How To Manage People

HOW TO
MANAGE
PEOPLE
Managing people
working as
individuals and in
groups
1. Lead by Example
5 A good manager will hold themselves to
the same standards as the rest of
effective their team. By showing behaviours
such as a strong work ethic, good
ways for organisational skills, honesty, and
openness, you can inspire similar
leader in behaviours in those who report to
managing you.
others Conversely, you should avoid saying one

thing and doing another, or
promising to do something and not
following through. Strong managers
get stuck in, take responsibility,
and follow the values of the
company
2. Listen to your team
•Leadership doesn’t mean simply barking out orders and
expecting others to jump to attention. Managing others
means listening to what they have to say, whether it’s
their ideas, concerns, or overall feelings, and taking it on
board.
•People like to feel heard and that their opinions matter.

What’s more, part of being in a team is collaborating
with others and contributing towards a common goal. A
manager who can guide this co-working and ensure
everyone feels they have a voice is a valuable asset.
3. Involve your team
•Decision-making is an important quality in a management
role. However, taking sole control over decisions that impact
your team isn’t the best approach. Instead, involve your team
when you need to take action and get their ideas and
opinions.
•Not only will this involvement help your team feel engaged
and valued, but it will also give you valuable insights into how
they’re feeling about upcoming decisions. It means you can
make a more informed decision and ensure that two-way
communication is established
4. Delegate
•Management is often about knowing the strengths and
weaknesses of your team and making plans accordingly. It’s
impossible for you to do everything yourself, and trying to do
so means you’re leaving valuable resources untapped.
Delegation means drawing on the strengths of everyone in
your team to deliver the best possible results.
•Understanding what can and cannot be delegated, who will

excel in particular areas, and how you can deliver and ask for
feedback are all vital skills for a manager
5. Be honest and sincere
•Ultimately, to foster strong and trusting working
relationships, sincerity and honesty are two essential
qualities. It’s as important to be honest when things are
going well as when they are not; trust is hard to gain and
easy to lose.
•By treating others with respect, following through on your

promises, and owning up to your mistakes, you can show
your sincerity. Talk positively about your colleagues, give
feedback in a measured and meaningful way, and take
responsibility for your team and your actions.
HOW TO MANAGE DIFFICULT PEOPLE
• Use empathy. Emotional intelligence is a valuable tool
here. You can use it to consider how the other person is
feeling – why are they being ‘difficult’? Are they simply
just going through a hard time? Try to understand why
their behaviur is challenging and ask yourself how you’d
react in their situation.
• Find common ground. Finding a shared interest or
common belief is a good way of making a connection
with someone. It can show that you’re on a similar
wavelength to the other person, which means you can
• Stay calm. Reacting to perceived transgressions can
further sour a difficult working relationship. Although
the person you’re managing may make things tough
for you, it’s important to react appropriately and
calmly. Remember, this doesn’t mean you have to
passively take rudeness, insubordination, or other
challenging behaviours.
• Keep it professional. You don’t have to be friends

with the people that you manage. Ultimately, you’re
all there to do a job. So long as you’re professional
and civil, no one can ask any more of you.
• Be honest. Difficulties can arise when elements
such as miscommunication or false assumptions
come into play. Sharing your side of the story
with a colleague you’re having difficulties with
can help to smooth things over.
• Deal with conflict. Conflict is a natural process

that can happen in all relationships. Don’t shy
away from such occasions, but instead deal with
them in a calm and analytical way. Check out our
open step on conflict strategies to learn more
1.Support Them In Being Their Authentic Selves In How They
Work
2.Make Sure Your Company Commits To DEI (Diversity, Equity &
Inclusion Efforts)
3.Tap Their Thirst For Knowledge With Stretch Assignments
4.Provide Solid Onboarding And Development
5.Lead With Empathy And Don’t Make Assumptions
6.Demonstrate An Impact On Society
7.Share Wisdom And Co-Create With Them
8.Provide Constant Creative Challenges
9.Contribute To Their Holistic Well-Being
10.Implement Early-Career Affinity Groups
11.Treat Them With Respect And Dignity
12.Embrace learning from mistakes
13.Foster transparency
14.Offer flexible work arrangements
15.Encourage a culture of community
16.Know what motivates Gen Z in the workplace

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HOW TO

others Conversely, you should avoid saying one

•People like to feel heard and that their opinions matter.

•Understanding what can and cannot be delegated, who will

•By treating others with respect, following through on your

• Keep it professional. You don’t have to be friends

• Deal with conflict. Conflict is a natural process

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