Carefully weaving the fabric of corporate culture through effective team management, employee engagement and people management in today’s competitive industry is not an easy task to accomplish for HR managers. Organisations face an increasing challenge to get people in sync with the company’s vision, mission and goals.

People management is an art and skill, which needs to be mastered by the next generation HR managers. HR is coming of age, and the demands of Gen-Y from companies are increasing as job opportunities flood the market. Some of the tips illustrated below will help employers and HR managers to manage talent and ensure that the competent workforce work cohesively in an organisational structure.

1. Learn to be patient with employees

Some employees’ maybe rather quick learners, while others take the gestation period to seep into the organisation culture to inherit values, traits and envision the same goals of a company. An employer or hiring manager should not adopt a fire or retire approach with employees.

They should treat their employees with the same respect as they expect themselves to be treated at all times. A strict and authoritative approach may impact the innovation spirits of the millennial and create disruption at work. Employees today believe in doing meaningful jobs, wherein the task entrusted is of relevance to captivate their interests and keep them engaged for long.

They also are keen on learning opportunities provided and employee recognition at every stage cannot be ignored. Hence, employers should strive to create strong intrapreneurs in the team, who are led by goals and are instruments of change to help achieve organisational dreams.

2. Weave the fabric of effective communication

Communication is the key to employee engagement, management and retention within a company. This should not mistaken for impressive oratory or pretentious connect with employees. In fact, open-mindedness, authenticity and genuineness are the three pillars of effective communication within an organisation. Together they help create a positive and healthy work culture within an organisation to open up new window of opportunities for innovative pursuits.

See: Leadership vs Management: Understanding the Difference

3. Be a good listener

Ability to listen to employees with a deep sense of internal security, unconditional respect and spirit of inclusiveness, devoid of the need to show supremacy or authority helps build strong bonds with workforce. Precise articulation and active listening with clarity of speech preceded by clear thoughts present an interesting listening experience. This is a great tool which if used effectively can help bridges of talent and connect with hearts of employees to win them over.

4. Instil beliefs in your team to share the same vision

Your team should believe in your vision, supported by an enthusiasm to attract and retain the best talent within the organisation. Each employee looks for a progressive and fulfilling experience when working with an employer.

Today’s millennial generation believe in taking risks when it comes to switching jobs or professions. In an environment built upon high attrition it becomes more difficult for employers to chart out a progressive path for the workforce to make their experience with the organisation an enriching one.

HR leaders need to develop an eye for critical talent, identify players that will stay for long and make them feel a part of the bigger picture of the company. The secret to mastering the art of leadership is to mentor and lead the team from front, by creating a culture of ownership.

5. Rise after setbacks

Ensure that the team sticks with each other through the highs and lows of business, thus celebrating success and fire fighting issues when course of action is demanded. When things go wrong, companies should be open to share the bad news, struggle through the challenging situations and tackle grapevine effectively by dealing with Chinese whispers that transmit information with infested distorted data.

HR leaders should have a proactive approach to deal with situations by sharing a sense of optimism and enthusiasm. Sharing reduces ambiguity of situations on the employees’ minds and helps unload business worries for a time. It also allows the team to brainstorm and come up with innovative solutions to resolve the situation better.

Further it creates a sense of security and solidarity within the team to ignite passion and stand together in the face of adversities. This 5-step plan will help HR managers to build a proactive workforce and manage the team effectively to collaborate and work in tandem to deal with changing business climate.

Also read: 8 Reasons HR Failed the Change Management

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