People Management is the art and science of overseeing, leading, and coordinating employees to maximize their performance, satisfaction, and contribution toward achieving organizational goals.
The overarching strategy for effective people management hinges on the scientific principles of emotional intelligence and motivational theories based on research from the International Journal of Scientific Research and Management (IJSRM). This ensures that managers understand their employees’ intrinsic and extrinsic motivators. Leadership strategies, such as understanding the system, recruiting the right talent, and delegation, form the foundation for building strong teams.
People Management has developed by defining a clear agenda and accepting feedback as paramount. These Communication strategies encourage a culture of transparency and continuous dialogue in an organization.
Strategies involving structuring teams and workflows to optimize efficiency and innovation, like Celebrating Wins and one-on-one meetings, boost a dynamic and responsive work environment. Research at Christ University Titled: “Impact of people management practices on organizational performance: analysis of a causal model” views people management as a multifaceted discipline that, when executed effectively, leads to scalability in various aspects of organizational performance.
Managers include adjusting their leadership styles to meet the evolving needs of the workforce. For new managers, daily habits of effective people management include regular check-ins, goal setting, and personal development plans to maintain focus, while for first-time managers, gaining People management skills, leveraging people management software, people management courses, and avoiding micromanagement becomes Vital. We will discuss the 25 strategies of Effective people management listed below and shown in the Diagram
1. Understand the systems As a Leader
2. Determine the purpose
3. Recruit the right talent
4. Delegate responsibilities
5. Support your team
6. Rely on your people
7. Lead by Example
8. Guide as a mentor
9. Provide equity
10. Maintain regular communication
11. Define a clear agenda
12. Create psychological safety
13. Accept feedback
14. Conduct direct conversations
15. Establish expectations
16. Develop a strategic plan
17. Employ a strengths-based approach
18. Offer growth opportunities
19. Recognize the wins
20. Foster accountability
21. Lead with empathy
22. Adjust your leadership style
23. Learn about employee uniqueness
24. Utilize one-on-one meetings
25. Encourage teamwork
1. Understand The System as a Leader
Understanding the System as a Leader means comprehending the organizational system, its intricate workings, and its environment. It is a strategic move for effective people management.
Research shows that understanding organizational systems enhances people management. Leaders with deep knowledge of structure, processes, and workflows solve problems proactively, allocate resources well, and make informed decisions. Leaders implement this strategy by continuously learning, staying abreast with industry trends, and involving themselves in business operations.
A study by Harvard Business Publishing underscores this connection, revealing that 47% of organizations aim to enhance customer experience, 46% seek to improve employee engagement and productivity, and 46% are working to address diversity gaps in the workforce through developing leaders who understand their organization’s system. The Institution emphasizes the importance of systems leadership, which aligns with effective people management practices.
Leadership that understands systems determines the purpose of the organization. It prevents poor practices like micromanagement, employee neglect, and poor communication. System knowledge creates a win-win, helping managers support employees.
2. Determine the Purpose
Determining the Purpose in people management is identifying the main reason for an organization’s actions and existence. With a solid grasp of the systems, a manager effectively determines the purpose for their team.
Determining the purpose involves clarifying team goals, aligning them with the organization’s mission, and communicating this vision to employees. This creates focus and direction for growth. Research by Wrzesniewski & Dutton (2001) shows that employees who see their work’s impact feel direction and ownership, boosting engagement. Forbes reports that 52% of purpose-driven companies saw over 10% growth, compared to 42% of those without a clear purpose.
To determine the purpose of an organization, managers engage in a reflective analysis of organizational values, consult with stakeholders, and align the resulting vision with the organization’s strategic objectives.
Determining the purpose as a Leadership strategy becomes highly effective when the manager begins Recruiting the Right Talent to meet the organizational goal.
3. Recruit the Right Talent
Recruiting the right talent is a strategy in people management, ensuring an organization attracts individuals with the skills and cultural alignment needed for success.
