People Management Strategies for Organizational Success

Every business’ success is determined by the ability of a group of individuals to work together towards one goal: the success of the organization. Bringing dynamic, independent individuals into a team setting can be one of the greatest challenges for any manager. Every business owner or manager is looking for a more effective way to manage their team. In today’s business climate, effective people management will be the deciding factor in the level of success achieved by the business. If your team cannot work as a team, then you have no team.

While a lot of time is spent encouraging our employees to follow rigid, defined rules, we tend to lose focus on individual improvement and the creation of the future leaders of our organization. It is easy to tell someone that they are not doing the job well. It can be a little trickier to help them develop the skills they need to succeed. The best way for any company to improve as a complete organization is through the success of its individual workers.

When we focus on the personal successes of our employees personally, there is an increase in productivity, innovation, and efficiency that cannot be discounted for any company. This will, in turn, lead to employee engagement on a level we may not have been familiar with in the past. In the end, any organization is merely a sum of its parts.  When we increase the value of each part, the sum becomes greater!

Recognition and rewards for our best performers

People management professionals tend to lean towards the “carrot and stick” approach when attempting to manage their teams.  However, people cannot live on a diet of carrots alone.  The best employees require additional recognition and rewards for their best work.  Working for a paycheck is no longer enough to keep a great employee with an organization, the best of the best need to know they are working for their own advancement and that their efforts to benefit the company will be recognized by leadership.  If we cannot show them a future beyond their current position, they will seek advancement elsewhere.  In our world of social media and connectivity, freelancing and location independent employment have become a feasible option for any enterprising risk-taker.

Acknowledge contributions, good people management strategy

We must show our employees that their contributions are important to the organization.  This is done through financial rewards, bonuses and competitive pay increases. Positive feedback on a regular basis and the general idea that one is making a positive contribution to the overall goals of their employer can be enough motivation to keep the best talent in the organization.  This recognition can be used by the individual employee later as a bullet point on their resume when it’s time to seek a promotion.  Smart, ambitious, and career-minded individuals will respond to these incentives with greater enthusiasm. AS opposed to the one with the fear of being beaten down by the “stick”.

This is not to say that mediocre employees should not be dealt with.  If someone is performing below their abilities or expectation; we will need to determine, as a manager, if they are not being properly motivated. Or if they are not a good fit for the organization.  If they cannot be coached and trained to improve performance, it is generally better for the employee and the organization to part ways.

Encourage improvement through career and skill coaching

A good employee may be able to turn into a great employee. And this can be done just with the addition or refinement of a few skills.  We need to let our employees know that we would like to help them reach their goals within the company.  Identify the skills that they lack or are preventing advancement within the company and help them build on these skills.  Chances are if the skills can help them succeed in a higher role, the same skills will benefit their current role.

If the employee is ambitious and wants to further their own career, this individual improvement will not only elevate the performance of our team or department but of the entire organization.  Always remember, we get to take credit for the performance of our team. But it is our responsibility to give the individual their own credit for improvement and stellar performance.

This is an opportunity for an employee to ask themselves where they want to go with their career and see a long-term commitment to our business as possible.  This direction and drive will cause an employee to seek improvement from themselves.  The areas that need work may be concrete and specific. Or there may just be some general things that this person needs to work on to become more successful.  This success will first and foremost be seen in their current position, improving the performance of their own team greatly.  A team of individuals improving their skills as a group will cause the team to operate at a much higher level.  Wouldn’t you want to be the leader of that team?  I would.

Look for leaders

We should look at our employees as the future leaders of the organization.  If a fresh-faced college graduate can come into our company in an entry-level position and buy into our goals, culture, and philosophies; we may have found a future CEO.  This type of continuity is unheard of in today’s business market, but it is not impossible.  When the best employees are treated with the respect of someone who may one day become a leader within the company, they are more likely to develop the skills needed for someone who will assume that role.

One company, one goal

The leaders on each level of an organization are ultimately responsible for the successes and failures of its team and team members.  Company leadership, such as The CEOs must set the goals of the entire organization.  Once this vision has been created, it is up to each manager down the chain to define the goals and objectives of their division or department.  These goals need to be clear, concise and achievable on every level within the organization.

Each level of the company needs to determine their own role in the achievement of these organizational targets.  The goals set forth for our employees should be no different.  They need to see how their efforts are benefiting the company. And also, how their individual growth leads to growth for everyone.  We also need to ensure that the goals set for each employee play to their individual strengths within the team.  While the team must work together to succeed, it would be naïve of any leader to think the same formula will lead to success for every person.

When an employee can buy into a common goal, people are more likely to take their employer’s goals and successes personally. Personal pride in one’s organization and individual achievements is a powerful incentive to continue quality work and contribute positively to the company.  Without an emotional and personal stake in one’s work, employee engagement will drop. So we lose the greatest resource we command talented and innovative employees.

Closing Thoughts

When defining organizational success, we must look at the smallest level of the organization and build the success organically.  We cannot always rely on one program to work for everyone.  This is merely a start in creating a positive atmosphere. Here engaged employees are working for not only their own advancement but for the advancement of their team and company.

The best within our company are recruited, trained and promoted only through these shared successes techniques.  Some employees will come in and not be able to buy into this system of self-betterment. These will be the first ones to leave.  They will be the ones merely looking for a paycheck. And the ones content to work the same job for years and years.  While that may be suitable for some organizations, it cannot be suitable for another. For example, the one in which growth and innovation are valued.  These ideas are meant to identify the mediocre worker. That way they can either be put on the path to personal success or seek opportunities elsewhere. Hopefully, the tips laid above will help you improve your people management skills!

Eric Czerwonka
Eric Czerwonka is an entrepreneur and co-founder of Buddy Punch, a software company founded in 2013 that provides time-tracking solutions for startups, companies with employees, as well as anyone with a remote team to manage. In the future, Eric hopes to continue to fit each problem with the correct solution through the use of technology as well as innovation. Eric also holds a Bachelor’s of Science from the University of Wisconsin-Madison. Follow him on Twitter, Facebook, and LinkedIn.
Eric Czerwonka

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