It's time for a people-centric approach to management

I think a lot about what makes a great manager. And I’m not alone: In fact, statistics show that over 70% of a team’s engagement is influenced by the relationship with their manager.  

Leaders within large organizations often think of themselves as just a cog in a wheel - but in reality, they are much more important than they think. Though employees technically work for a company, they often experience “the company” most directly through daily interactions with their manager. And if an employee is engaged, that directly impacts their results and performance at work.

Managing people is a very hard job. And it’s rare to find someone that has all the skills to excel at it naturally, right from the start. That’s why it’s important to support and develop leaders – not just by letting them learn on the job, but by actively providing them with the right tools to succeed.

In the past, managers saw themselves as the main decision makers at the top of a hierarchy. Today, effective managers lead by example and by inspiring others. They keep the focus on what they can do for their team and act as coaches - they identify potential in others, provide targeted guidance, and find the right ways to challenge them. Over time, this growth approach empowers workers and promotes a deeper sense of commitment.  

As a manager, figuring out what makes an individual tick and how to best support the person you manage is truly game changing. And the most effective managers lead with empathy, which can take many shapes and forms: It can look like remembering someone’s birthday, ensuring each team member is working on a project that motivates them, adapting someone’s workload to accommodate a health or family issue they’re experiencing or promoting a good work/life balance by setting an eight-hour work day. This human-first approach makes employees feel seen, and fosters trust, engagement and dedication.

Having the soft skills to bring out the best in your team is not always easy or intuitive. At Allianz Trade in Brazil, we develop managers by providing e-learning platforms and workshops; by ensuring a close relationship with HR through one-on-one meetings; and by following the guidance from our top management. The head of an organization is its main influencer, so any leadership development efforts should be consistent and aligned from top to bottom.

One of the ways we continue to move the ball forward—or identify leaders that may need more support—is by getting feedback directly from employees. We put out regular surveys to understand employee engagement levels, find topics we need to give more attention to, and learn what motivates our workforce. These surveys provide transparency around what’s working and where our pain points are. It also helps managers understand what to focus on in order to keep their teams feeling motivated and fulfilled.

If you ask me, people management should remain at the core of HR, as the key to driving a company’s growth. Managing people effectively starts with putting their development and needs first, and knowing that the business results will follow.

This approach ensures your company can have long-term business success, while also improving the lives of the people you work with.