An effective recruitment strategy creates a skilled, motivated workforce aligned with company goals. Managers strengthen talent acquisition by crafting clear job descriptions, using data-driven methods, and promoting an inclusive hiring process.
In a Monster global report, 60% of managers reported difficulties attracting suitable talent. CS Recruiting’s Charlie Saffro highlights that employee referral-based hiring effectively addresses this challenge; 70% of employees hired through referrals stay longer than those hired from other sources.
Leaders who prioritize the right talent avoid pitfalls in people management by matching team members to roles that leverage their strengths. In contrast, ineffective practices miss this alignment, risking productivity and morale. Successfully recruiting the right talent enables confident delegation based on skill fit, avoiding the need for micromanagement.
The Image Below Displays the Recruitment Process
4. Delegate Responsibilities
Delegation is assigning tasks, authority, and accountability, a strategic approach essential for effective people management. By delegating responsibilities, managers empower team members to take ownership of significant tasks, fostering engagement, purpose, and collective success.
Effective delegation aligns tasks with team strengths, provides clear instructions, and establishes accountability. Regular check-ins, resource allocation, and constructive feedback support sustained progress.
According to Harvard Business School, while 50% of managers struggle with delegation due to trust or clarity issues, those who master it achieve 33% higher revenue. McCaffery et al.’s research, The VUCA Leader, underscores delegation as a tool for empowerment, allowing leaders to focus on strategy. In contrast, micromanagement stifles growth and limits potential, highlighting the need to support your team.
This graphic illustrates the Delegation process
5. Support your Team
Effective people management hinges on supporting your team. This vital strategy involves managers being accessible, offering training, guidance, and promoting well-being to help employees excel. Leaders who actively support their teams foster trust and psychological safety.
A supportive environment empowers employees to take risks, learn from mistakes, and innovate. Amy Edmondson’s study, “Psychological Safety and Learning Behavior in Work Teams” 1999, shows psychological safety as a key driver of high performance. Providing consistent support and ensuring a safe environment enables teams to perform at their best.
Despite 40% of managers facing challenges in offering support due to time constraints or lack of resources, prioritizing team support boosts retention and job satisfaction. Leadership that supports their team builds a reliable workforce, sets a positive example, and counters the detrimental effects of poor people management, which often leaves employees feeling undervalued.
6. Rely on Your People
People in the context of people management are the employees and team members. Relying on Your People is trusting in the expertise and judgment of your employees or team members. Relying on employees is a strategy that acknowledges the skills and insights of team members, allowing them to contribute meaningfully to the organization’s success.
Leaders who rely on their team empower their staff, boost commitment, and enhance overall performance. Involving employees in decision-making promotes engagement and ownership, contributes to skill enhancement, and improves teamwork. However, challenges such as time constraints and skill gaps exist. Research published by the National Institutes of Health (NIH) said when managers don’t rely on employees, micromanagement sets in, which stifles employee autonomy, creativity, and job satisfaction, leading to disengagement and reduced performance.
7. Lead by Example
Leading by example is a powerful people management strategy that sets a standard of excellence and integrity. Managers who lead by example establish commitment and define the organizational culture by embodying the values they want to see in their teams, acting ethically, and showing dedication.
A Corporate Finance Institute (CFI) report highlights that leading by example builds trust and respect across all levels, creating a shared sense of purpose that motivates employees to achieve organizational goals (CFI, 2024).
While managers struggle to balance authority with approachability, those who succeed foster a culture of respect and aspiration. Leadership by example directly opposes the “do as I say, not as I do” mentality. Consistently demonstrating desired behaviors enables leaders to guide and mentor effectively, developing their team’s potential.
8. Guide as a Mentor
Guiding as a mentor is leveraging leaders’ experience to develop their team’s capabilities. A mentoring leader provides support, direction, shares insights, and facilitates professional growth. Guiding as a mentor strategy enhances skill development and career progression. Effective mentors offer regular feedback, set development goals, and create learning opportunities.
