How do you choose people managers?

2 Evaluate their communication skills

Communication is another key skill for people managers, as they need to communicate effectively with their direct reports, peers, and senior leaders. Communication skills include listening, speaking, writing, and presenting. A good people manager can listen actively, ask open-ended questions, and clarify expectations and goals. They can also express their ideas clearly, concisely, and persuasively, and tailor their message to different audiences and channels. They can also give constructive and timely feedback, and acknowledge and appreciate the contributions of their team members. To evaluate communication skills, you can observe how candidates interact with others, how they structure their messages, and how they respond to feedback and questions.

3 Observe their leadership style

Leadership style is the way a people manager leads and influences their team. There are different types of leadership styles, such as authoritarian, democratic, laissez-faire, transformational, and situational. Each style has its advantages and disadvantages, depending on the context and the team. A good people manager can adapt their leadership style to the needs and preferences of their direct reports, and the goals and challenges of the project. They can also balance between giving direction and autonomy, and between being supportive and demanding. To observe leadership style, you can ask candidates to describe how they lead their previous or current teams, how they delegate tasks, and how they handle problems and conflicts.

4 Check their technical skills

Technical skills are the specific knowledge and abilities that are required for the role or function of a people manager. Technical skills can vary depending on the industry, sector, or department, but they usually include some degree of expertise in the field or domain that the people manager oversees. A good people manager can demonstrate their technical skills by showing their competence, credibility, and curiosity. They can also coach and mentor their direct reports, and help them develop their own technical skills. To check technical skills, you can ask candidates to explain or demonstrate how they use certain tools, methods, or frameworks in their work, and how they keep up with the latest trends and developments.

5 Test their problem-solving skills

Problem-solving skills are the ability to identify, analyze, and solve problems in a systematic and creative way. Problem-solving skills are essential for people managers, as they need to deal with various challenges and issues that arise in their work environment. A good people manager can use different problem-solving techniques, such as brainstorming, root cause analysis, SWOT analysis, or decision matrix, to find effective and feasible solutions. They can also involve their team members in the problem-solving process, and encourage them to share their ideas and opinions. To test problem-solving skills, you can present candidates with a realistic scenario or case study, and ask them to explain how they would approach and solve it.

6 Measure their results and impact

Results and impact are the outcomes and effects that a people manager achieves through their work. Results and impact can be measured by various indicators, such as performance metrics, customer satisfaction, employee engagement, or innovation. A good people manager can set SMART (specific, measurable, achievable, relevant, and time-bound) goals for themselves and their team, and track and evaluate their progress and results. They can also demonstrate their impact by showing how they add value to the organization, how they improve processes or products, or how they contribute to the vision and mission. To measure results and impact, you can ask candidates to share examples of their achievements, challenges, and learnings, and how they measure and report them.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?