Basics of personnel management

Personnel management involves a lot of responsibility, tact and know-how. It is a central element of the company's success and has a significant influence on the productivity, satisfaction and loyalty of employees. Sustainable human resource management therefore involves not only managing tasks, but also understanding individual needs and potential. In addition, managers are faced with the challenge of always maintaining an overview and responding individually to each member of a team.

Direct vs. indirect instruments

Bosses, supervisors and team leaders have direct and indirect tools at their disposal to manage their staff. While the direct instruments directly influence motivation and behaviour, indirect measures aim at shaping the working environment in a positive way. Understanding and applying these tools is crucial to creating a productive and harmonious working environment with satisfied employees.

Direct tools of human resource management directly influence the motivation and behaviour of employees. This includes measures such as praise or agreeing on work goals. The joint planning of career steps, the inclusion of employees in decision-making processes and the targeted transfer of responsibility are also part of direct personnel management.

On the other hand, managers can use indirect instruments of human resource management that influence the working environment of employees. Examples of this are the selection of new team members, the targeted composition of teams, the incentivisation or monitoring of performance and an appealing design of the working environment.

Communication and recognition

Open dialogue and recognition are essential for appreciative and constructive interaction with staff. The right communication builds a relationship of trust and makes a lasting contribution to a positive working atmosphere. Here it is important to avoid misunderstandings, to listen actively and to promote an atmosphere of openness. Below you will find concrete tips for communicating with employees in an appreciative way.

Appreciative management in practice

1. Active listening: The way a manager engages with staff can make all the difference. It's about being really present when a team member is speaking and focusing on what they are saying rather than already formulating your own response in your head. For example, when a staff member raises concerns about a project, it is essential to listen to them without prejudice and to ask questions to ensure that the concerns are fully understood. A good manager repeats what has been said again in his or her own words. This ensures that the essence of the statement has been correctly captured and the team member feels understood.
2. Giving feedback: An appreciative feedback culture is essential for continuous improvement. Regular and constructive feedback helps staff to identify their strengths and areas for development. Make sure you always give constructive feedback and use the sandwich method, for example, by framing criticism or a suggestion for improvement with positive aspects and praise.

When it comes to complex feedback discussions in the context of employee interviews and career planning, this should take place in a face-to-face meeting, if possible, even if a company works mainly remotely. After all, a personal conversation is a sign of appreciation. The conference rooms of Office-Club, which can be reserved flexibly, offer an ideal, quiet environment without distractions. These rooms are ideal for personal feedback sessions with staff.

1. Delegate: Assigning the right amount of responsibility is a key to success. Through targeted delegation, a good manager uses the individual strengths of the team. For this, it is essential for managers to know the personal strengths and ambitions of their employees – this is also the purpose of regular feedback meetings.

 

2. Encourage and support: Good managers show their employees that they stand behind them. Simple gestures such as an encouraging word or offering support with a challenging task can increase the team member's confidence. For example, if a member of your team is about to give a big presentation, you could offer to do a practice run together.

 

3. Transparent communication: Good managers keep their team informed and involve them in decision-making processes. This promotes a sense of belonging and trust. Regular team meetings where everyone is informed about current developments and upcoming decisions are a good tool for this.

 

4. Conflict management: A constructive approach to conflict promotes team harmony. As a manager, it is important not to take sides, but to act as a mediator and find an acceptable solution for both sides. For example, if two staff members have different opinions on how to approach a project, you as a manager can encourage them both to make a mini-pitch of their idea. Ideally, this will result in a joint solution that contains ideas from both approaches.

 

5. Promote personal development: Invest in the education and development of your staff. This shows that you invest in their future in the company and value their contribution. For example, you could create individual training plans for each employee and allow them to attend specific courses or workshops.

Conclusion: It doesn't matter if you are already a manager or on your way to becoming one: It is important to always remember that each staff member is an individual with their own needs and perspectives. Effective management therefore requires flexibility and a deep understanding of the dynamics of one's team. As a manager, always be aware that your actions and decisions contribute significantly to employee satisfaction and thus to the culture and success of the company.