A 2017 Harvard Business Review report noted that a Credit Suisse analyst gained 60% of essential onboarding knowledge through multiple mentors, beyond the initial 40% from standard training. Mentorship counteracts poor people management by prioritizing employee development.
The Association for Talent Development (ATD) found that employees in mentoring programs experience a 36% boost in professional growth, a 30% increase in understanding organizational culture, and a 27% gain in new perspectives. A mentorship approach, combined with fairness and inclusivity, strengthens team culture and ensures equity.
The Graph Below Shows The Mentoring Statistics in 2024
9. Provide Equity
Equity is a people management strategy that ensures fair treatment, access, opportunity, and advancement for all employees. Equity fosters diversity and inclusion within the workplace.
McKinsey & Company’s “Why Diversity Matters” 2015 study reveals that companies with diverse workforces are 35% more likely to financially outperform their industry median. Boston Consulting Group (BCG) reported in 2018 that companies with diverse leadership achieve 19% higher innovation revenues and 9% higher EBIT margins. Equitable leadership cultivates belonging and boosts retention, countering the dissatisfaction and turnover caused by inequality. Consistent communication is crucial for leaders to sustain an equitable environment.
10. Maintain Regular Communication
Maintaining regular communication is ensuring a steady flow of information and feedback, promoting transparency, collaboration, and alignment with organizational goals. Managers achieve this through consistent meetings, diverse communication channels, and fostering open dialogue.
While remote work and cultural diversity present communication challenges, a 2023 Holmes Report study shows that companies with strong communication practices are 50% more likely to reduce employee turnover, which benefits both business growth and employee satisfaction.
Leadership that prioritizes regular communication prevents confusion and disengagement. Clear, consistent communication allows managers to define a clear agenda, guiding the team’s direction and priorities effectively
11. Define a Clear Agenda
Defining a Clear Agenda is a strategy that communicates the goals, priorities, and expected outcomes for the team. A clear meeting agenda sharpens focus, enhances preparation, supports time management, and improves decision-making, ensuring alignment with organizational objectives.
Managers define agendas by preparing and sharing them before meetings, sticking to topics, and setting SMART goals that align with organizational strategy. Regular progress reviews reinforce this clarity.
According to Truelist’s Meeting Statistics in 2024, 67% of professionals consider a clear agenda crucial for effective meetings. Loom reports that reducing meetings by one day per week increases productivity by 35%, highlighting the impact of structured agendas on team effectiveness and organizational performance.
Leaders who define a clear agenda prevent digression, confusion, and wasted time. With this foundation, they focus on creating psychological safety to foster a supportive and open environment.
The Graph Below Shows Why define an Agenda and its effects when not utilized.
12. Create psychological safety
Creating psychological safety is fostering an environment where team members feel safe to share ideas, concerns, and admit mistakes without fear of retribution. Creating psychological safety is crucial for innovation and collaboration. Managers cultivate psychological safety by promoting an inclusive culture, showing empathy, encouraging diverse perspectives, fostering open dialogue, acknowledging contributions, and resolving conflicts constructively.
A 2021 study by BioMed Central (BMC Health Services Research) titled “The Presence and Potential Impact of Psychological Safety” in the Healthcare Setting found that psychological safety enhances innovation and error prevention.
Leadership that creates psychological safety prevents detrimental practices like punitive responses to honest mistakes, fear, and blame. Psychological safety reinforces the value of each team member’s voice, fostering continuous improvement and adaptability in management strategies.
13. Accept Feedback
Feedback is a structured exchange of performance insights between managers and employees. Accepting feedback means actively seeking and valuing input on performance, processes, and management style, signaling a commitment to improvement and respect for employee perspectives. Managers foster feedback by establishing anonymous channels, conducting regular reviews, and responding constructively to critiques.
