Managing people is very dynamic and there is no 'one size fits all' theory to achieve this. Even though managing people who you are working with can be relatively easier, it is nevertheless a clear fact that managing people based on a new role or new environment is very difficult because it comes with fear and a lot of uncertainties.
Therefore, to douse the tension and the anxiety, you should first have a discussion with the new people or environment you are about to exhibit your management skills. You have to get them to know you and trust you (your capabilities and competencies) as people would only naturally submit to one who they are sure is capable of handling all issues that bothers around and affects them.
After getting them to know you, also get to know the people you will be managing. Know their ideologies, their motivations and aspirations. Their previous history and prospects are also paramount. Understand their challenges and how you can be of support to them. Do not focus only on your subordinates, but also on those above you as they are also people you would have to manage.
In fact, “managing up” as Harvard Business Review, 2010 would put it needs to be taken even from a more strategic point of view than “managing down”.
The next thing you may wish to look at is the organization. You would need to ask about the organizational objectives, its mission and vision, its values, certain culture it upholds and secret documents. This will help you understand why certain people behave the way they do. I worked in an organization where “eye service” was the order of the day. The management of the organization rewarded workers in that organization probably based on “eye service” which was the yardstick for compensating merit. The management of the organization rewarded all those who were bringing gossips to the Executive Chairman or who reported every single wrong done by another employee to the Executive Chairman.
The action led to unhealthy competition and intra-departmental rivalry and with time the entire organization became more toxic than a war zone. People like us took a bow for the sake of our mental sanity. This same organization extended its hands of employment to me last year and I still turned them down as such toxicity still existed. Such was still their culture. Therefore, it is important to understand any organization you find yourself.
When managing people, have strong and good personal values. This will save you from troubles. For instance be disciplined and have high integrity. Don’t be a manager who is known to be vindictive or takes undue advantage of people’s weaknesses. Be known to be astute and transparent in all your dealings. If you are a leader who makes subordinates lie or do things that question integrity, kindly note that such shall be the measurement yardstick and description they would give about you.
Be punctual, make sacrifices and be knowledgeable about the position you occupy.
Once you have done all these, craft your strategies. While drafting your strategies, start from how things are being done to how best things should be done. Your strategies should also take into consideration how to manage change as people are likely to resist anything that questions the status quo at the initial stage for fear of the unknown. Maximize all available resources first (both human and material) before moving to those you seek to acquire. Map out the workability of these strategies in timelines and milestones. Also include who does what, when and how.
Documentation is key to any serious administration. In administration, we always say “if it is not written, it didn’t happen”. Document your strategies and proposal and get it approved for implementation. Once that is done, it has moved from being your drive to an organizational drive. Documenting it will also help align strategies properly and guide your actions.
In all, your success as a manager (managing people) is highly dependent on the relationships and connections you are able to build around the people you are managing. Therefore, don’t be in a hurry, take things easy and get things done gradually and professionally.
By Ikenna M. Okafor,
(SmeDoctor)
Human Resource Manager @ Ammasco International Limited
Deputy Registrar @ Integrated Institute of Professional Management
WhatsApp: +234(0)7032940777
LinkedIn Profile – https://www.linkedin.com/in/ogahr
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