Human Management Explained
If human management were to be described with a word, it would be coordination. Human management involves helping others to be the best of their version for them to contribute meaningfully to the sustainability and growth of the organisation they work for. It is a concept that is reflective of a bigger role assigned to a person who is believed to possess a set of skills that others lack. Human management can also be referred to as the act of identifying the strength and weakness of others, and harnessing both to move an organisation forward.
More often than not, entrepreneurs assume the role of a human manager because they cannot afford to fold their arms and watch their business ruin due to inefficiency of workers. Successful entrepreneurs also hire competent and highly-experienced managers to see to the overall coordination of their businesses. This is probably because entrepreneurs are too busy to monitor their workers themselves or they lack the requisite knowledge to undertake such task or both. By extension, an entrepreneur can manage people (workers) by himself or herself and he or she can hire an expert to do so.
Many benefits are attached to good and effective human management. Any business that succeeds in its attempt to utilise its workers to the fullest experiences rapid development, enjoys goodwill and builds strong reputation. If an entrepreneur manages his or her workers well, his or her business will maximise a lot of profit. This will help the company not only to pay its workers as and when due but to also invest in workers for a better output experience. Meanwhile, as soon as a company starts to maximise a lot of profit and pays its workers well, it begins to attract more customers while it expands its wings simultaneously.
However, bad human management can make entrepreneurs run at loss. Every organisation makes progress when its workers are put to use properly. When workers are not managed as they are ought to be i.e. when workers are not utilised to their best, their organisation will experience setback of different forms. First, the company will not meet its goals at the end of the business year. Secondly, customers will have low nor no confidence in the goods or services of the company. These, if not curbed or put under control, will lead to the fold up of the company eventually.
Human management is vital to the development of every company. No company that craves genuine growth takes human management with levity because the efficiency of a company’s workers determines whether the company will be successful or otherwise. This explains why people opt for series of professional courses in Human Resource Management (HRM) to enhance their skill and knowledge in coordinating human beings to achieve different types of goal. Specifically, entrepreneurs strive to learn how to manage people because it is a determinant for achieving their goals. Since it is not possible for them to execute all of their business tasks singlehandedly, entrepreneurs rather coordinate other to co-execute the tasks.
Managing People as a Young Entrepreneur
Young entrepreneurs would not have any reason to learn how to manage people if everyone would do all that is required of them at the appropriate time. Working with people would not require a manual if workers discharge their duties even without being supervised. No one would talk extensively about how to manage people if everyone understand what responsibility means. However, records have it that most workers are guilty of dereliction of duty when they have no one to supervise them. This is what makes it necessary for entrepreneurs, particularly the young ones, to learn how to manage people working with them to achieve the best result.
If you always have difficulties coordinating your workers; if working with people gives you persistent headache or you just want to know more about managing people as a young entrepreneur, follow the instructions discussed below.
- Communicate with your Team: This is a must-note and paramount tip for young entrepreneurs who want to know how to manage people effectively. Nothing kills inter-personal relationship and business faster than assumption. If a young entrepreneur expects his or her workers to fulfil his expectations without telling them in clear terms, misunderstanding will constantly set in and the business involved will suffer untold hardship. Young entrepreneurs need to embrace communication if they aspire to manage people they work with well.
The power of communication cannot be over-emphasised because it is the only channel through which ideas, problems and solutions can be passed across. Communicating your thoughts through to your workers is the best way to manage them and to grow your business at the same time. Apart from the fact that it is the only way of giving your workers a sense of belonging, communication also helps to enhance team spirit which is a determinant of business’ fate. With effective and timely communication, your workers will see you as a leader and not just a manager.
There are many aspects of communication that young entrepreneurs must embrace and implement when working with people in other to manage their workers and in a way that helps their business. These aspects include explicit communication, follow up and feedback. Explicit communication is all about avoiding vagueness or incomplete information when giving instructions. In other words, explicit information has to do with providing your team with robust information regarding tasks you want them to execute.
Young entrepreneurs working with people have to clearly set goals to be achieved i.e. they should define the expected result of tasks assigned to their workers in order to get the best out of them. This can be done using a goal setting software. For instance, a young entrepreneur in the marketing field should not just instruct his or her workers in the sales department to sell as many as possible goods daily. He or she should rather specify the exact number of goods they are expected to sell per day. This will make it possible for workers to assess themselves before you assess them as the entrepreneurs.
Another aspect of communication is follow up and it requires young entrepreneurs to reiterate their expectations after setting them. It is a way of spurring workers to focus on achieving what is expected of them. Young entrepreneurs who want to manage people they work with well should consider finding out their workers’ progress towards actualising their respective goals of the business before the deadline. Follow up in communication is a magic that works like manifestation miracle.
The last aspect is feedback and it comes in different forms. Working with people demands giving them a review of their performance as and when due. As a young entrepreneur, endeavour to communicate your rating of your workers’ performance to them at the appropriate time for them to know which areas they need to improve. Similarly, develop a listening ear to the feedback of people you are managing. Their feedback could come as an appreciation, complaint or suggestion. Whichever form it takes, what is important is that you listen to it and act on it accordingly. A good manager of people listens carefully to the feedback, and leverage the feedback for improvement.
- Reward, Punish and Motivate your Workers: The reward and punishment culture is ideal for young entrepreneurs seeking to learn good ways of managing people. Working with people will be easier if outstanding and defiant workers are singled out for reward or punishment as the case may be. One mistake associated with managing people that no young entrepreneur must make is not paying attention to the performance and attitude of each of his or her workers towards the business’ goals. Though what matters is the team work, failure of individual members of a team can render the whole team useless. For this reason, young entrepreneurs have to study their workers and know which ones are excellent and which ones are woeful.
This should be accompanied by rewarding workers ascertained to be excellent and super committed to work and punishing those showing lackadaisical attitude to their given tasks. This way, a lot of things will fall in place automatically. For instance, other hardworking members of the team will begin to strive to do more in order to get noticed and selected for reward – it is the nature of human beings. Human ego pushes us to achieve feats available within our reach, especially if they have been attained by a person before.
Equally, punishing erring workers is a way of sending a powerful message to other members of the team that laziness will not be condoned. This will make everyone to buckle down; take the bullet by its horn and focus on their assignments. It is, however, necessary to note that a good manager does not sack first offenders. If a worker is found wanting in the tasks assigned to him or her, young entrepreneurs can punish them in different ways except by sacking them. Workers deserve to be sacked only when they refuse to correct their mistakes.
In all, young entrepreneurs must motivate their workers as a way of managing them. You can motivate your worker by giving them incentives such as gifts, extra pay, sponsored vacations, etc. You can also do this with words of encouragement. In fact, an entrepreneur’s hug is enough to motivate some workers to discharge their duties accordingly even without being supervised. Great managers also visit their workers’ office occasionally to cool off work pressure in them. Note that all workers, whether outstanding ones or under-performing one, deserve your motivation as a young entrepreneur. While motivating excellent workers helps them to maintain their standard, it helps under-performing workers to get better.
- Show Some Courtesy and Respect: Your workers deserve to be treated with respect and appropriate courtesy acts irrespective of the circumstance. That they are working for you does not mean they are your slaves. As a young entrepreneur, you will find it easier to manage people working for you if you accord a level of respect and courtesy to them. Let your workers sense politeness in the way you address and question them. Avoid discussing your business with them outside their working hours except they permit you to do so, etc. This becomes more pressing if you are working with people that are older than you are. Workers feel reluctant to work and cooperate with others when they are disrespected, especially by a manager who is obviously much younger.