What is People Management?

I've noticed that many people aren't quite sure what a People Manager does, so I want to take this opportunity to talk about it.

People management is the art of managing a team to achieve its best potential. It's about fostering a positive work environment, understanding individual strengths, and aligning personal goals with organisational objectives.

What Does People Management Involve Exactly?

• Building trust: Meaning creating a culture where employees feel valued and heard.

• Effective communication: Ensuring clear, open, and honest communication within the team, at all times.

• Conflict resolution: Addressing and resolving conflicts in a constructive manner, and being able to pick these up before they escalate.

• Motivation & development: Encouraging continuous growth and providing opportunities for skill enhancement.

• Performance management: Setting clear goals, providing regular feedback, and recognising achievements.

What is the different between People Management vs. HR Management?

While both people management and HR management are crucial for organisational success, they serve different but complementary purposes. Understanding these distinctions can help organisations optimise their workforce and ensure both individual and collective growth.

• People Management: This involves the direct interaction with team members to enhance their performance and well-being. It focuses on day-to-day team interactions, employee development, fostering a cohesive team environment, and addressing immediate concerns and opportunities within the team.

• HR Management: On the other hand, HR management operates at a strategic level, dealing with organisational policies, compliance, and the overall employee lifecycle. HR managers are responsible for recruiting, onboarding, training, and ensuring that the organisation adheres to labor laws and regulations. They work on creating frameworks that support people managers in their daily interactions.

It’s worth noting that some People Managers, such as myself, also do recruitment, onboarding, offboarding, and policy updates and reviews. If an organisation doesn’t have an in-house HR Manager or Director, People Managers will often work alongside employment lawyers when required, for example, I recently led and managed similar to two redundancy processes with the support of external employment lawyers.

What Kind of Person Excels in People Management?

I’ve worked with numerous HR Managers in the past, and from my experience of being a People Manger, they need the following characteristics -

• Empathetic listener: Someone who truly understands and values team members' perspectives.

• Strong communicator: Clear and effective in both giving and receiving information.

• Problem-solver: Proactive in identifying and addressing issues before they escalate.

• Adaptable leader: Able to adjust management styles to fit different team dynamics and individual needs.

• Encourager: Constantly motivates and inspires the team to reach their full potential.

People management is more than just a role, it's a commitment to nurturing talent and driving collective success. If you're looking for people management services to increase your team’s performance, please do get in touch, I’d love to offer my support.

Finding Balance: A Message from a Fellow Business Owner

Hey there, wonderful clients and friends…

It's time for a heart-to-heart chat about something that's been on my mind lately: work-life balance. As a fellow business owner, I'm all too familiar with the hustle and bustle of trying to keep everything afloat. But here's the thing – I've learned the hard way that there's a delicate balance between being successful in business and living a fulfilling life outside of work.

So, why do I preach about not overworking myself and keeping work separate from family time? It's simple: because I've been there, done that, and learned some valuable lessons along the way. Trust me, burning the midnight oil might seem productive in the short term, but in the long run, it can lead to burnout and regrets. More recently, I’ve told my son to tell me off when I’m working out of hours, or over the weekend. He has full permission to give me a talking-to because I’ve caught myself telling him to wait 10 minutes whilst mummy finishes an email….which ends up being two hours and I’ve missed vital 1-on-1 time with my son. When they ask you why you work so much and they’re only 3, you know you need to take a step back!

That's why I'm a firm believer in setting boundaries and taking time to recharge. Weekends are sacred – a time to unplug, unwind, and reconnect with what truly matters. And guess what? You can do it too! Yes, you. You don't have to do it all alone. Just like I have my trusty virtual assistant to support me during busy periods, you can delegate tasks and lighten your load. Your sanity and well-being are worth it, I promise.

Now, let's talk about perspective – oh, how important it is! You see, I've met countless people who, in the face of a health scare or a life-altering event, suddenly gained a new perspective on what truly matters in life. And you know what they all say? They wish they hadn't spent so much time chained to their desks, chasing after success at the expense of their relationships and personal happiness.

