Human resources are among the most vital resources for any organization and people management is the best way of deriving utility from these resources. To do that, we also need to focus on Training on people management for our employees.
What are people’s management skills?
As the name suggests they are a bunch of skills that aid an employee in managing people. They include communication, leadership, delegation, motivation, training, performance feedback, etc. that can help an employee to extract the best out of the people he is working with.
Top 11 skills an employee imbibes after Training On people management
Firstly, communication is essential to get one’s thoughts across clearly. Communicating in groups becomes important in meetings. Getting your thoughts across and accepted by fellow employees is amongst the best ways of growing in an organization.
For a supervisor, this helps in not only work allocation but also employee motivation.
Secondly, this is an important people management skill as a person can only do so much in the limited time he has. Effectively delegating tasks to others includes allotting tasks that have a fine balance of challenge, learning and growth opportunities, without over-burdening the employee.
Thirdly, the major driver of work satisfaction and work efficiency is motivation. As a superior and a leader, it becomes crucial to identify employees who require motivation and tailor the motivation delivery as per the employee’s personality.
There are different styles and techniques of motivation that a trainee undergoing people management skills learns and uses when required.
4. Leadership skills
Leading effectively is a people management skill of utmost importance in today’s work environment composed of a very diverse workforce. There are various styles of leadership based on different situations and employee-type that a person undergoing training can learn to become an effective leader. Read about How To Grow An Effective Leader?
5. Providing feedback
Moreover, as an appraiser of employee performance, the manager has to provide constructive feedback that will help the employee correct and grow. Giving feedback is not as easy as it seems.
Managers avoid doing this as it is seen as negative and something which would reduce the morale of the employee if delivered incorrectly.
Managers commit various types of errors such as recent effect error, horn and halo effect, first impression error, etc. while providing feedback. Furthermore, feedback must be followed by a clear development path set out for the appraised employee based on his specific needs. So, training in these aspects is thus useful.
6. Prioritizing and adapting
Also, employees need to be flexible with the constant changes in the work environment and their roles. Moreover, they must be adequately trained in prioritizing their work and adapt to the changes as change is the only constant in today’s fast-moving work environment.
An employee after training on people management can better chart out the work at hand and take up tasks based on their criticality rather than his gut feeling.
7. Taking interest
More often than not employees are fixated only on their work without paying much attention to tasks performed by their co-workers. Also, for an employee to succeed in the organization, we should train them on taking interest in other developments in the organization and inculcate best practices in his progress.
This goes beyond just hearing. It is the processing and analysis of the inputted words, which aid in better communication with fellow employees.
Judgment is mostly an outcome of a gut feeling. However, modern-day judgment is an output of a mix of data analysis, listening, observing and past experiences. Moreover, an employee must be able to weigh in these different factors that pull his judgment in different directions and arrive at a final verdict.
10. Open to ideas
When you stop accepting others’ ideas and experiences, you stop growing in an organization. Remember, it is not an individual’s playground. The employees must get training in accepting other thoughts and implement in the work.
Lastly, a manager is a problem solver. There are numerous way to solve it, but employees must learn the most cost-effective, quick yet long-lasting techniques of problem-solving
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