Contact Info  0208 226 6244 Arch 200, Prebend Gardens, Chiswick, London W6 0XT

People manager

People Manager

So, you want to know what it takes to become a people manager? Well, you’ve come to the right place!

To put it simply…you can’t manage if you can’t manage people.

Being a manager is difficult because what works for one team or one person seldom applies to everyone.

What is a people manager?


People management is a subset of human resource (HR) management. It requires the process of arranging employees and forming teams in order to improve the company’s performance.

Recruiting and training suitable personnel, mentoring and encouraging each employee to attain their full potential, actively interacting across all teams, and steering all team members toward a single goal are all components of successful people management.

Many companies with a big workforce appoint people managers as a liaison between their employees and management.

People managers normally work during office hours throughout the day; however, they may work any shift based on the business’s operational hours.

People managers operate mostly in offices, although they may travel to other corporate divisions to meet HR issues at many locations.

Why is a people manager important?


People of various ages, ethnicities, and cultures make up a company. It is vital to develop good management of all aspects of a business, including employees, in order to operate it properly.

Managing these disparities and aligning with the whole team is surely a difficult task – and here is where the role of people management in the organisation comes into the equation.

Its function is to regulate professional behaviour and build teams that are happier, driven, competent, and engaged with the company goals, resulting in greater business outcomes.

What are the qualities of a people manager?

Female manager supporting her employees

A competent people manager uses their experience and technical ability to get the work completed. However, those two elements are merely half of the narrative. As a people manager, your achievements will be based mostly on “soft skills” that are easy to overlook.

Below are the top 5 qualities needed to be a people manager:

  • Patience
  • Good Communication
  • Empathy
  • Flexibility
  • Honesty

What events do people managers organise?

man at conference talking

People managers play an important role in supporting other teams’ activities or organising their own.

It’s vital to properly organise, manage, and execute events while maintaining a secure, easy-to-join experience for participants.

Regardless of the sort of event they’re planning — sales kick-off meetings, wellbeing workshops, career fairs, or graduation ceremonies – they’ll undoubtedly be looking for methods for their employees to connect, recharge, and stay motivated.

They understand the significance of increasing morale, engaging and enlightening co-workers with clear, encouraging messages wherever they may be working.

How to be a good people manager?


Even if people management is difficult, it is still a talent that can be learned.

Here are 3 essentials that can help you better manage your employees and tasks:

Accessibility and openness

The strongest people managers are those that are approachable and accessible to their employees. They will reap the benefits of a happier team that trusts and believes in their manager if they can learn to be a good listener.

Be fair and consistent

Employees are prone to confrontation in the workplace. A competent people manager will always confront conflict, whether it’s a personal issue or a work-related dispute. They should deal with problems immediately and equitably, and they will gain the respect of their staff, as well as a more tranquil and productive work environment.

Motivate your staff

Making sure your employees are pleased and that their issues are acknowledged is the first step in encouraging them. After you’ve demonstrated to your employees that you can relate to them on a personal level, you can begin setting goals with the assumption that they will be reached.

Setting ambitious but realistic goals can motivate your staff to put in the effort required to achieve them. Set a good example by becoming a high performer, and your staff will be more inclined to follow suit.