The Dos and Don’ts of How to Manage Your People

When it comes to how to manage your people, there are a few key things you should always keep in mind. First and foremost, it’s important to establish clear expectations and objectives for your team.

Secondly, delegate tasks and responsibilities appropriately – don’t try to do everything yourself!

Lastly, openly communicate with your team members on a regular basis. Feedback is essential for employee development.

By practicing these tips on how to manage your people, you’ll be well on your way to being an effective leader.

Table of Contents

What is People Management?

People management is the process of leading and supporting people in an organization in order to achieve business objectives. It includes setting goals and objectives, developing and communicating plans, organizing and staffing work, delegating and monitoring work, and measuring and rewarding performance.

Establish Clear Expectations and Objectives for Your Team

The first step in how to manage your people effectively is establishing clear expectations and objectives for your team. This way, everyone knows what is expected of them and can work together to achieve common goals.

Furthermore, setting objectives helps to hold everyone accountable and ensure that everyone is working towards the same goal.

Delegate Tasks and Responsibilities Appropriately

In order to be an effective manager, you need to delegate tasks and responsibilities appropriately. This means giving tasks to people based on their skills and abilities and trusting them to complete the task to the best of their ability.

It can be tempting to try to do everything yourself, but this is not an effective way to manage your people. By delegating tasks, you can focus on more important things, and your team will be able to work more efficiently.

Communicate Openly, Honestly, and Frequently With Your Team Members

Your team members are counting on you to be a leader and a communicator, so it’s important to make sure they’re kept in the loop on what’s going on.

Whether it’s sharing information about a new project, giving feedback on recent performance, or simply checking in to see how everyone is doing, open and honest communication is essential to keeping your team cohesive and effective.

How often you communicate will also depend on the size of your team and the nature of your work.

If you have a large team, you may need to communicate more frequently in order to ensure that everyone is on the same page.

And if you’re working on a fast-paced project, you may need to communicate more often in order to keep everyone up to date.

The bottom line is that you should communicate with your team members as often as necessary to ensure that everyone is on the same page and that the work is getting done.

Key Takeaway: It’s better to over-communicate with your team rather than under-communicate.

Provide Feedback Regularly to Help Guide Employee Development

Giving feedback is a crucial part of how to manage your people. It’s how you let your employees know what they’re doing well and where they need to improve.

But giving feedback is not always easy. It can be difficult to find the right words, and you may worry about coming across as critical or negative.

Here are some tips to help you give feedback in a constructive and helpful manner.

1. Be Specific

When you give feedback, be as specific as possible. This will help your employees understand what they need to work on.

Don’t say “you need to be more organized.”

Instead, try saying “I noticed that you didn’t have a plan for how you were going to complete that project. Next time, it would help if you created a to-do list or a timeline”.

2. Use “I” Statements

When giving feedback, use “I” statements instead of “You” statements.

For example, “I noticed that you were late to the meeting”. This will help the employee feel as though you’re giving them feedback rather than attacking them.

how to manage your people(Source)

3. Avoid Using “You” Statements

Using “you” statements is often seen as confrontational.

For example, “You didn’t do your job”.

It’s important to avoid coming across as confrontational, as it will only make the employee defensive and less likely to listen to your feedback.

4. Focus on the Behavior, Not the Person

When giving feedback, focus on the behavior, not the person.

For example, “I noticed that you raised your voice during that meeting. In the future, it would be helpful if you could try to keep your voice down”.

5. Provide Feedback Regularly

Giving feedback is not a one-time thing. It’s important to provide feedback regularly to help guide employee development.

Key Takeaway: Be specific, use “I” statements, and focus on the behavior when giving feedback.

FAQs About How to Manage Your People

How do you manage a group of people?

  • Communicate directly and transparently.
  • Offer a clear vision.
  • Encourage team collaboration.
  • Delegate with care.
  • Provide constructive feedback and recognition.
  • Overcome remote work challenges.

How do you develop and manage people?

  • Outline your goals.
  • Determine which areas need improvement.
  • Talk to your team often.
  • Be organized.
  • Take a leadership course.
  • Read people management books.
  • Learn how to listen.
  • Practice praising and rewarding.

How do leaders manage people?

As a manager, you collaborate with, influence, and communicate with employees of all levels. You do so effectively and confidently, and with empathy.


If you follow these tips on how to manage your people, you’ll be well on your way to being an effective leader and managing your people effectively. Remember, clear communication and feedback are essential for success.

If you want to be a better manager or leader, then check out for resources that can help you improve. From books and articles to online courses, we have everything you need to become the best possible version of yourself.

So why wait? Get started today and see the difference it makes in your career!

Leave a Comment