As a manager, my primary responsibility is to create an environment where my team can thrive. The views I’m about to share are purely my own, derived not from management textbooks or theories, but from my many years of hands-on experience managing people in both large and small organizations. Over the years, I’ve come to understand that the best way to achieve success is by focusing on the people rather than the company. This might sound counterintuitive and is certainly an unpopular opinion, but I firmly believe that when employees feel comfortable, valued, and supported, they perform better, and the company inevitably prospers.

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Here, I want to share my approach to people management, which revolves around continuous improvement without pressure, sincere yet protective feedback, and maintaining a relaxed, inclusive, and collaborative atmosphere.

Encouraging Continuous Improvement Without Pressure

One of the fundamental roles of a manager is to encourage their team to improve continuously. However, there is a delicate balance to strike here. Setting overly ambitious goals can lead to stress and burnout, ultimately defeating the purpose of growth. Instead, I focus on fostering a mindset of steady, incremental improvement.

In my experience, the key is to inspire rather than push. I make it a point to understand each team member’s strengths, weaknesses, and aspirations. This way, I can provide personalized guidance that aligns with their professional goals. By offering opportunities for learning and development that are challenging yet attainable, I help my team members grow at a pace that is both comfortable and motivating.

For instance, I might suggest a new project that slightly stretches their current skill set or encourage them to take up a course that interests them. The goal is to keep them engaged and excited about their work, without imposing undue pressure.

Another aspect of this approach is recognizing and celebrating small victories. When team members see that their efforts are appreciated, they are more likely to stay motivated and continue pushing their boundaries. Regularly acknowledging progress, no matter how small, reinforces the idea that improvement is a journey, not a destination.

Providing Sincere but Protective Feedback

Feedback is an essential tool for growth, but it needs to be handled with care. Honest feedback is crucial, but it should be delivered in a way that is constructive and empathetic. Moreover, as a manager, it’s my duty to shield my team from feedback that might be harmful or demotivating, especially when it comes from individuals who may not have a complete understanding of the context or the person’s journey.

When providing feedback, I ensure it is specific, actionable, and framed positively. For example, instead of saying, “You did this wrong,” I might say, “Here’s an area where you can improve, and here’s how.” This approach not only highlights the path to improvement but also shows that I believe in their ability to grow.

Protecting my team from potentially damaging external feedback is equally important. I filter out unnecessary negativity and ensure that any external input is contextualized properly. By doing so, I preserve their confidence and focus on constructive development.

Additionally, I make it a point to provide regular feedback rather than waiting for annual performance reviews. This continuous feedback loop helps to address issues promptly and keeps the development process dynamic and responsive.

Creating a Relaxed and Enjoyable Work Environment

Work should be a place where people enjoy spending their time. I aim to create an environment where my team feels at ease, free from the constant pressure of results and performance metrics. This doesn’t mean that we don’t strive for excellence – we do – but the journey is just as important as the destination.

I encourage a culture where taking breaks, having casual conversations, and enjoying moments of fun are not only accepted but celebrated. A relaxed environment fosters creativity and collaboration, allowing my team to produce their best work naturally.

This approach extends to our attitude towards mistakes. Instead of treating errors as failures, we view them as learning opportunities. This reduces the fear of failure and encourages experimentation and innovation.

To maintain this atmosphere, I focus on creating a physical and emotional space that is conducive to relaxation. This includes everything from comfortable office furniture and designated break areas to promoting mental health awareness and support.

Maintaining a Collaborative and Non-Competitive Atmosphere

Competition can be a double-edged sword. While a certain level of healthy competition can drive performance, too much of it can create a toxic work environment. My goal is to foster collaboration over competition.

In our team, we emphasize collective success. We celebrate team achievements more than individual accolades. This cultivates a sense of unity and encourages team members to support each other. I also ensure that collaboration is a core part of our work processes. We regularly hold brainstorming sessions, team-building activities, and cross-functional projects that require everyone to work together.

By promoting a collaborative atmosphere, we reduce internal competition and focus on achieving common goals. This not only enhances team spirit but also leads to more innovative solutions and better overall performance.

Moreover, I actively discourage behaviors that foster unnecessary competition. For instance, I avoid using performance rankings or metrics that pit team members against each other. Instead, I focus on collaborative goals and group achievements.

Prioritizing People Over the Company

This is perhaps the most unconventional aspect of my management philosophy: putting people before the company. It might seem radical, but I believe it is the cornerstone of effective management. When employees feel valued and supported, they are more motivated, engaged, and productive. As a result, the company benefits significantly in the long run.

My priority is always the well-being of my team. I make it a point to check in with them regularly, understand their challenges, and provide the necessary support. Whether it’s flexible working hours, additional resources, or just a listening ear, I ensure that their needs are met.

By focusing on creating a positive and supportive work environment, I help my team members bring their best selves to work. This not only improves their performance but also contributes to a more positive workplace culture, ultimately driving the company’s success.

Another important aspect of this approach is understanding that work-life balance is crucial. Encouraging my team to take time off, respect personal time, and avoid burnout is a priority. I believe that a well-rested, happy employee is far more valuable than an overworked, stressed one.

Embracing Inclusivity

Inclusivity is not just a buzzword; it’s a vital aspect of a healthy work environment. As a manager, I strive to ensure that everyone on my team feels included and valued, regardless of their background, beliefs, or identity.