Accepting feedback can boost productivity by 35%. Douglas Stone and Sheila Heen’s book, “Thanks for the Feedback” highlights the importance of leaders being receptive to cultivate continuous improvement. Tagliabue M. (2020) also found that feedback enhances job satisfaction and organizational citizenship behavior, essential for effective people management. These findings emphasize feedback’s critical role in strengthening team dynamics, innovation, and overall performance.
Managers resist feedback due to ego or defensiveness, embracing feedback nurtures mutual respect and collaboration. Leadership that values feedback prevents disengagement and fosters growth. A feedback-driven approach leads naturally to conducting direct conversations for clear, situational communication.
14. Conduct Direct Conversations
Conducting direct conversations is addressing issues and providing feedback openly and honestly. Direct conversations ensure transparent discussions about performance, expectations, and concerns, a key people management strategy for conflict resolution and alignment.
Managers implement direct communication by preparing thoroughly, being clear, listening actively, and focusing on solutions. Research in the Journal of Managerial Psychology(2021), highlights direct communication as essential for reducing misunderstandings and building team trust which is crucial for effective management. Clear and open conversations strengthen leadership and improve team dynamics, driving organizational success.
Leaders who prioritize direct conversations set clear expectations, communicate responsibilities, foster cohesion, and eliminate ambiguity, preventing passive-aggressive behaviors.
15. Establish Expectations
Establishing expectations is clearly defining roles, responsibilities, and performance standards for team members. Establishing expectations aligns team efforts with organizational goals, reducing ambiguity and boosting productivity.
Managers set expectations by creating detailed job descriptions, establishing measurable performance indicators, and regularly reviewing these expectations with employees.
Research from Forbes reveals that middle managers struggle to set clear expectations due to misalignment with organizational goals or communication issues. Harvard Business Review’s Rebecca Zucker highlights the importance of recalibrating expectations to support employee growth(2019)
Leadership that sets clear expectations provides direction and support, setting a foundation for strategic planning and successful execution.
The Image Below Shows the Essentials for Establishing Expectations
16. Develop a Strategic Plan
Developing a strategic plan is setting long-term goals and defining the actions needed to reach them. Strategic plans provide direction and prioritize resources effectively.
Managers create strategic plans by conducting SWOT analyses, setting SMART goals, defining milestones, involving team members, and adapting based on feedback.
Research in the Research Journal of Business Management(2007) shows strategic planning positively impacts organizational performance and survival, proving essential for long-term success. Leadership that embraces strategic planning fosters a proactive environment, avoiding the chaos of unplanned management.
A McKinsey report indicates that companies with effective performance management systems, integral to strategic planning are 4.2 times more likely to outperform their peers, achieving 30% higher revenue on average.
17. Employ a Strengths-based Approach
Employing a strengths-based approach is maximizing employees’ inherent strengths rather than fixing weaknesses. Employing a strengths-based approach enhances employee engagement, boosts performance, increases job satisfaction, and enables individuals to excel where they naturally thrive.
Research shows that employees who leverage their strengths daily are 6 times more likely to be engaged in their roles, leading to increased productivity and organizational growth.
However, 37% of managers struggle to implement a strengths-based approach due to a limited understanding of strengths-based systems and diverse team capabilities. Managers address this by using assessments and feedback to identify each team member’s unique strengths, and then aligning tasks accordingly.
Leadership that embraces a strengths-based approach contrasts with ineffective management focused on weaknesses, often failing to unlock employees’ full potential. By prioritizing strengths, managers can better offer growth opportunities to their teams.
18. Offer Growth Opportunities
Offering growth opportunities is providing training, development, and career advancement prospects, keeping employees engaged, and building new skills. Managers promote growth by organizing workshops, granting access to online courses, and supporting career development initiatives.
The Association for Talent and Development (ATD) reports that companies with comprehensive training programs see 218% higher income per employee, 24% higher profit margins, and a 6% boost in shareholder returns.
