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Last updated on 2024年7月18日

How do you pinpoint the root cause of people management issues?

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People management is a crucial skill for any leader, but it can also be challenging and complex. Sometimes, you may face issues with your team members that affect their performance, motivation, or engagement. How do you pinpoint the root cause of these issues and address them effectively? In this article, we will share some tips and tools to help you diagnose and resolve people management problems.

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Rajesh Naik, MBCI?

Risk professional, Business Continuity, Crisis and Project management.
James GATERA SANDE

Senior, Procurement Specialist, HQ Power - Yumn Ltd | CIPS Certification
Gabrielle Bayme

Chief Learning Officer at the New York City Mayor's Office of Management and Budget

1 Identify the symptoms

Identifying the symptoms of people management issues is the first step in pinpointing the root cause. These could include low productivity or quality of work, poor communication or collaboration, conflicts or complaints, lack of initiative or creativity, high turnover or absenteeism, and low morale or satisfaction. To understand the scope and severity of the issue, you can draw from various sources of information such as feedback, surveys, metrics, observations, and self-reports. The more data you have, the more accurate your assessment will be.

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Rajesh Naik, MBCI?

Risk professional, Business Continuity, Crisis and Project management.
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MY two cents, Just like all the fingers of one hand are not same, the team is all about people with different enthusiasm level, learning curve, ability to lead, etc. The leader needs to understand the structure and give the respect, coaching every individual requires. While all the team members would like to achieve they may strive for, that is the time when conflicts arise. So individuals assigned with the right task according to their capability would be involved in their own capacity to enhance their effectiveness. Building trust is also of importance, as this lessens the people management concern as that would help bonding between them. All said and done, there would be few disagreements and they have to be dealt in accordance.

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James GATERA SANDE

Senior, Procurement Specialist, HQ Power - Yumn Ltd | CIPS Certification
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Either I was lucky or unlucky because throughout my work experience since 2013, I have been working in such environments, however, the level management issues differ from one organization to another. Since only the level of magnitude differs, this management issues cross-cuts below areas; a) Unclear policies, procedures, guidelines, working frameworks and the absence of segregation of duties; b) Macro-management of the team and Un equal/fair treatment of team members ; c) Absence of clear goals and deadlines and teams' capacity to deliver the assignments; and d) Communication issues. If the management ensures the above are clear, we would completely avoid or have very few few such cases!

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Mangesh Kumar Hatkar

PMP | Project Management | Operations | Strategic Planning | Project Monitoring & Controlling | EPC | Business Operation & Development | EX- Operation Head @ L & T PTD | leadership Development @ IIM A
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Continuous assessment and improvement are key to effective people management. By taking a systematic approach to diagnosing issues by gathering the data by survey in focus group, exit interview...to name a few. Notice how manaers and employees interact and communicate. see if there are any signs of lack of clarity in roles and responsibitlites or mico- managmenet. By observing, listening and analyzing thoroughly, you can determine the root causes of people management problems and take corrective action. The key is addressing issues early before they become systemic.

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2 Ask the right questions

To pinpoint the root cause of people management issues, you need to ask the right questions and dig deeper into the symptoms. Different techniques can be used, such as The 5 Whys which involves asking "why" repeatedly until you reach the root cause. Additionally, a Fishbone Diagram is a visual tool that helps you identify and categorize the possible causes of an issue. Lastly, Root Cause Analysis is a structured process that involves defining the problem, collecting data, analyzing the data, identifying the root cause, and proposing solutions. This process can be done with various tools and methods such as brainstorming, Pareto charts, or cause-and-effect matrices. Asking the right questions and using these techniques will help you uncover the root cause of people management issues.

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3 Validate your assumptions

The third step to pinpoint the root cause of people management issues is to validate your assumptions. To do this, you can test them through experiments or trials, ask for feedback from team members, peers or managers, or compare them with other sources of information. For example, if you assume that your team member is not motivated by their work, you can try assigning them a different project or task to see if their performance improves. Alternatively, if you assume that they are not communicating well with their colleagues, you can ask for their feedback on how they feel about their interactions and what could be improved. Finally, if you assume that they are not getting enough training, you can compare their training records with the standards or expectations for their role.

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Gabrielle Bayme

Chief Learning Officer at the New York City Mayor's Office of Management and Budget
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Better yet, go straight to the source. Ask them directly. Use open-ended questions to gather information. Ask more open questions to drill down below the surface issues. Ask them how they feel about the task/project. Ask them what their understanding is of the expectations for their deliverables. Ask them what helps and hinders their ability to produce the expected results. Ask them what they would change about the project/task/project. Approach the conversation from a place of openness, curiosity, and a willingness to admit your assumptions may be wrong.

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4 Address the root cause

The final step to pinpoint the root cause of people management issues is to address the root cause. After validating assumptions and identifying the source of the problem, it's time to take action. Implementing solutions that target the root cause and reduce its impact is essential. For example, if a team member's low productivity is due to a lack of clear goals, set SMART (specific, measurable, achievable, relevant, and time-bound) goals for them and monitor their progress. Evaluating outcomes of solutions and measuring their effectiveness is also important. If communication skills are improved, assess this by utilizing feedback, surveys, or metrics. Lastly, communicate the results of solutions and share findings and learnings with team members, peers, or managers. For instance, if the root cause of a team's high turnover was addressed successfully, communicate how this was achieved and what benefits it brought to the team and organization.

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5 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?

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How do you pinpoint the root cause of people management issues?

1

2

3

4

5

1 Identify the symptoms

2 Ask the right questions

3 Validate your assumptions

4 Address the root cause

5 Here’s what else to consider

People Management

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How do you pinpoint the root cause of people management issues?

1

2

3

4

5

1 Identify the symptoms

2 Ask the right questions

3 Validate your assumptions

4 Address the root cause

5 Here’s what else to consider

People Management

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