This means fostering an environment where diverse perspectives are not only welcomed but actively sought out. I encourage open dialogue and ensure that everyone has a voice in decision-making processes. Inclusivity also involves providing equal opportunities for growth and development. I work hard to identify and eliminate any biases in our processes, ensuring that everyone has a fair chance to succeed.

An inclusive environment enhances creativity and innovation, as it brings together a variety of perspectives and ideas. It also improves employee satisfaction and retention, as people feel respected and valued for who they are.

Moreover, I actively promote diversity in hiring practices and team composition. By building a diverse team, we not only reflect a broader range of perspectives but also create a more dynamic and innovative work environment.

The Role of Emotional Intelligence in Management

Emotional intelligence (EI) is a critical component of effective management. Understanding and managing one’s emotions, as well as recognizing and influencing the emotions of others, can significantly impact team dynamics and performance.

As a manager, I strive to develop and apply EI in my interactions with the team. This involves being aware of my own emotional state and how it affects my behavior and decision-making. It also means being attuned to the emotional cues of my team members, understanding their feelings, and responding appropriately.

One way to enhance EI is through active listening. By truly listening to my team members, I can better understand their concerns, motivations, and needs. This helps me to provide more targeted support and foster a more empathetic and responsive work environment.

Developing Trust and Building Relationships

Trust is the foundation of any successful team. As a manager, building trust with and among my team members is paramount. Trust creates a safe space where people feel comfortable sharing ideas, taking risks, and expressing themselves without fear of judgment.

Building trust requires consistency, transparency, and integrity. I make it a point to follow through on my commitments, be honest and open in my communications, and act in the best interests of my team. Trust is also built through regular, meaningful interactions. By spending time with my team members, both individually and collectively, I strengthen our relationships and foster a sense of camaraderie.

Moreover, I encourage open and honest communication within the team. This means creating an environment where team members feel safe to voice their opinions, share feedback, and address conflicts constructively.

Fostering Professional Development and Career Growth

One of the most rewarding aspects of management is seeing your team members grow and succeed in their careers. As a manager, I take an active role in fostering their professional development and career growth.

This involves not only providing opportunities for skill development but also helping team members to identify and pursue their career goals. Regular one-on-one meetings are an excellent forum for discussing aspirations, identifying development needs, and creating personalized growth plans.

I also advocate for my team members, providing them with visibility and opportunities to take on new challenges. Whether it’s recommending them for a high-profile project, supporting their attendance at industry conferences, or connecting them with mentors, I do everything I can to facilitate their growth.

Implementing Flexible and Adaptive Management Styles

Every team and every individual is unique. A one-size-fits-all approach to management is unlikely to be effective. Instead, I adapt my management style to suit the needs of my team and the specific circumstances we face.

For example, some team members may require more guidance and support, while others may thrive with greater autonomy. Similarly, different projects may call for different management approaches – from hands-on supervision to a more hands-off, advisory role.

By being flexible and adaptive, I can better meet the needs of my team and ensure that we remain agile and responsive to changing demands and challenges.

Creating a Culture of Recognition and Appreciation

Recognition and appreciation are powerful motivators.

Acknowledging the hard work and contributions of team members fosters a positive work environment and boosts morale.

I make it a point to regularly recognize and celebrate achievements, both big and small. This can be done through formal channels, such as awards and commendations, as well as informal gestures, like a simple thank-you note or a shout-out in a team meeting.

Creating a culture of recognition also involves encouraging team members to appreciate and acknowledge each other. Peer recognition can be incredibly meaningful and helps to build a supportive and collaborative team dynamic.

The Irony of Team Building: More than Just a Once-a-Year Event

Finally, let’s address the elephant in the room: team building activities. While they can be fun and momentarily boost team morale, I often find myself questioning their long-term impact. It sometimes feels like organizing a team building event is akin to being a parent who neglects their child all year, only to assuage guilt by buying them an expensive smartphone.

Don’t get me wrong; team building activities can be beneficial. They provide opportunities for team members to bond, collaborate, and strengthen relationships outside of work tasks. However, true team building should happen every day, embedded in our daily interactions and workflows.

In today’s hybrid or fully remote work environments, fostering a sense of camaraderie and teamwork becomes even more challenging and crucial. It’s about creating a culture where teamwork is not an event but a continuous practice. Whether through virtual coffee chats, collaborative projects, or shared goals, building a cohesive team requires consistent effort and genuine investment in each team member’s growth and well-being. So, while the occasional team building activity can be a nice break, the real work of team building happens in the day-to-day interactions and mutual support among colleagues.

Final Thoughts

Being a manager is about more than just overseeing tasks and ensuring productivity. It’s about creating an environment where people feel valued, supported, and motivated to do their best work. By focusing on continuous improvement without pressure, providing sincere yet protective feedback, fostering a relaxed and enjoyable work environment, promoting collaboration over competition, prioritizing people over the company, and embracing inclusivity, I believe we can create workplaces where everyone thrives.

In the end, when our people are at ease and enjoying their work, the company will naturally prosper. This people-first approach is not just good for the employees; it’s good for business too.

So, let’s focus on our people, create a supportive and inclusive environment, and watch as both they and the company grow together.