You’ve finally landed the management position you’ve been working towards, and this job could make or break your career. Only problem is, you’ve never really learnt how to manage people, and it’s not as simple as you’d imagined.
“People management is a huge responsibility, even if you only have one person reporting to you,” says career coach Harry Dugmore. Yet many women find themselves in management positions having never learnt the basics. Here, experts share their wisdom:
There’s no one-size-fits-all
“The hardest thing to grasp about managing people is that every individual who reports to you is unique in their needs, outlook and receptivity to your management style,” says Dugmore. Good people management is about being versatile and customising your management style to each individual.
Find the balance
There’s a fine line between the tasks and people you’re managing, and you need to be careful not to over-emphasise one at the expense of the other, says performance coach Neil Tuck. You don’t want to be labelled “ruthlessly effective”, but you don’t want to be “harmoniously ineffective” either.
Be clear
Make sure that your expectations are well communicated, and ensure that everyone has clarity about the team’s core purpose and vision, as well as the plans to achieve that vision, says Tuck.
Learn to spot talent
Your job as manager is to match talent with the needs of the job, says Dugmore. Every job can and should be broken into tasks that require different talents and skills. As a manager, you should feel free to move people around to maximise their potential.
Watch your tone
Maintain a humble, sincere and dignified approach at all times, and never respond to people in a manner that’s patronising or condescending, says Tuck. Remember that being humble doesn’t mean being submissive or weak — we need only look to some of the world’s greatest leaders for examples of humble strength. Think Nelson Mandela.
Give recognition
Gain as much insight as you can about how people like to be recognised. Some love public fuss and celebration about their achievement, others prefer a quiet word. But everyone responds well when given their due, particularly when feedback is specific and insightful about what they’ve achieved. “But remember that giving recognition and praise in an inappropriate format can often do more harm than good,” warns Dugmore, so tailor your approach for every individual.
Encourage growth
Place a high priority on the development of the people you manage by ensuring that your management style is naturally empowering, motivating and inspirational. This will earn your team’s respect and foster a productive working environment.
Evaluate yourself
People management is not an exact science and your skills will develop and evolve over time. Take regular stock of what you’ve accomplished, noting what has worked and what hasn’t for each person you manage.
7 traits of effective managers
Work on developing these characteristics to improve your management style, says career coach Marlene Ward:
1. Have confidence in yourself and your abilities.
2. Be happy with who you are, but still strive to learn more and improve yourself.
3. Be honest and straightforward, knowing your success depends heavily on the trust of others.
4. Strive to include, not to exclude, and see information as a tool to be shared, not as power to be hoarded.
5. Be consistent but not rigid; flexible but not a pushover.
6. Make the decisions, but value input from others.
7. Don’t be afraid to try new things. If they fail, admit the mistake, but don’t apologise for having tried.
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