How to Become a People Manager

Keeping employees happy in the workplace is key to running a successful business. When companies provide a positive work environment, employees often feel more motivated. This can lead to increased productivity, more engagement, lower absenteeism, and better employee retention. The role of a workplace people manager is to train and motivate workers to optimize productivity and encourage professional growth. When employees feel appreciated and their work environment is enjoyable, they’re more likely to value their jobs. Explore the role of a people manager, the skills you’ll need for this career, and the steps to become one.

Understanding the role of a people manager

As a part of the human resources department, people managers focus on motivating employees to maximize their productivity while ensuring all employees are happy in their positions. A people manager ensures employees’ goals align with company goals while making sure their needs are met. Some of the duties of a people manager include:

• Dealing with personal conflicts among workers

• Providing employee training

• Setting and meeting deadlines 

• Building company culture

Traditional human resources managers are usually responsible for administrative tasks, such as hiring new employees, creating and implementing policies, working on budgets, and handling benefits and compensation. Their key responsibility is to ensure the company’s objectives are the priority, but they also often work with employees to ensure they are advancing that goal. While traditional managers focus on talent and acquisition, the job of a people manager focuses on helping employees grow and learn throughout their time with the company. 

Required skills for a successful people manager

The people management skill set differs from that of a traditional manager. These skills help people managers motivate employees and boost morale, which can encourage productivity. They also need to be available to offer support in times of change, uncertainty, and conflict. By leveraging these skills in the workplace, people managers can enhance the employee experience. 

Emotional intelligence

As a leader, you must be able to understand and manage your emotions as well as recognize and influence your employees’ emotions. The four components of emotional intelligence include:

• Self-awareness: When you understand your strengths and weaknesses, you can recognize your emotions and how they affect those around you in the workplace.

• Self-management: Managing your emotions, especially in stressful situations, helps you maintain a positive outlook even in challenging situations.

• Social awareness: It’s important to recognize how employees’ emotions affect your business and use empathy when it comes to the feelings and perspectives of employees, so they can communicate more effectively.

• Relationship management: The ability to coach and mentor your employees is key. It is also essential to know how to resolve conflicts among workers.

Communication skills

People managers need excellent communication skills to lead teams, listen to them, provide feedback, and keep them apprised of company changes. Verbal communication is important when presenting ideas and directions. Communicating these clearly and simply can help ensure your team understands the instructions. People managers also know how to actively listen to employees by having one-on-one meetings and listening to an employee’s perspective or concerns with empathy.

Leadership qualities

Successful businesses need strong leaders who build trust with employees by being true to who they are. Be flexible by listening to an employee’s needs, such as working from home and letting them work under their conditions if possible, while maintaining organization to help you track your team’s productivity. This is especially important when you are working on multiple tasks simultaneously. 

Conflict resolution

People managers are good at facilitating conflict resolution by listening to both parties, discovering the root of the problem, and working with employees to come to a compromise or solution. Approach conflicts quickly and remain objective, unbiased, and fair to foster a collaborative workplace.

Performance management

In some businesses, people managers are responsible for setting goals with their employees. When doing this, you’ll need to clearly explain each goal, process, and timeline while also explaining how the goal aligns with the company’s vision. Give employees constructive feedback so they get to know their strengths as well as areas in which they need to improve, and ask your employees for their feedback often. By offering team members a chance to be heard, you can make yourself more approachable, creating an environment where they feel comfortable giving you their honest opinions.

Steps to becoming a people manager

To pursue this career path, you’ll need to build your experience, skills, and education, along with crafting a leadership style that can help you manage and engage your teams.

Earn a degree.

Most companies are looking for a people manager with an educational background that includes a bachelor’s degree in business administration or another major related to the field.

Gain relevant experience.

Start by looking on internship-focused job boards, visiting job sites, and attending networking events, such as those sponsored by industry-specific professional organizations. You can also find upcoming events through your alumni association, giving you an opportunity to meet other professionals in your field, build relationships, and potentially discover job prospects. 

People managers typically work in a company’s human resources department, so this is a good field to look at for an entry-level position, such as a human resources assistant, who guides and communicates with new hires. A customer service background can be helpful, demonstrating your communication style, empathy, and proactivity skills, which are beneficial qualities to have in people management.

Seek leadership opportunities.

Once you feel comfortable in your job and you have experience in the workplace, start looking for positions with more leadership responsibilities. Prove you are ready by assuming extra responsibilities in your current job. Take on more of a leadership role by offering solutions and performing duties without being asked. This approach not only builds your leadership skills but also shows you have what it takes to be a valuable leader. Let the higher-ups in your company know that you are interested in career advancement and are capable of taking on more responsibility. 

Pursue additional education and training.

Effective people managers continually expand upon their knowledge of the industry and stay aware of new trends and practices. The internet offers many options, both paid and free, such as courses, articles, videos, and coaching. Some companies offer training online, in a classroom setting, or at the company’s location.

Earning a certification shows employers your dedication to learn more, and it builds your credibility. One of many highly regarded certifications is the Professional in Human Resources (PHR), which is offered by the HR Certification Institute (HRCI).

Develop a personal leadership style.

A leadership style includes the way you make decisions, interact with other employees, and spend your time at work. Some key skills all leaders should have include decisiveness, which helps complete projects quickly and productively, and integrity, which shows employees you have ethics and values. The three main styles of leadership that many leaders adhere to include:

• Approachability: In this style, you show your employees your authentic self. You build relationships with team members by being open, approachable, and empathetic, which helps form connections between you and your employees.

• Credibility: This shows employees you are a believable leader who makes a definitive plan and helps individuals understand their involvement. This style requires competence, humility, and determination.

• Aspiration: The key to this style is to bring out the best in yourself and others. It’s about enabling the growth of employees so they feel empowered and motivated to do their work.

Best practices for new people managers

Because you are primarily managing other employees, building good relationships with them is important for workplace success by producing satisfied team members. People managers need to show trust, respect, self-awareness, and openness to communication. These traits help employees feel comfortable discussing their thoughts with you openly and honestly so you can strengthen your relationships and mitigate conflict. 

Celebrate achievements by sending out an announcement or writing a note, personalize your gratitude through public praise or a small gift, and encourage other team members to recognize and congratulate an employee’s achievement.

Prepare for a career as a people manager with Coursera

A people manager can be a satisfying career that includes building company morale, which can ultimately increase productivity. Gain the skills you need by enrolling in the Leading: Human Resource Management and Leadership Specialization from MacQuarie University or the University of Minnesota’s Human Resource Management: HR for People Managers Specialization, a five-course series where you can learn in-demand skills from experts, gain a deep understanding of key concepts, and build practical experience.