People Management

People Management
Rus Slater

The people management secrets that experts and top professionals use.Get results fast with this quick, easy guide to the fundamentals of People ManagementIncludes how to:• Build a business-like relationships with your direct reports• Set clear targets and monitor them• Understand different personality types and how to manage them• Deliver criticism and compliments in the right way• Mentor your employees to produce fantastic results

Collins Business Secrets – People Management

Table of Contents

Cover Page (#ueb36c8fe-1b68-51e8-9a49-280d6b797ecd)

Title Page (#u7e24efb3-a55e-570b-8d7a-6e5266934bf6)

Managing people is hard but rewarding (#u4cb14342-b8f4-5b26-acc4-c83a9b01327a)

Build a strong foundation (#u9e3eba3b-6198-59f0-a67a-703c977c859a)

1.1 Know what your own boss expects (#uf7f71176-cac7-50ac-8842-0bac7ca57fb8)

1.2 Decide if you are a manager or a leader (#uf3d031c5-e1b6-5480-80b8-b268f2545c59)

1.3 Balance your decisions (#u45962ee8-73bb-5807-b941-7213886122f1)

1.4 Don’t be consistent! (#ud919ac68-3975-5470-add7-76cd3b1e8d51)

1.5 Learn to delegate (#u9341d52f-a8e0-545c-aa33-6cf7d3ffe7ff)

1.6 Lead by example (#uff20bc01-36b1-5c14-9cb9-04028f0d745f)

1.7 Think about TOM (#ua3c78312-007f-5f47-96c8-3b0fb8085f44)

1.8 Create a ROWE (#u6ce0b040-cff1-54ed-bc3a-8f905ff727d6)

Create a great team (#u1399b11c-7131-535f-a833-c0f7340e2939)

2.1 AIM to pick the right person for the job (#ubd962990-5229-56dd-bc21-0e7b82db7abe)

2.2 Get the team performing quickly (#u24d53ed4-4b73-5f27-96ab-aa0cda019dbb)

2.3 Create a team identity (#u3eda30ae-2f7b-5b9e-8a02-fac95445a1c7)

2.4 Create a team charter (#uaf45f3be-5b0e-52a7-8681-0c63d533527a)

2.5 Manage the people you don’t see (#litres_trial_promo)

2.6 Manage part-timers and matrix workers (#litres_trial_promo)

Set goals and targets (#litres_trial_promo)

3.1 Make proper plans (#litres_trial_promo)

3.2 Define meaningful goals (#litres_trial_promo)

3.3 Understand SMART goals (#litres_trial_promo)

3.4 SMART is specific (#litres_trial_promo)

3.5 SMART is measurable (#litres_trial_promo)

3.6 SMART is achievable (#litres_trial_promo)

3.7 SMART is relevant (#litres_trial_promo)

3.8 SMART is time-bound (#litres_trial_promo)

3.9 Know the SHABBY and PRISM approaches (#litres_trial_promo)

3.10 Make the mundane more exciting (#litres_trial_promo)

Motivate yourself and your people (#litres_trial_promo)

4.1 Know the hierarchy of needs (#litres_trial_promo)

4.2 Motivate beyond money (#litres_trial_promo)

4.3 Identify people’s personal motivators (#litres_trial_promo)

4.4 Influence people to want what you want (#litres_trial_promo)

4.5 ‘Catch’ people doing things right (#litres_trial_promo)

4.6 Empower your people (#litres_trial_promo)

4.7 Practise the art of delegating (#litres_trial_promo)

4.8 Support your people (#litres_trial_promo)

Manage good performance (#litres_trial_promo)

5.1 Identify good performance (#litres_trial_promo)

5.2 Reward good performance (#litres_trial_promo)

5.3 Help people learn from good performance (#litres_trial_promo)

5.4 Maintain good performance in a crisis (#litres_trial_promo)

5.5 Beware the ‘Peter Principle’ (#litres_trial_promo)

Manage poor performance (#litres_trial_promo)