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People Management: Decoding the Industry Jargon

Posted by Insightlink on 12/03/19

Defined as the managing of employee or team relationships in order to ensure the delivery of company or department goals, people management is a vital component of leading a motivated and successful workforce.

With that in mind, today our friends over at Land Digital are breaking down some of the commonly used jargon in employee/employer scenarios to ensure you fully comprehend management best practices and, in turn, optimise and foster work relationships bound for success.
people management
Photo by Mimi Thian on Unsplash
Active listening
This is a fully engaged form of listening where the listener - often the manager - focuses on ensuring everything being communicated is fully comprehended in order to offer a thorough and considered response. This is a valuable tool to ensure employees feel their voice is being heard - an important factor in employee satisfaction and a fundamental factor in a positive team mentality.
Attrition rate
An attrition rate is the rate of reduction in a workforce - whether that be the result of resignation, retirement, contract terminations or other. This is an important concept for managers to be aware of and monitor regularly, as a high attrition rate may indicate a problem with management practices.
Broken communication
Misunderstandings can arise as a result of broken communication, which is a disconnect in the communications between parties. Of course, this can be particularly problematic if it occurs during briefs, as this can have a knock-on effect across the project and result in an inaccurate or unsatisfactory solution.
Conflict strategy
Conflict between team members is sometimes an unavoidable part of working life, and as a result, it’s imperative that a manager is able to competently deal with such difficult situations. To do this effectively, managers should look to implement conflict strategies - defined as a swift resolution method that thoroughly contemplates the problems of each individual in order to reach a mutually agreed solution.
Esprit de corps
More simply referred to as ‘team spirit’, esprit de corps is the mutual feeling of pride between team members. Managers should look to foster this mentality day-to-day in order to achieve a collective morale that, in turn, creates a positive working environment - to the obvious subsequent advantage of employee and business alike.
Management iceberg
This is a useful analogy to understand the emotional and practical intelligence required to effectively manage both the needs of an individual and the needs of a business. If you picture an iceberg that is partially submerged underwater and partially exposed above water, then the latter represents obvious and practical requirements - such as tasks, times, budgets and results. The former, on the other hand, represents the more subtle aspects of completing a job - such as the personality and motivations of those undertaking it. This analogy helps managers comprehend the variety of fundamental factors associated with any given task.
Micromanagement is understood as a management style in which employees are closely monitored, with managers practising excessive control right down to the minor details. Effectively, this strips an employee of their decision making ability which can be incredibly restricting to role progression, employee autonomy and subsequently, team morale. As such, managers should look to avoid this style of management wherever possible.
Open communication
Open communication promotes a distinct transparency between both team members and manager and team. Encouraging two-way conversation is an effective way of ensuring employee’s voices are heard and can be an efficient way of utilising ideas and expertise across your team. To implement this, place emphasis on feedback and collaboration wherever possible.
Responsible delegation
In order to complete tasks at the best possible standard, managers should look to implement responsible delegation - matching the task with the team member with the most appropriate skillset. This ensures managers are thinking commercially by guaranteeing client expectations are met (or exceeded) every time.
Situational leadership
Situational leadership is a management model first established by Dr Paul Hersey. At its core, it evaluates the unique needs of each employee and implements a different leadership approach for each individual accordingly. This can be a highly effective form of people management, as it deals directly with each individual in order to achieve collective goals.
Work-life balance
Work-life balance, defined as the ratio between work and daily life, should be a vital consideration for any manager. Ensure this is a factor in any commercial decision you make to maintain high-levels of employee engagement, team morale and subsequent job satisfaction.
A solid understanding and competent implementation of people management skills is vital to the success of any manager and ultimately the success of any business. With that in mind, be sure to spruce up on your jargon to ensure you’re managerial strategy is in-line with the latest in industry best practice.
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