after hearing every opinion, you may offer a compromise.

Understand employee needs

Understanding and addressing employees is fundamental to management. On the one hand, it will boost their satisfaction and performance. On the other hand, it is also likely to drive the overall productivity. Thus here are several strategies to understand and meet the needs of your employees.

Running routine surveys and feedback

Unless you run a routine survey and feedback, it would be hard for managers to measure the satisfaction and needs of the employees . For example, anonymous surveys can help understand your employees’ perceptions of the working conditions and the effectiveness of your managerial practices. Salesforce has released a case study, in which they present a 30% increase in employee satisfaction that they achieved thanks to the above feedback systems .

Acting on feedback

Not only centrics are required to run feedback, but also they should act on it. So after the above survey, managers should implement some of the studies’ suggestions to improve the working conditions or allow the employees work more flexibly. For example, since employees highlighted the need to have a better work-life balance, corporates like Deloitte introduced working schemes, whereby employees can choose how, when, and where they work .

Providing resources

Employees would not reach their performance peaks unless they have the right resources to effectively perform their jobs. This might include not only state-of-the-art technologies but also timely trainings, coaching, and even mental health support . For instance, the provision of an extensive staff support program including courses and health-related content had a direct impact on the performance of Google employees and their productivity.

Recognizing individuals

It is key to realize that although satisfaction and safety are the primary needs of everyone at the workplace, everyone wants to be noticed. Thus locating employees, who deserve a raise and promotion, and pointing out to their individual luck or achievements during the workmeetings does not only boost their morale and satisfaction, but also motivates other employees. Thus the results of Adobe’s recognition program and peer-voted awards testify to the fact most of the employees do appreciate the above, and also it coherent with the 19% improvement in the performance and 2% in annual retention rate that the company witnessed during this experiment .

Improve employees interpersonal skills

A significant part of better team cohesion, communication, and overall workplace efficiency is improving the interpersonal skills of the employees. This section will explore effective strategies for enhancing these skills among your team members.

  • Structured Training Programs

    • Structured training programs devoted to the concepts of good communication, conflict resolution, and functioning as a team are a guaranteed route to fostering good interpersonal skills. For example, leaders at IBM attend a program focusing on emotional intelligence and good communication. According to the company, such courses improve team dynamics and make leaders 4 to 5 times more effective .

  • Team Building Activities

    • Team building can have a great impact on how people function in a group. In your company, you may consider introducing frequent activities of this kind, such as retreats, workshops, or even everyday events. For instance, Zappos hosts various team happy hours and cultural activities . An atmosphere in which people can socialize and develop friendships is more conductive to understanding and appreciating the other person.

  • Role-Playing

    • Role-playing exercises allow employees to better communicate and solve problems in a controlled, simulated environment. Employees are better able to model some responses and resulting interactions in little-to-no-risk scenarios. This approach has been utilized in customer calls to model employees’ behavior in various scenarios .

  • Mentorship

    • With mentorship programs, some employees less experienced in the field are paired up with veteran colleagues. Such one-on-one learning experiences allow your staff not only to get better at what they do and get professional advice faster, but also improve their interpersonal skills. Mentorship is a key point of various employee development strategies at General Electric: according to the company, people who go through them are more engaged and less likely to leave .

  • Continuous Feedback

    • Finally, remember that frequent feedback is always good. Both sides of the conversation can see their strong suits and problem areas in real time. Salesforce’s sales teams, for example, are given feedback on their interactions with the clients every week.

Demonstrating the Value of Respect

Being respectful in the workplace is not a matter of simply having a nice environment; rather, it is a powerful tool that increases productivity, engagement, and loyalty of the employees. By following a few practical measures, you can demonstrate and reinforce the importance of respect in your team.

Lead the Way with Your Leadership Approach

Lead the way and make it clear that the behavior you expect to see is your behavior. Leading with respect shows that it is not something optional, but desirable to respect one another. In Microsoft, Satya Nadella’s leadership journey to a search for empathy has been interpreted as a shift from hostility to a more inclusive and respectful culture . This corporate change has expanded the pool of talent and contributed to the innovation and growth of the company.

Develop, Implement, and Reinforce a Respectful Workplace Policy

Starting with a policy that is detailed, implemented, and enforced in practice, is a good way to ensure a troll-free workplace. Communicate the policy to all employees and integrate it in hiring, training, and review practices. Google offers a useful example of a rather detailed respectful workplace policy that indicates what is expected in the workplace and the consequences of non-compliance. This kind of titrated approach helps sustain a nice work environment.

Organize Training on Respect and Inclusion

Organize training sessions and workshops that underscores the importance of respect and inclusion of diversity. Such interaction may also offer hands-on tips and suggestions on making everyday conversation more respectful. Employers such as Starbucks, which has closed all the stores for one day to organize a racial-bias seminar, showcase their commitment to a respectfully inclusive workplace. This is also an opportunity to contest common misconceptions and stereotypes.

Celebrate Diversity Internally

Celebrate the diversity of your team by organizing discussions, events, and sharing of experiences within the team. Make sure the meeting always results in an open dialogue and sharing of experience. For example, Adobe Systems organize Diversity Inclusion Summits, where employees from various background and experiences share what they have learned and connect with one another.

Reward Respect

Make a system that rewards respect with small recognitions and gifts. Southwest Airlines uses a Kick Tail pin to reward employees who show lasting kindness to customers and colleagues. The award comes with points that can be spent in an online shop.

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