What makes an effective people manager?

Being an effective people manager is very important.  After all, it is those doing the job who play the vital role in your company performing to the levels you would like.  Managing your team is vital if they are to work to optimum productivity levels each day – remember happy staff members tend to be more hard working and loyal to their company.

We believe the behaviours detailed below make an effective people manage- these are just some there will be more!


Understanding your team

Understanding your team both personally and the job they do is vital.  We have seen on numerous occasions, managers not understanding the job their team do which ultimately makes it difficult to effectively manage them.  Equally understanding their role will make you appreciate the contribution they make which could lead to changes in making it simpler for them to complete and potentially give saving back to your company. Your team should be viewed as a valuable asset and that they make lasting contribution.


Express gratitude

We are always too quick to criticise rather than appreciate!  When was the last time you said well done or thank you to your team?  Just by saying thank you to your team makes the individual feel valued and appreciated, which can make a massive difference.  Also adding on why you are saying thank you and make sure it is just not saying thanks for thanks sakes.  Expressing gratitude can help develop loyalty and ensure workers are willing to invest maximum time and effort each day.


Communicate clearly

Setting clear expectations through clear communication is something all of us can do better!  Employees need to understand very clearly what is expected of them, for any individual task on any given day. This means clearly communicating effectively with workers, and ensuring they know what they are meant to be doing.  Managers need to be confident in delivering communication not just on a one to one level but to a group of people too.


Listen effectively

Always take the time to listen to your team – if they want to talk to you it is for a reason.  We can all be dismissive to quickly and assume “oh it’s another moan”.  A colleague who doesn’t think they are listened to can become resistant to change and end up working on their own, out of process and feeling less valued.  Sometimes it’s not always about work, your team need your support with matters both in and out of work.


Be decisive

Being decisive is important for managers in the workplace.  Your team of employees are ready to follow your lead, but they need to be given appropriate direction. If you are incapable of making a decision and communicating this clearly to your staff members, everyone could find themselves left in limbo and feeling lost.


Trust your team

Delegate tasks and take calculated risks.  This makes your team believe they are contributing more and are going that extra mile.  Not only does this free up some of your time but gives you a real opportunity to understand your team’s potential and spot rising stars within.  If your team have the opportunity to progress, they will take more pride in their work and deliver more – win win!


Don’t micro-management

Micro-managers tend to alienate employees very quickly and treat them like robots.  Your team are people, they are individuals and as such needed to be treated that way.  Employees do not want to feel like robots – it is important that they can make decisions relating to their own workload where appropriate.


Resolve conflicts

Sometimes, it is necessary for managers to be a good mediator, particularly if two members of the team have fallen out or just cannot see eye to eye. For the sake of overall performance and productivity, it is important to nip these situations in the bud and find an amicable resolution.


Set a good example

Be a manager who your team aspires to be like, treat people like you would want to be treated.  Remember there are lines and always recognise the difference between being a friend and a good manager.



Honest, Open and Transparency.  Being honest, open and transparent is part of setting a good example. If employees believe they are being misled, or important information is being withheld, this can lead to a breakdown of trust and undermine your relationship with them.


Contact us to see how we can help or visit www.chrysalis-consulting.co.uk


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