What are the benefits of implementing people management systems?

• You can set targets and objectives
• You can set specific benchmarks
• You can test and measure results
• You can monitor and track workflow progress
• You decrease micro-management (and annoying others)
• You increase staff engagement, initiative and innovation
• You spend less time, stress and energy managing and have more autonomy

The management of people, projects, systems and technology in the workplace is crucial for high workflow, performance and productivity. Generally most leaders and managers over manage staff and this is hindering…as staff are under-valued, not trusted and work with little initiative. The flow between control and autonomy assists in learning, decision-making and being accountable and interdependent. Systems that allow people to have control and autonomy work best.

Measuring and tracking workflow, productivity and performance is important to know what works well and what doesn’t. However, monitoring staff morale, enthusiasm and satisfaction levels is also vital. The daily requirements to meet targets and schedules take wear and tear on units, teams and individuals.

5 Tips to Implement People Management Systems

1.     Evaluate and survey current people management systems
Ask your staff what is working for them and what is not? Be sure to ask them specific questions where they answer with practical information. Avoid yes/no or either/or scenarios. You are asking for their honest appraisal and feedback.

2.     Match your people, systems and culture
A lot of workplaces don’t match there people, culture and systems together and create disengagement. People who have a certain culture like to have systems that match. For example. Virgin Group have a culture of fun, enthusiasm and vibrancy. The people are similar who are young, energetic and fun. The systems are flexible where everyone can put forward ideas and be creative to meet customer demands.

3.     Don’t make it complicated – “keep it simple and relevant”
When you start to complicate things it tends to get messy and unclear. How many processes could be more simplified? So…when implementing people management systems keep them as simple as possible, relevant and meaningful.

4.     Be inclusive and engage staff to develop self-managing systems
It’s a regular practice that most people management systems are implemented with a top-down approach. Get your people involved and include their ideas, feedback and practical know-how to put in place something they can commit and be part of developing.    

5.     Metrics
Implement good clear measurement systems in place that takes the focus off inter-personal conflicts or disagreements. Focus on workflow and working in co-operation to get more done. Measuring productivity and performance is important, and along with this also measuring your staff morale, happiness and team co-operation is of equal importance. The wellbeing factor accounts for more productivity than you can imagine. A good happy working staff gets more done than a bickering one and uses less energy to get things done, leaving more time for other work.             

For more information on boosting people productivity and performance you can go to www.strategicbusinesscoach.com.au or contact Victor Sultas sbc@strategicbusinesscoach.com.au for more information.