Management Made Simple: Hitting Targets and Retaining Your People

As an experienced manager who’s navigated countless meetings, deadlines, and team-building exercises (yes, even the awkward trust falls), I’ve come to a simple realisation: being a great manager doesn’t have to be rocket science. Sure, there’s nuance, strategy, and sometimes a sprinkle of chaos, but when you boil it all down, it really comes down to two key priorities: hitting your targets and retaining your people. If you can master these, the rest tends to fall into place. Trust me - I’ve been there.

But before we dive in, let me paint a quick picture. When I started managing, I made things way harder than they needed to be. I overthought every decision, micromanaged when I didn’t need to, and stressed about every small detail. (Sound familiar?) Looking back, I wish someone had handed me a guidebook that said: “Relax. Focus on your goals and your people, and the rest will work out”. So consider this blog my way of passing that wisdom to you, with a few real-world examples and actionable advice sprinkled in.

Priority #1: Hit Your Targets

Let’s start with the obvious: as a manager, your job is to deliver results. Whether it’s hitting sales goals, completing projects on time, or improving customer satisfaction, you’re responsible for ensuring your team achieves its objectives. Sounds simple enough, right? Except… what happens when things go sideways? (Spoiler alert: they will.)

Keep It Clear and Focused

One of the biggest mistakes I see new managers make is overcomplicating things. They drown their teams in endless metrics, ever-changing priorities, and constant “pivots”. It’s exhausting, and it rarely works. Instead, try this: clarify what matters most.

Real-World Example:

At one point in my career, I managed a sales team that was overwhelmed by a dozen competing priorities. We were chasing every shiny new idea, and morale was tanking. So, I decided to simplify. I sat the team down and said, “For the next quarter, our focus is on increasing customer retention by 15%. That’s it. Everything else is secondary”. Guess what? Not only did we hit our retention goal, but the team also felt more confident and less stressed. Clarity works.

Build a Game Plan - Then Adjust

Once you’ve set your priorities, create a realistic plan to get there. But here’s the catch: be ready to adapt. No plan survives contact with reality, and that’s okay. Your job is to guide the ship, not predict the weather ??

Pro Tip: Don’t be afraid to involve your team in the planning process. When people feel like they’ve had a hand in shaping the plan, they’re far more likely to buy in and execute it well.

Priority #2: Retain Your People

If hitting targets is the foundation of management, retaining your people is the glue that holds it all together. After all, what’s the point of achieving short-term goals if your team is burning out and heading for the exits? Keeping your team engaged, motivated, and supported is just as critical as meeting your KPIs.

Be Human First

Let me tell you about one of my early management blunders. I once had a team member - let’s call her Alex - who was struggling to meet deadlines. Instead of taking the time to understand what was going on, I jumped straight to problem-solving mode: “Let’s tweak the workflow, adjust the timelines, and add a status update meeting”. (Yes, I actually added more meetings. Rookie move.)

Turns out, Alex was dealing with personal challenges that were spilling into her work. When I finally sat down with her, listened without judgment, and asked how I could help, things turned around. She appreciated the support, and we worked out a plan together that helped her get back on track. Lesson learned: sometimes, the best way to retain your people is to simply be there for them as a human being.

Create Growth Opportunities

People don’t leave jobs; they leave managers who don’t invest in them. If you want to keep your team engaged, give them opportunities to grow. This doesn’t always mean promotions (though those are nice, too). It could be as simple as:

• Offering a challenging project
• Providing access to training programs
• Encouraging them to attend industry events

Real-World Example:

I once had a team member named Sarah who was itching to develop her public speaking skills. We didn’t have an obvious opportunity within our team, but I encouraged her to lead a client presentation. She knocked it out of the park and gained a ton of confidence. A few months later, she led an internal training session, which sparked a ripple effect of skill-sharing across the team. Investing in her growth paid dividends for everyone.

Celebrate Wins (Big and Small)

Recognition is one of the simplest, most effective tools in your management toolbox. Whether it’s a shoutout in a meeting, a handwritten note, or even just a quick “Thank you for going the extra mile”, showing appreciation goes a long way.

How My Books and Academy Can Help

If you’re nodding along and thinking, “This makes sense, but where do I start”? I’ve got you covered. My books and Leadership Academy are designed to help you put these principles into practice.

• Starting Strong: A New Manager’s Guide to Thriving in Leadership – The First 100 Days offers a step-by-step playbook for building trust, setting goals, and navigating the challenges of your first few months in management.
• Focused Leadership: The Manager’s Path to Simplicity and Success dives deeper into cutting through the noise and leading with clarity, empathy, and purpose.
• The 12-Month Leadership and Management Growth Academy provides ongoing support, coaching, and practical tools to help you become the leader your team needs.

Real-World Example:

One participant in the Academy, let’s call him Mark, started as a hesitant, overwhelmed new manager. Over the course of the program, he learned how to simplify his priorities, build stronger relationships with his team, and confidently lead meetings. By the end of the year, he wasn’t just surviving - he was thriving. And you can, too.

Wrapping Up: Focus on What Matters

At the end of the day, management isn’t about being perfect. It’s about showing up, focusing on what matters, and making progress every day. By prioritising your targets and your people, you’ll not only achieve great results - you’ll build a team that’s engaged, motivated, and ready to tackle whatever comes next.

So, take a deep breath. You’ve got this. And if you need a little extra guidance along the way, I’m here to help. Whether it’s through my books, the Academy, or just a bit of advice, let’s embark on this journey together. Your future self - and your team - will thank you for it.

Adrian ??