You’re in charge of a team. How can you be the best people manager?

In my experience , few focus areas which help in become best people manager is Open and honest communication show Empathy and support when needed Recognition and appreciation for small achievements Trust the team Set clear goals and provide opportunities for learning and growth

everything is personal and every person is unique, always think about it and act accordingly. Try to know your team on individual level, take them out of the office for a coffee, if you are remote try to have some calendar to always meet personally periodically. Send to their place somethings they like like coffee, chocolate, cookies for children. For that reason you should know them and this will create a great connection and loyalty! To know your team members, you just need 2 things: 1- invest your time with them; 2- listen

Getting to know your team is essential. Knowing what motivates them, what their aspirations are, how they work best, and what they need from you builds trust and strong relationships. Remember the small things they tell you, and circle back after a while to follow through on your commitments. Whether it's finding training, sending them an article to delve deeper into a topic, or simply removing obstacles from their path to success, these actions demonstrate your support and commitment to their growth.

Open and honest communication is at the top of the list. Just as important is active listening skills. Be open to your team, validate, listen and learn. They often have great ideas. advocating for your team can increase performance and job satisfaction, which reflects back to the leader from the perspective of the organization.

As a people manager, striving to be the best involves adopting an inclusive approach, considering in unique individual motivations, goal setting, and tailoring goals to individuals to achieve the desired outcome. Providing regular feedback, practiced empathetic communication, and ensuring support and resources for all team members. Encouraging teamwork, providing growth opportunities, and professional development to enhance their respective careers. Putting into practice the values of transparency, accountability, and leading by example.

you should have some periodic meetings with each individual (you both should agree on the cadence: weekly, bi-weekly, monthly): 1-1's Business Reviews (like KPIs and OKRs) Feedback session Don't mix these things and treat them in their proper time as scheduled. Respect the schedule! Put in your calendar things like: check on XXXX specially if you are remote.

Effective communication is the cornerstone of strong leadership. Be transparent and consistent in your communication with your team members. Clearly articulate expectations, goals, and priorities, and provide regular updates on project progress and organizational developments. Encourage open dialogue, active listening, and constructive feedback to promote trust and alignment within the team.

Effective communication is probably the hardest skill to achieve. I can explain a task to 10 individuals at once and get 10 different degrees of solutions based upon each person's interpretation. The best way to communicate efficiently is to learn how the person performs best, whether it be via email, bullet point lists, step/s-by-step/s, or even sketches. Amongst just four people I am working with on one specific project, I have one I can just provide general direction, another needs step-by-step instructions outlines, the third requires a check-in every two hours to keep on task, and the last needs sketched-out depictions that show how the problem is worked through first to then understand the completion of the task.

You must empower your people as a leader. Leverage their strengths to share with others and develop projects that will expand their growth giving them trust and autonomy to do so!

Empower your team members by entrusting them with meaningful responsibilities and opportunities for growth. Delegate tasks and projects based on individual strengths and development goals, while providing the necessary guidance, resources, and support. Encourage autonomy and decision-making within defined parameters, fostering a sense of ownership and accountability among team members.

Empowering and Delegating team members can be very tough. First, to empower someone is to teach them as if they are an equal and then you gradually reduce oversite as they prove competence in task completion. Second, to properly delegate a task, you need to have proven your own authority and competence first. Prove to the team member you understand the task requirements, convince them of 51% control over the final solution through their buy-in of the task, and don't micro-manage. For both techniques, when the employee succeeds you praise; and when they fail, you assist. I find daily Stand Up meetings great for this as the entire team can buy-in to the work at hand regardless of empowerment or delegation of the work.

You should consider 2 things: 1- increase the person responsibility, hence you are going to charge them more; 2- give more autonomy to do things and decide things, this will prepare them to grow.

Inspire your team by setting a compelling vision, fostering a positive work culture, and recognizing individual and collective achievements. Celebrate successes, milestones, and contributions, whether big or small, to reinforce a culture of appreciation and camaraderie. Lead by example, demonstrating enthusiasm, resilience, and a commitment to excellence in your own work and interactions with others.

You motivate people to do some things: - Great individual, not generic, feedback, - Share your vision about the company, market, etc - Share the company's big picture and strategy, - People feel empowered when you share, so always share things that you can, like highlights from the quarterly review or meeting with your boss, - Inspire them to look for new things, new learnings, this will inspire them.

Invest in the professional development and career growth of your team members. Identify opportunities for skill-building, training, and mentorship that align with their career aspirations and organizational needs. Provide constructive feedback, coaching, and performance evaluations to help individuals thrive and reach their full potential within the team. Foster a culture of continuous learning and innovation that encourages adaptability and resilience in the face of challenges and opportunities.

The first idea regarding employee development and retention is to remember that everyone's time is limited and often we don't know until when. The second is to remember that you do not control factors such as salary, bonuses, benefits, etc. However what you can control is the fostering of a collaborative environment that values education and self-growth, praises employees for their success and assists them when they fail, and realizing that you may not have all of the answers. Majority of the greatest military leaders did not achieve their greatness on their own but by their own troops' belief in a collective success and then proving to everyone they were along-side even the youngest on the battlefield.

if the person feels that you care about them and you are helping them to grow as professionals, individuals and at their job; they will be loyal to you.

As a leader you need to also be humble and participate in the team's success by following your own advice. If you are telling your team they need to read a book each month, then you post each month a book you read. If you develop an action plan that every two years, they attend a conference or obtain credentials, they you should too. Most people are promoted into leadership opportunities not by credentials but by a company's need for opportunity in filling a role and then wipe their hands of the issues. So why do you desire to be like most? Instead learn from other leaders and develop your own style but do remember humility, empathy, and fostering collaboration as they are the three stepping stones of building a good team.

Reflect on your management practices, seek feedback from your team members, and actively pursue opportunities for self-improvement and growth as a leader. Stay abreast of emerging trends, best practices, and leadership methodologies in people management. Continuously adapt your leadership style and strategies based on lessons learned, evolving organizational dynamics, and the changing needs of your team.

In effective team management, transparency is crucial, but it is equally important to exercise caution in determining the extent of transparency provided to team members. As teams progress through forming, storming, norming, and performing stages, transparency should evolve accordingly: - Forming:clarifying goals and roles. - Storming: open communication to address conflicts. - Norming: constant communication and team agreements - Performing: high transparency helps in productivity and empower team members

LinkedIn - you have a whole section with multiple topics covering People management. This is a very broad question you have asked! You should just take the best from all those topics and conversations and you will be the best!

Para ser um melhor gestor de pessoas, você pode: 1. Desenvolver habilidades de comunicação eficazes para garantir clareza e transparência nas interações com sua equipe. 2. Demonstrar empatia ao entender as necessidades e preocupações dos membros da equipe. 3. Estabelecer metas claras e alcançáveis, alinhadas com as habilidades e interesses individuais dos colaboradores. 4. Reconhecer e valorizar o trabalho e as contribuições dos membros da equipe. 5. Oferecer feedback construtivo e regular para promover o desenvolvimento profissional. 6. Promover um ambiente de trabalho inclusivo e colaborativo, onde todos se sintam valorizados e respeitados. 7. Encorajar o crescimento e aprendizado contínuos, fornecendo oportunidades de treinamento.