Effective people management invests in team growth, strengthening loyalty and productivity. Gartner (2022) found that 29% of managers fail to offer adequate growth opportunities, leading to employee stagnation and turnover. Leadership that prioritizes growth fosters a culture of continuous improvement, loyalty, and motivation.
The follow Image shows a pie chart Displaying the Benefits and Managers providing growth opportunities
19. Recognize the Wins
Celebrating Wins as a strategy is acknowledging and celebrating both small and significant achievements of team members. Celebrating Wins is effective for people management recognition validates employees’ efforts and contributes to a positive work environment. A study by Socialcast reveals that 69% of employees would work harder if they felt appreciated. Deloitte’s research shows that companies recognizing employees’ efforts experience 14% higher engagement, performance, and productivity.
Recognizing wins sustains motivation and reinforces desired behaviors. Managers celebrate successes with timely, specific praise, rewards, and by sharing achievements across the organization.
Research from Achievers shows that 44% of employees in the U.S., Canada, U.K., and Australia leave their jobs due to a lack of recognition. Leadership that celebrates wins combats disengagement, mitigates poor people management, and fosters accountability within teams.
20. Foster Accountability
Accountability in people management is employees accepting responsibility, a duty enforced by managers.
Fostering accountability holds team members responsible for actions and performance. Accountability ensures individual responsibility aligns with objectives and organizational standards. Research from the Association for Talent Development (ATD) shows that organizations prioritizing accountability see a 95% increase in meeting objectives, boosting engagement, productivity, and reducing turnover by 50%.
Managers foster accountability by setting clear expectations, offering regular feedback, and conducting performance reviews. Harvard University’s research reveals that organizations with strong accountability systems achieve 21% better financial performance. Leadership that fosters accountability combats favoritism and inconsistency, and leading with empathy addresses individual challenges, enhancing motivation.
21. Lead with Empathy
Leading with empathy is understanding and sharing team members’ feelings, building trust, and strengthening relationships.
Empathetic leadership enhances people management by fostering trust. A Center for Creative Leadership study of 6,731 managers across 38 countries found empathetic leaders are viewed as better performers. In contrast, 10% of managers lack empathy, leading to disengagement and disconnection.
Managers lead with empathy through active listening, showing concern for well-being, and considering employee perspectives in decision-making. Empathetic leadership fosters a supportive, inclusive environment, countering insensitivity and poor management practices. Empathy enables leaders to adjust their style, offering tailored support for diverse situations.
22. Adjust your Leadership Style
Adjusting leadership style is flexibility, tailoring approaches to fit situations and individuals, and ensuring methods align with team needs.
Adjusting leadership style boosts people management by enabling responsiveness to organizational dynamics, and enhancing employee satisfaction. A study in Employee Responsibilities and Rights Journal (2023) found that emotional intelligence and inductive reasoning predict leadership adaptability, with flexible leaders thriving in dynamic environments.
Managers adjust their style by embracing change, understanding leadership theories, and responding to feedback. Adaptive leadership avoids rigid, authoritarian practices, promoting effective people management. Recognizing employee uniqueness further strengthens this approach by valuing individual differences.
The Flowchart below Illustrates the Leadership Adjustment steps
23. Learn about employee uniqueness
Learning about employee uniqueness is understanding each team member’s distinct background, skills, and preferences, promoting inclusivity, and maximizing workforce potential.
Learning about employee uniqueness enhances people management by leveraging diverse perspectives. A study in the International Journal of Social Science and Economic Research(2019) shows companies in the top quartile for racial and ethnic diversity are 35% more likely to achieve financial returns above national industry medians.
Managers learn about employee uniqueness through regular check-ins, open dialogue, and personality assessments. Research from the Academy of Management Journal(2019) indicates that diverse teams are more innovative. Leadership that embraces uniqueness avoids one-size-fits-all approaches, fostering personalized support through one-on-one meetings.
24. Utilize One-on-One Meetings
One-on-one meetings are regular, individual discussions with team members to review progress, address challenges, and support development, ensuring personalized attention.