Please don’t wait for a wake-up call to realise the importance of balance and perspective. We're not going to be remembered for the hours we spent working or the digits in our bank accounts. No, what truly matters are the memories we create with our loved ones and the presence we bring to their lives. This especially rings true if you have kids.

So, here's to finding that sweet spot between work and play, between ambition and contentment. We should always prioritise our well-being, nurture our relationships, and savour the moments that truly matter. And if you ever need a reminder or a helping hand, I'll be right here, cheering you on every step of the way. Because, together, we can build successful businesses and lead fulfilling lives no matter what society may say.

From Chaos to Clarity: Creating an Employee Handbook

Hey there, fellow entrepreneurs and business enthusiasts! Today, let’s dive into the exciting world of crafting an employee handbook. I know, the words ‘employee handbook’ might sound as exciting as watching paint dry, but bear with me. Imagine the handbook as your company's compass, steering both you and your team through the dynamic landscape of business. Now, let’s infuse these foundational policies with finesse, transforming them into a document that embodies the professionalism of your organisation.

Chapter 1: Once Upon a Business...

Every great story starts with an introduction, right? Well, your handbook is no different. In this chapter, we lay down the foundation of your tale: the company’s mission, values, and we touch on the unique company culture that makes your business special. This sets the tone and gets everyone on the same page (literally and figuratively!).

Chapter 2: Employment Policies

Employment policies – the unsung heroes of the workplace! Here, we outline the terms and conditions of employment, painting a vivid picture of working hours, pay and benefits, annual leave (leave policies), and how to handle unexpected plot twists, like sick days and overtime.

Chapter 3: Code of Conduct

In this chapter, we venture into workplace behaviour. We talk about ethics, confidentiality (because we all know how important that is), and ares like harassment and discrimination. Plus, it should give some tips on how to use social media responsibly.

Chapter 4: Performance Management

What’s an adventure without some goals and challenges? Here, you’ll delve into the world of performance management. Setting expectations, outlining training and development (if available), and ensuring everyone knows their role.

Chapter 5: Communication is key

Communication, the magical thread that weaves your team together. From the ancient art of email correspondence to the grand council meetings (aka company-wide gatherings), this chapter explores the various forms of communication that keep the wheels of your business turning smoothly. Since the pandemic, a lot of companies have adopted a hybrid working module, which requires even more communication between teams. This is your opportunity to spell out how you and your team will communication - for example, via Slack, weekly meetings, daily check-ins etc.

Chapter 6: The Benefits Bonanza

Employees love a good benefit package, it can make or break a candidate offer. Here, you’ll explore employee benefits, whether that’s health and dental insurance, wellbeing benefits, company yoga sessions, retirement plans, enhanced maternity leave, share options, or company mobile phones - you get the jist! It’s the small things that keep your employees motivated and happy in the workplace.

Chapter 7: Grievance and Disciplinary Procedures

In every business, there are bound to be conflicts. This chapter equips your team with conflict resolution skills, ensuring that minor issues don’t turn into a wider problem, however, there may be larger conflicts that need reviewing and monitoring. Healthy discussions and problem-solving strategies are key when it comes to keeping your workplace harmony intact. This section gives employees the tools to put forward any issues they may have so the company can deal with them in a timely manor.

Chapter 8: The Farewell Fiesta

Some employees with move onto new ventures, but farewells can be sweet. This chapter discusses the proper procedures for parting ways, ensuring that even as employees embark on new adventures, they leave with gratitude and good memories. It should cover the off-boarding process, i.e. what to do with company equipment, passes, logins etc.

So there you have it, a short guide to crafting an employee handbook. Remember, your handbook is not just a collection of rules and policies; it’s the storybook of your company's journey. Add a dash of creativity, and use imagery throughout to make it more appealing - it doesn’t have to be boring!