Managing People

People management is a broad topic that covers what it means to develop, organize, problem-solve for, and grow the employee side of the business. These skills range from being able to mediate a personality clash between team members to building an effective performance management strategy for a business.

People management is different from performance management in that it extends beyond considerations of employees’ work and instead focuses more broadly on employees’ well-being. While performance management is about the ongoing process of setting and evaluating employee progress against established goals, people management is about enabling employees to solve problems and engage effectively with other team members. To help you manage your teams more effectively we've created the below templates and guidance documents.

Team Meetings

Meetings are inspiring sessions where problems are discussed, decisions are made and tasks are assigned. This guide will take you through the different steps before, during and after your meetings, so everyone will be engaged and you will get things done.

Managing 121's

Learn how to ensure your meetings boost engagement, increase productivity and support employee wellbeing. To help make your meetings run smoothly and ensure you’re covering all the essentials, we’ve put together a helpful guide for what to do before, during and after your one-to-one meetings.

We've also created a one-to-one template to help you document your meetings. When complete you should always send a copy of the template to the employee for transparency, they can also keep a track of any actions that came out of the meeting.

Managing Absence

Managing absence due to sickness requires effective people management policies, which may be helped by a focus on employee well-being. Here you'll find information on absenteeism, the causes of absence, absence monitoring and management, attendance and sickness. 

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Performance Appraisal Training & Guidance

Performance reviews, also called appraisals, form part of a holistic approach to managing performance.  Their purpose is to identify areas for growth and improvement and inform suitable development plans.  Feedback is important because it both directs employees’ attention to learning and development, and supports motivation by helping them to see their progress towards goals.  Performance feedback should also be a two-way process.

Probation Training & Guidance

A probationary period can help both the new employee and the employer to focus on what needs to be done to ensure that the employee performs well in the role. You should review the employee’s performance throughout the probationary period, identify any improvements necessary and take steps to assist the employee as appropriate.  The probationary process forms an important part of the on-boarding experience of the employee.  Here you will a guide for key points about probation and the required form for all stages.

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