One-on-one meetings enhance people management by facilitating direct communication and tailored support. A study titled Meeting Statistics found an 18% increase in one-on-one meetings, reflecting their growing role in effective communication.
Managers leverage one-on-one meetings by scheduling them as needed, preparing an agenda, and focusing on employee feedback. The State of Meetings Report 2023 found one-on-one meetings boost productivity by 62%, leading to more efficient teams.
Research shows that 2% of managers fail to use one-on-one meetings effectively, missing key opportunities for support. Leadership that uses these meetings prevents neglect of individual needs and fosters teamwork among employees.
25. Encourage teamwork
Encouraging teamwork is promoting collaboration and cooperation, leveraging diverse skills and perspectives for problem-solving and innovation.
Encouraging teamwork boosts people management by fostering productivity through effective collaboration. A study in the Journal of Applied Psychology “A Century of Work Teams” (2017) shows that teams with high collaboration are more productive. Managers encourage teamwork by setting clear team goals, organizing team-building activities, and cultivating a collaborative environment.
Managers face challenges due to competitive cultures or siloed departments, those who promote teamwork achieve better performance and higher employee satisfaction. Leadership that encourages teamwork contrasts with ineffective management that breeds division and competition. By fostering teamwork, managers enhance the overall effectiveness of their people management strategies.
The Image below Shows How to Improve Teamwork
How Do You Manage People?
You manage people by giving clear communication, setting expectations, providing direct feedback, and creating an environment where individuals can contribute meaningfully to team objectives. A study in healthcare, Titled: Overcoming Challenges to Teamwork in Healthcare: A Team Effectiveness Framework and Evidence-Based Guidance (2021), emphasizes that clear communication is crucial for team performance. It notes that 60-70% of serious patient incidents stem from ineffective teamwork, often due to communication breakdowns.
As a manager, your actions should reflect the standards you set, demonstrating integrity and commitment. Effective people management strategies address ‘How to Manage People‘ and improve team performance, employee satisfaction, and organizational success. Daniel Goleman’s research on emotional intelligence highlights the transformational leadership style, emphasizing situational leadership for effectiveness.
Below is an image illustrating the basic formula for effective people management, incorporating principles from Herzberg’s Two-Factor Theory, Goleman’s Emotional Intelligence components, and SMART Goals
How Can You Effectively Manage Employees at Work?
You can effectively manage employees at the workplace by following the strategies listed below.
- You effectively manage employees at work by clearly defining roles and responsibilities
- You manage employees at work by encouraging open communication to keep everyone informed.
- By Providing development opportunities you effectively manage employees at work and help them grow.
- Recognizing achievements to manage employees at work and boost their morale.
- You effectively manage employees at work by creating a positive culture to manage employees at work, making them feel valued.
- The Peter Principles: Causes and Remedies also will assist on Why Things Always Go Wrong? what to avoid and solutions to issues.
Do Daily Routines Impact People Management?
Yes, daily routines impact people’s management skills. Regular activities like one-on-one meetings, task delegation, and checklists foster high engagement and contribute to maintaining an effective internal network, which is crucial for successful people management.
Incorporating routines yields positive outcomes. Routines reduce stress, create a harmonious work environment, and enhance management performance. A structured routine boosts focus and productivity, benefiting both managers and their teams.
Should You Develop Strong People Management Skills?
Yes, you should develop strong people management skills. Skills like effective communication, empathy, and leadership are critical for creating a productive, positive work environment. They allow managers to build trust, guide teams through challenges, and drive success.
A study by the University of Toronto and the National Bureau of Economic Research reveals that managers with strong people management skills significantly boost employee retention, highlighting the importance of these skills in maintaining a stable, committed workforce.
Can Software Fully Replace HR Professionals?
No, software cannot fully replace HR professionals. Software, particularly AI-driven tools can automate and streamline many HR tasks, but it cannot replicate the nuanced human interactions and decision-making that HR professionals provide.
