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People Management

 

We’re not survey software. We’re not consultants. We’re both.

 

Together we’ll find out what’s really going on with your people and how to take actions that deliver better business results.

Step 1: We’ll help you gather feedback

Employees need a simple and confidential way to share the truth about their work experience with the leaders who can make a difference. Your engagement strategy is only as strong as the data you collect, so we take that off your plate.

Learn how we help you gather feedback

Step 2: We’ll help you discover insights.

A good survey will confirm a few hunches and uncover some blind spots, but expert data analysis will reveal the story beneath the surface. Trust your Employee Engagement Consultant to read between the lines.

Learn how we help you discover insights

Step 3: We’ll help align your leadership team.

Even with clear insights, execution will fail if senior leaders aren’t aligned. Your Employee Engagement Consultant will present a 3rd party perspective on wins and risks to your entire leadership team so they walk away unified with clear action priorities.

Learn how we help you align your leaders

Step 4: We’ll help you empower managers to act.

From executives to frontline managers, we ensure all leaders have the coaching and resources they need to take action within their own teams. You can’t do their job for them, but you can make it easier.

Learn how we help you empower your managers

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People Management

What is People Management?

People Management Definition

The idea behind people management isn’t new, since there has always needed to be some level of management for people throughout the history of jobs. But that doesn’t mean that managing people is easy, or that everyone sees the people management meaning the same way. Some people see it as needing to control people, so they do what they’re supposed to and what they’re told. Others see it as a way to influence and guide people toward doing things that will be beneficial to everyone around them over time. Both can be accurate, depending on the job and the people involved.

But people generally perform better when they aren’t controlled or forced into things, and they should also be considered as individuals so they can be offered options and opportunities that work for them. The right people management strategies will work for an individual, and can also be generally expanded to work for a group. That’s a great way to ensure that these strategies are used and handled correctly, and that they’re adjusted if people aren’t responding to them properly. Anyone who works in people management jobs will want to be open to strategy adjustment and flexibility.

Being a people person isn’t always easy, and it can be even more difficult when not everyone in the company is on the same page or shares the same commitment to getting the job done. That’s why defining people management, understanding its value, and focusing on the ways it can be used in a company to add to the experience all matter. Managing people can be complex and difficult, but with the right tools and training it becomes less stressful and more of a cohesive effort to accomplish a task that’s important to the company. Good managers will affect that, too, because they offer employees a good experience they can appreciate and work with, instead of simply giving orders.

Benefits of People Management

Taking a look at the importance of people management matters. The plans and goals that a company has generally have quite a bit to do with whether that company has the right people or not. Without quality people to help a company succeed, that company could end up floundering and struggling much more than necessary. Just about all companies struggle sometimes or face some difficulties, but the right people really can make a big difference. Companies that look at their people management goals and incorporate those into hiring, training, and others areas are generally more successful, overall.

Among the biggest areas where benefits can be seen is in proper people management training. Not everyone is cut out to be a manager, and for the people who aren’t naturally good at it there are some great training and improvement opportunities. Most people can learn to do it fairly well, even if it’s not something they were originally planning on doing. They might need some additional training in order to be successful, and there’s real value in making sure that training for people management skills is available to anyone who wants and needs it. Even good managers can benefit, because there are always new things they can learn about and implement into what they’re already offering. That can make all the difference.

Improving People Management

How to manage people is likely one of the biggest and most important questions considered by nearly every company. If people are managed correctly they perform better, are happier, and are bigger assets to the business they work for. When they aren’t managed the right way, though, they tend to experience problems in their work and personal lives, and that can affect how well they do their job. A good people manager looks for what’s important to the people being managed, in order to provide them with more of what they need in their working environment. While employees can’t always be catered to, they are part of the team and should be treated with the respect and value they deserve.

The idea that people leave managers not companies has been talked about for some time, and there’s a reason for that – it’s accurate. Generally people don’t leave jobs they leave managers. Even if the job isn’t ideal or they don’t love it, having the right manager to help and guide them can make a big difference for an employee. There are many people management books that can help anyone who wants to be a better manager. These books are focused on the tips and techniques that good managers use, and the ways to avoid the things that poor managers often do. By improving people management a company can move ahead of its competition and become a place where quality employees want to work. That benefits the employees and the company, as well as the customers.

People Management Survey

Some of the best books on managing people suggest that a people management survey can be one of the ways to get some great information. These surveys can help find out what managers need in order to do their jobs better, and also how the employees think the manager is doing, as well. Asking the question what is people management on the survey can also provide some insight into how different people see management roles and what they expect managers to offer. That’s a great way to see if what managers are doing is lining up with what employees really need. If the reality and the expectations are very far apart, there are changes that can be made to improve things.

Managing people at work isn’t always easy, because the people management definition can vary from company to company. It can even be different between departments, and it’s certainly different between industries. But that doesn’t mean there shouldn’t be a definition considered by employees and managers. It’s important for employees to understand expectations based on where they are at that time in their career, so they can make the most of the opportunities they have. Good managers and clear expectations can help them do that, and give them a chance to grow and thrive in ways that they might not have been able to do if they were experiencing a career working under a poor manager.

People Management Software

Among the helpful tools available for companies today is people management software. This can be used to track management and employee information and interactions, consider projects and upcoming events, and address any performance reviews or concerns that need to be handled. Additionally, the right software is good at helping managers and employees both work through any problems they might be having with one another. The software gives them a platform that’s neutral and that they all work from, making it easier to address both current and upcoming issues that might become worse over time if they aren’t handled properly.

There are many different kinds of software programs available for the management of people, and those programs can be specific to a particular industry or more general. A lot of these programs are also adaptable, allowing them to be adjusted and changed by the company that’s using them so they can get the biggest benefit from the software itself. There’s also the option for truly custom software, which might be the right choice for a very large company with a lot of employees. It could also work well for people management in a company that’s very unique or niche, and that definitely does things its own way. There are great opportunities for managing people well.

People Management Strategies

One of the biggest strategies to consider is managing difficult people. Not everyone is easy to get along with, and some people simply do things differently. But those same unique or complicated people may also be excellent at their jobs. By understanding how to manage difficult people and incorporate what they can offer into the workplace in a positive way, it’s far easier for companies to leverage the value of experience and education while also helping employees fit what the company is expecting or looking for. That can give everyone who works together a better experience, and make sure that people’s talents are fully used in the workplace so they can grow those talents and the company can benefit, as well.

By choosing the best people for the job, even if they’re somewhat more difficult to work with in certain aspects, a company can advance itself and move forward toward the goals it has. Individual employees can also work toward their own professional goals, giving them something to focus on and a way to help themselves and the company at the same time. When people are managed properly and shown that they’re important parts of an organization, it’s far easier for them to do what’s asked of them and adapt as the company changes and grows. In the end, everyone involved benefits from good people management and the quality employees it helps to create.