What are some of the criteria and indicators of an effective people management model?

An effective people management model is characterized by several key criteria and indicators. Firstly, it prioritizes open and transparent communication, fostering a culture of trust and collaboration. It also places emphasis on employee development and growth, offering opportunities for continuous learning and skill enhancement. Moreover, such a model encourages a healthy work-life balance and supports employees' well-being. A robust performance evaluation system, based on clear and fair metrics, is another hallmark, ensuring accountability and recognition. Additionally, an effective people management model promotes diversity and inclusion, recognizing the value of different perspectives and backgrounds.

For example, putting a group of people in a boat with not get you anywhere. Telling them all to "row" will get some people rowing faster than others, some rowing backwards, and some not rowing at all because they don't see the point. However, if you tell them where you want to go and let them know that we will all get there together, then wonderful things will happen. Share with your people where you want to go and what you want to do. You might just be surprised at how eager they are to help.

First of all, I always try to praise job work publicly and correct poor work privately. This shows your employees respect. Second, feedback is a continuous process. If you are only giving feedback during their annual review, then you are truly doing a disservice to your employees. Third, feedback is the otherside of goal setting. So to follow the "Team rowing a boat" example, it might look something like this: "Good job John. Pickup the pace a little Joe, Jack can you assist? Impressive first day effort Jane. OK team, let's head a little to the right." Feedback and recognition is not only good for team moral, but helps you hit those goals.

Development and growth play a vital role in fostering a sense of hope within the organization. When employees are provided with opportunities for personal and professional advancement, it nurtures a profound sense of optimism and excitement. As a manager and representative of the organization, your commitment to valuing their growth and investing in their progression instills a clear sense of direction and purpose. This hope is rooted the belief that their efforts and hard work will be recognized and rewarded. As employees experience this hope, it strengthens their bond and commitment to the organization, resulting in enhanced retention. This cycle becomes self-reinforcing, as hope cultivates loyalty which fuels further hope and engagement.

First, engaging your team with provide you with valuable feedback on what is working and what needs improvement. I consider my employees as the frontline, and the ones who experience any changes or market resistance firsthand. Second, employee empowerment reduces the time between receiving information and taking action. The ability to act swiftly enhances an organization's chance of success. Third, combining these approaches harnesses the organizations' collective intelligence, enabling it to overcome administrative limitations. Finally, all of this creates buy-in to new plans and directions, as everyone had a voice in making it.

Your DEIA board should be diverse. Period. It should also come with extra pay and/or incentives. DEIA speakers should be paid as well.

Being a diverse and inclusive organization brings immense value by expanding the pool of skills and experiences available to us. Diverse teams bring fresh insights, alternative viewpoints, and unique problem-solving approaches, enabling us to tackle challenges with a broader range of solutions. This approach not only strengthens our ability to adapt to an everchanging business landscape but also positions us for long-term success in an increasingly interconnected and competitive world.

It is crucial for the team to monitor their work using both quantitative and qualitative indicators. This helps them evaluate their progress and make any necessary adjustments to achieve their desired results. Having a clear direction and involving the team in the work can increase engagement and improve outcomes.

Again, a positive and genuine leadership is necessary on top of all the criteria mentioned above. A true leader who walks the talk in sharing the vision, showing empathy and recognition, all these are the necessary conditions in effective people management.

In the era of Smart working, the lack of constant interaction further complicates people management; we got exactly how much information, verbal and non-verbal, people sharing the same physical space conveyed only when we lost this opportunity. Also, team spirit is harder to foster, particularly for newcomers, increasing detachment from the company and leading to a higher churn rate. While Smart working benefits both workers, companies, and society, it requires new skills and tools to be effectively managed by organizations.