In the past, companies were full of bosses who only supervised, coordinated, managed and directed. At that time, these professionals were only concerned with giving orders. Over time, people management has gained more and more space and relevance.
Reasons for this abound. After all, good people management is essential for the company to value and enhance the performance of its most precious asset: its employees.
This effective management is made up of 3 pillars, which go far beyond the motivational aspect, for example. Read on to find out about each one of them!
Perhaps the main pillar of people management, motivation is essential for any individual, at all stages of life. In business, this is no different. As motivation is closely linked to commitment, it directly influences the performance of each employee.
Unmotivated, the employee will never reach the level of excellence expected by the company. In addition, demotivation is allied to the high turnover rate , a meter that shows the turnover of workers in each organization.
With this, two immediate problems arise: the first refers to the low productivity of the collaborator; the second refers to the continuous replacement of employees — something extremely costly for any company.
When considering all this, the people manager needs to know what is the reason that leads all those people to remain in the company . And this collective motivation tends to branch out into: good wages, identification with the organizational Mission and Vision, and the existence of a solid career plan. There are even those who feel very motivated due to the daily challenges experienced within the company.
There are some practical measures that the organization needs to consider to better deal with this motivational aspect. When establishing a people management plan, it is essential to respect the different motivations of each employee.
Therefore, it is valid:
- present collective and individual goals: a frequent cause of demotivation are those confusing environments, where the employee practically needs to “guess” what needs to be done. In view of this, it is advisable to maintain a certain balance. The presentation of clear, precise and objective goals helps to solve the problem;
- carrying out feedbacks: another preponderant factor to leverage employee motivation is the periodic performance of feedbacks . These feedbacks are useful in both the employee’s worst and best moments;
- reward the best: employees who stand out over the course of a month or semester should be rewarded for it. In addition to the traditional cash bonuses, it is worth thinking about more creative prizes, ranging from tickets to music festivals and theater performances to airline tickets.
The best results are achieved through individual effort duly shared with the work team. This work, in turn, needs to be echoed by the other departments of the company.
In this way, everyone will feel valued, aware that they are performing vital tasks for the company’s success.
To improve the quality of teamwork, consider applying the following actions:
- implement a task-sharing program: it may seem like just a detail, but the use of this type of software optimizes — and a lot — the tasks that need to be completed by each employee.
Through the program, you can view which tasks are pending, in progress or already completed. In addition, it is also possible to enter the person responsible for each of them.
So, if there is any unexpected delay, just contact the employee to even help solve the problem.
- hold meetings: As practical as the programs mentioned above are, face-to-face meetings are still indispensable. In them, the main edges can be trimmed directly and without misinterpretation.
To eliminate any “noise” between the communication of various groups, it is advisable to establish weekly or biweekly meetings. The faster, more objective and productive the meeting is, the better the results obtained by each team and by the company as a whole.
Training is a pillar entirely connected to the first: motivation. An employee who does not receive regular opportunities to improve his skills ends up becoming demotivated.
Linked to the full development of employees and, consequently, of the company, training must be continuous and efficient. The objective is the improvement and optimization of the tasks performed by the teams, not fatigue. Therefore, each training needs to be very well planned.
When there is balance, the employee becomes a much more evolved professional. Thus, it is natural for the company to celebrate excellent results and, at the same time, keep its employees happy and satisfied.
Before introducing training in your company, take the following points into consideration:
- select the most coveted training courses: for that, just listen to what employees have to say about the subject. After an opinion poll, managers will receive several suggestions. From there, they will know the expectations of each employee.
Ideally, these trainings should be balanced between more technical and behavioral ones. In the first case, the objective is to present courses focused on the use of certain computer programs or equipment.
In the second situation, training aimed at interpersonal skills is listed, such as the ability to argue in a negotiation with suppliers or customers.
- use a training worksheet: the purpose of this worksheet is to maintain good organization and regularity of training. In addition, with it, it is possible to know which subjects have already been addressed by the courses. Thus, the manager avoids the repetition of training that has already been applied a short time ago.
- count on the support of the employees themselves: it is never too much to emphasize that some (or most) of these training courses can be applied by the company’s own employees.
A good people manager knows the company’s employees very well. Soon, he will know how to identify and invite potential talent to provide training.
This is a detail to be carefully observed, as it also influences the motivation of the employee, who will feel much more valued within the organization.