About People Management Skills

Managers who work in small corporations and companies must have people management skills to effectively perform their jobs. Most companies use a hierarchical organization structure that requires managers or supervisors to oversee the work of others. Hence, these managers must oversee and coordinate the work of others to complete various projects. People manager skills can include communication, leadership, delegation, motivation, training and even performance feedback.

Verbal and Written Communication

One important people management skill is communication. Managers of small companies must know how to effectively communicate with employees to let them know what they expect from them on the job. Often, managers conduct one-on-one or even group meetings to keep employees apprised of certain projects or management decisions.

Managers also communicate with their employees through email and written status reports. In addition, management employees should know how to listen to employees, as some workers may have suggestions on performing tasks more efficiently. Employees may also have personal problems, where a manager may need to give a worker time off when needed.

Onboarding and Training

The manager plans or approves onboarding activities for new hires to acclimate them to company culture, values, policies and standards. Training is particularly important for new employees. Managers train employees directly, have experienced coworkers train them or coordinate an employee's offsite classroom training. Whatever the case, a manager needs to recognize an employee's skills and determine what training the worker needs to effectively perform his job.

Delegating Tasks

Top leadership skills include appropriate and strategic delegating. Managers usually have numerous projects to complete, and there are specific deadlines for these projects. Because managers in small companies cannot do all the work themselves, they need to delegate or assign tasks to other workers. The manager then holds each worker accountable for completing their tasks before the project deadline.

Managers must know the right employee to whom to delegate a specific task. In other words, managers should assign tasks to employees based on their abilities and strengths. That way managers can be more confident that the work will be completed correctly. Business News Daily suggests using project management software to track delegated assignments instead of repeatedly asking for status updates, which can be perceived as micromanaging.

Motivating and Inspiring

People management skills also include motivation, which is getting employees to have more excitement about performing their jobs. An effective manager knows that different things motivate employees. Some employees prefer closer supervision. Other employees prefer to be challenged in their jobs, desiring to take on more responsibility. Managers can often learn what best motivates employees by discussing their personal goals with them and encouraging initiative, suggests Gaebler.com. Managers can then start helping them achieve these goals by assigning projects that best utilizes their creativity.

Performance Feedback

All managers must provide performance feedback to their workers. The formal way of conducting performance feedback is a performance appraisal. A performance appraisal is a half hour or hour session where the manager reviews an employee's work over the past six to 12 months. She may explain what tasks the worker performs well and areas where he needs improvement, as explained by Paycor. Effective managers will not just evaluate an employee's work. They will write a development plan for the employee to help improve his performance.