What are the Importance of Effective People Management?
Some “Importance of effective people management” are leading and guiding employees towards common goals and organizational success while fostering their development. It boosts engagement, productivity, and job satisfaction, promotes a positive work culture, encourages innovation, and retains top talent. Research in the Journal of Applied Psychology(2015) shows that a positive work environment reduces stress and enhances satisfaction and productivity.
What are the Best People Management Courses?
The “best people management courses” are ‘Leading People and Teams’ by the University of Michigan and Mads Singers’ ‘Effective Management Mastery’ which focus on core competencies like conflict resolution, team building, coaching, and communication—skills essential for improving team morale, productivity, and retention. Below is a list of courses, their features, and providers, including Coursera, LinkedIn Learning, and Wharton Online.
| Course Name | Provider | Description | Key Learning Outcomes | Duration |
|---|---|---|---|---|
| People Management Skills | Coursera (University of London) | Comprehensive overview of managing and leading people effectively. | Team dynamics, conflict resolution, motivation techniques. | 6 weeks (4-6 hours/week) |
| Management Mastery | Mads Singers | Focuses on effective people management, practical management strategies, and coaching for personal development. | Effective delegation, communication skills, and personalized coaching techniques. | Self-paced |
| Effective People Management | edX (IIMB) | Designed for first-time managers to develop foundational management skills. | Networking, self-management, delegation. | 8 weeks (3-5 hours/week) |
| Coaching Skills for Leaders and Managers | LinkedIn Learning | Develops coaching skills for managers to effectively guide their teams. | Coaching techniques, performance improvement strategies. | 1 hour |
| Leadership Principles | Harvard Online Learning | Introductory course to leadership, focusing on core principles and practical applications. | Leadership styles, ethical decision-making, team motivation. | 6 weeks (2-3 hours/week) |
| Middle Manager | Alison | A free, self-paced course on management strategies for mid-level managers. | Organizational strategy, innovation, leadership ethics. | Self-paced |
| People Management & Team Leadership | The Knowledge Academy | Practical training in people management and team leadership with real-world applications. | Conflict resolution, team dynamics, effective communication. | 3 days |
| Building Your Leadership Skills | Coursera (HEC Paris) | Practical leadership skills course aimed at new and experienced managers. | Leadership frameworks, communication strategies, team building. | 5 weeks (3-4 hours/week) |
| Managing People: Engaging Your Workforce | FutureLearn (University of Reading) | Focuses on employee engagement and motivation strategies. | Employee motivation, engagement techniques, and performance management. | 4 weeks (3 hours/week) |
| High-Performance Leadership | Ken Blanchard Companies | Personal leadership and team performance improvement techniques. | Self-leadership, team building, performance management. | Self-paced |
| Advanced Management Program | Wharton Executive Education | In-depth executive program for senior managers to refine their leadership skills. | Strategic decision-making, organizational behavior, and advanced leadership skills. | 12 weeks (5-7 hours/week) |
What are signs of Bad people Management?
“Signs of bad people management” are observable indicators that highlight ineffective leadership practices, such as ineffective communication, micromanagement, and lack of support for development. LinkedIn Learning research (2020) shows that micromanagement and poor listening drive high turnover, as employees leave due to insufficient recognition and support. Conflict avoidance, manipulation, and blame-shifting erode trust and cohesion, while poor communication causes misunderstandings and lowers morale, and micromanagement stifles autonomy and trust.
How to Avoid Micromanagement?
To avoid micromanagement, build trust, focus on outcomes, and offer constructive feedback. “Signs of micromanagement” include excessive focus on details, constant validation of each step, and frequent update requests, which reduce morale and autonomy. Empowering employees to own tasks and make decisions independently boosts confidence and problem-solving skills, aligning with Ken Blanchard’s advice in The One Minute Manager to set clear goals, provide immediate feedback, and recognize achievements.