People Management Insights: Debunking Common Myths

What is one factor which most businesses have found challenging especially post Covid scenario?

?It is indeed People Management.

?Managing people is more than just overseeing tasks and hitting targets. Yet, several persistent myths can get in the way of truly effective leadership. Let’s debunk some of the most common ones! ??

Myth #1: People Leave Companies, Not Managers A major reason people quit is poor management. Employees who feel unsupported or unrecognized are more likely to walk away. Yes, company is the ultimate sufferer. While broader company factors play a role, poor management is a top reason for employee turnover. Employees often leave due to lack of support, recognition, or growth opportunities from their direct managers. One bad Manager can become the reason for the exodus on many champion performers.

?Tip: Focus on building strong relationships with your team. Showing empathy, offering guidance, and acknowledging achievements can go a long way in retention.

Myth #2: Managers Should Focus Only on Results

Managers need to balance achieving results with fostering a positive work environment. Focusing only on outcomes can lead to stress, low morale, and burnout. Good managers support their team's well-being, not just the numbers. Too much focus on numbers brings Managers focus on performers alone cause imbalance in team and promotes bias causing some potential performers to leave.

?Tip: Strike a balance between performance metrics and fostering a healthy, positive workplace. Create opportunities for team-building and celebrate small wins.

Myth #3: Employees Are Motivated by Money Alone

Yes, fair pay matters, but meaningful work, recognition, and growth opportunities often mean more to employees than their pay check. While fair pay is important, factors like meaningful work, recognition, professional growth, and work-life balance are often stronger motivators. People want to feel valued, have purpose, and see personal development. Too much money can make people greedy where they start measuring everything with money, which ultimately impacts the performance.

Tip: Recognize accomplishments publicly, offer professional development opportunities, and connect daily tasks to the bigger picture of the organization’s mission.

Myth #4: Feedback Should Be Reserved for Formal Reviews

Don’t wait for annual reviews! Ongoing feedback helps employees grow, adapt, and feel valued in real-time. Continuous feedback is more effective. Regular, informal feedback helps employees’ course-correct in real time and provides opportunities for immediate recognition and improvement, creating a more engaged and responsive team. Frequent feedback encourages self-assessment & personal development.

Tip: Practice continuous feedback. Positive reinforcement and constructive input in real-time can drive better results and keep employees engaged.

Myth #5: The Best Performer Should Be the Manager

Not always! Leadership requires emotional intelligence, coaching skills, and communication—qualities that not all top performers possess. Excellent performance in a role doesn’t automatically translate to strong leadership skills. Managing people requires a different skill set, including emotional intelligence, coaching, and communication, which not all high performers possess.

Tip: When promoting, look for employees with leadership potential, not just performance. Leadership development programs can help prepare future managers for success.

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?? Don't let these myths guide your management style. Successful leadership is about understanding your team, supporting their growth, and creating an environment where everyone thrives.

Final Thoughts: Beyond the Myths

Successful people management is about building strong relationships, adapting to individual needs, and creating an environment where your team can thrive. By debunking these common myths, you’ll be well on your way to fostering a more engaged, motivated, and high-performing team.

Thank you for reading this month’s newsletter! Stay tuned for more insights and practical tips to improve your people management skills.

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