How People Management Skills Help Talent Leaders Thrive

Becoming an effective leader of talent teams does not just happen overnight. Hiring is hard work, and recruiters and sourcers must navigate a sea of competing demands and tight timelines — and, in times like these, a challenging hiring market. These teams look to their managers for guidance and a sense of cohesion, which is especially challenging as employers navigate the aftershocks of the past two years alongside continued robust job growth in some sectors while others are still struggling. 

According to a survey by HR consultancy Aon, "33 per cent organisations are expected to offer a double-digit salary increase in 2022. However, employers are realising that pay alone may not be enough to retain workers in the current challenging environment. In order to succeed, they “need to focus on improving workplace culture, understanding workers’ priorities and helping managers lead remote or hybrid teams,” says Aon.

“These teams look to their managers for guidance and a sense of cohesion, which is especially challenging as employers navigate the aftershocks of the past two years alongside continued robust job growth in some sectors while others are still struggling." 

Fostering a strong talent team that supports the company vision, along with honing people management skills, takes work. But what does having strong people management skills actually mean? 

Here are some pro tips to help talent leaders build cohesion and help their teams thrive. 

Focus on putting people first

A strong team is greater than the sum of its parts, and good leaders know that putting people first is key for boosting those organisational dynamics. According to Scott Bonneau, Indeed Vice President of Global Talent Attraction and HR Analytics, this means identifying the roadblocks that get in the way of a team’s work, both on the team and individual level, and then strategising ways to overcome them. As he says, “Every problem is really a people problem,” which means a leader’s role is to find people-based solutions to challenges that inevitably arise. How can managers get started?

Build connections to nurture trust

Putting people first sounds simple, yet many leaders fail to invest the time to get to know their people on a one-on-one level. This lack of trust and communication can impact the psychological safety of a team and ultimately inhibit success, especially when it comes to remote and hybrid workers. A truly effective leader is empathetic; they know their team members’ aspirations and challenges and can help them cultivate those and play to their strengths. 

Strong leaders connect with their teams on both levels; individual as well as group. Relationships are best built face to face, even in a remote environment. Scheduling regular, weekly check-ins can help you get to know every member of your team. This also establishes respect and trust, showing you are invested in their success. In addition, it creates an environment of openness, should someone need help or just a listening ear. 

Set regular check-ins

Sometimes leaders have to deal with employees who, for any number of reasons, are not exactly the easiest to manage. Once again, developing trust and encouraging open communication are vital — but it pays to be strategic. 

Be proactive and set up time to meet one on one before potentially problematic situations get out of control. In these conversations, identify the problem areas by talking to the employee. Approach these conversations with their best interests in mind. Get to the cause of issues by asking questions that are rooted in compassion. Maybe, for example, their direct manager is not giving them enough opportunity to showcase their full potential; perhaps there is a cultural clash or they are dealing with a challenging personal issue. Resolving problems can be easy — if you are willing to practise compassionate leadership by being a good listener and offering potential solutions.

Hone soft skills to strengthen communication

This means focusing on soft skills like listening, communication and empathy, both in yourself as a leader and also among your team members. 

“Everybody can build a group of smart people, but can you build an emotionally intelligent group of people?” says Bonneau.

Leadership is hard work, but it is important to have fun and honour successes. When there are wins to celebrate, make sure all of the team is acknowledged. Showing workers that the time and energy put into successful projects does not go unnoticed is important to good leadership.

A leader is only as good as the people supporting them, so give those who put in the work the recognition they deserve. This fosters a positive workplace environment and can help boost morale.

Approach mistakes with humility

Feeling frustrated, embarrassed or ashamed when you make a mistake is normal, but this should not drive your reactions as a manager. Being open to correction can help you recall events more precisely, identify gaps in your thinking and then determine what went wrong. Framing errors as opportunities for growth allows teams to experiment and fail — within reason — without fear of repercussion.  

Everyone makes mistakes. When leaders fail to own their errors, morale can be affected. A sincere apology can work wonders in how the team perceives your leadership, so admit when you are wrong. Explain what you did and how you plan to correct it and take ownership of the issue. 

Extend the same grace to team members too. Keeping an open dialogue about what went wrong while creating a culture of continual growth acknowledges that no person or idea is perfect and allows everyone to keep learning.

Lead with integrity

An influential leader has clear convictions about what is right and wrong and combines their integrity and values with empathy for others. People who believe you are doing the right thing will be more inclined to follow you — especially if they also believe that, when something goes wrong, you will have their backs. 

The best leaders use their passion and enthusiasm to drive their teams to new heights. They take the time to explain mistakes and share the wins, all while celebrating their people. Good managers are not made overnight, but if you are willing to put in the work and practise what you preach, that commitment to compassionate leadership can push you — and your team — forward. 

People-centred leaders help their teams shine

Forget the outdated notion that good leaders are feared — to manage teams effectively, hone those people management skills. Good leaders walk the walk, inspiring their teams through integrity and compassion. As with any relationship, communication is key to team cohesion; if an employee is struggling, a one-on-one conversation can help leaders know how to help. And, as the last two years have demonstrated, approaching problematic situations with empathy builds a solid foundation for trust and continual growth.

Nobody ever said leadership was easy, but putting people first is a solid first step — and embracing compassionate leadership through these tips will elevate your people management skills to the next level.