People Management for Organisational Development

Today's people management has to be embedded in strategies in which the coldness of the relationship with employees loses ground to horizontal leadership, with less authority and more partnership and sensitivity among the whole team.

With the ever-accelerating changes taking place in the corporate world, anyone who doesn't value their employees and find more humane ways of relating to the different hierarchical levels of the company will end up being left behind.

I often say that in this new corporate era, the "human leader" is gaining ground and pushing aside the "cold boss".

To achieve the best results, people need to feel good and safe in their environment. Therefore, in order to succeed in business, the first thing a company must do is look after the well-being of its professionals and invest in more humanised leaders.

The ideal leaders for this new reality need to develop and hone their skills based on five fundamental strategies:

1. Give priority to humanisation

Even though we live in an age of globalisation and informatisation, managers must not forget that their employees are not machines. It is therefore important and fundamental to value them as the human beings they are!

In this way, managers must use their best skills to bring out the best in each of their employees. This way, everyone grows and everyone benefits from this relationship.

By giving priority to humanisation and investing in this strategy of valuing the human being, we are contributing to the growth of each employee in their life as a whole. This generates much more satisfaction, pleasure and willingness to participate in the company's plans.

2. Use the right practices

There's no point in demanding good results from your employees if the practice you teach them is wrong.

An action can be repeated countless times, but if the manager doesn't steer the team in the right direction, the employees will never do the job the way it should be done. Consequently, the objectives will not be achieved and the only result will be frustration, making it increasingly difficult to manage your team.

3. Use incentives that promote motivation

It may not seem like it, but incentive and motivation are different things. Motivation comes from within the professional and what makes it grow is the incentive offered by the company.

Managers can't motivate their employees, but they can encourage them with attitudes such as valuing their work, understanding their needs and helping them through difficult times. Showing that the employee is important to the company is already a big factor in increasing their motivation.

4. Working in partnership

The big mistake many managers make is thinking alone and not giving voice to their team members' ideas.

For work to be successful and generate the best results, there must be partnerships within the team. That's why a leader should always endeavour to remain open and available, while also making each of their employees feel an integral part of decision-making.

Simply knowing that they can count on their leader gives people the security they need to carry out projects with dedication and drive. And by feeling that they are part of the decisions made, the people they lead see themselves "inside" the project, which awakens a greater commitment to the results.

5. Improve yourself as a Management Coach

A manager leads and guides their employees. A Manager Coach, on the other hand, practises all the steps mentioned above and goes beyond them. They identify the individual competences and skills of their employees and are able to bring out the best in each of them.

The Manager Coach understands the key individual capabilities of his employees and uses them in a way that benefits the whole team. At the same time, they adopt practices that help the group overcome difficulties.

In short, we can say that the Manager Coach becomes a partner to their team members. Thus, together, they manage to deliver the best results for the company and generate benefits for everyone involved.

It's important to realise that the modern concept of people management focuses on the potential of human capital in organisations. In this way, it values and invests in competences, skills, teamwork, leadership and talent discovery.

All leaders and managers must have this vision, as they have a great responsibility for training their professionals, developing them and collaborating in the growth of the institution and the professional themselves.

If there are clear and realistic growth opportunities for people within the company, they will give their best in order to generate positive results for everyone.

Human capital is a company's greatest differentiator and is the main driver of the changes needed to achieve the results sought by an enterprise. For this reason, People Management is playing an increasingly fundamental role in the development of organisations!