UNDERSTAND HOW DEVELOPING PEOPLE IS IMPORTANT TO ORGANIZATIONS
Every organization must understand that developing people means caring for their main asset, which means they are the starting point to each and every operation to be performed. Successful businesses depend on their employees’ individual and collective success, and that result is a concrete representation of the return on the investment made upon hiring someone.
It is known that the corporate environment requires constant development from companies and their employees. Nowadays, one of the market reality features is a high degree of agility, increasing the need for transformations, which transformations comprise the capacity to manage and develop smart people.
Thereto, people management is fundamental to enable that business development as a whole. Get to know what that concept means and how it can be strategic for your business! Enjoy your reading!
Before we start, please find on the video below a summary on the importance to manage people at your company, and what benefits that method may bring about:
What is people management?
In the corporate environment, many concepts are handled, which go through constant change. However, within every knowledge areas, there is a never-changing essence, as it is about inherent needs of an object or life aspect.
Work is one of those dimensions originating new concepts, while keeping needs that are impossible to be ignored. Among those, we may highlight people management, added to tasks and operations performed by the institution or establishment itself.
Each form of work carries complexity that changes in keeping with the nature of its actions, the requirements from a certain kind of activity, among other factors that may impact it. Thus, people management is always connected to existing forms of work.
People management definition
The expression people management concerns everything related to human behavior in an organization. Within the people management scope, the areas involved are Recruitment & Selection, Internal Communication and Training & Development.
Concerning training, the purpose is the employee is able to perform tasks predefined by the managers. Development is part of a more complex triad, composed of “knowledge, skills and attitudes”, enabling the employee to perform their job as fully as possible. Considering that, it may be observed how relevant it is to develop employees on both personal and professional aspects.
How people are seen within an organization shall determine human capital management, as well as managers’ priorities concerning internal strategies.
Please find below two examples of different views on people in the corporate environment and their influence on business:
People as resources
That way to see human capital, pretty common in environments where processes take precedence over people, brings a lot of consequences, outlining a culture that is often contrasting to employees’ needs. The main characteristics of that management model are:
- Inflexible work routine;
- Emphasis on rules and regulations;
- Power centered on “bosses”;
- Alienation from the organization mission;
- Focus on tasks;
- People seen as labor.
People as partners
That other view, where people management is seen as a work partnership, instead of a mere marketing relationship, is characterized by higher synchronicity between employees and the corporate culture. Additionally, it is more prone to attract and retains talents. Please find below some of its characteristics:
- More flexible routine;
- Higher employee autonomy;
- Interdependence relations between different sectors (Lear how to integrate sectors, find the whole content here);
- Integrated to the company mission;
- Focus on results;
- People seen as intelligence.
Based on that comparison, it is possible to understand that the second view is closer to current markets trends. Developing people is possible only by working within that concept, according to which the human capital is handled entirely, being, therefore, stimulated on a more complete and constant manner.
People management and innovation
The process of managing human capital is, as any other organizational process, subject to changes over History. It is always placed in a certain economic and social scenario corresponding to the marketing characteristics then current.
Thus, nowadays, when knowledge is a central tool for any business, developing people became more strategic, in conjunction with other knowledge areas, such as Information Technology and Marketing.
Being strategic means joining human resources and business strategies, transforming information into market technology and optimizing time, investment and procedures. Technological advance has then become one of the drivers of strategic management.
From that marriage between HR and IT area, a modernization is born, in procedures and in the sector as a whole, and also management decentralization, which is not only the human resources sector’s responsibility.
As a result, every manager from different sectors becomes responsible for managing their own team, and HR function is backing up those leaders and managing the leadership process itself.
The importance of developing people
Developing people makes the company grow, providing a solid basis of intellectual capital, which is one of the most influential aspects in the value of an organization. Additionally, that king of policy oriented to employees improvement generates positive effects on the organizational culture, becoming a differential in the market.
A culture concerned about its team integral growth has competitive advantages, summarized below:
- Attracts talents;
- Retains talents;
- Strengthens the brand;
- Potential growth;
- Higher market value.
To Chiavenato, one of the main theorists in the organizational area, developing people differs from training itself. Training concerns constant stimulation of systematic changes in employees’ behavior, oriented to higher productivity.
To the author, developing people is “a set of experiences not necessarily related to the current function, but providing opportunities for professional development and growth, and it is more focused on employees’ personal growth and aimed at future career – and not only the current position”.
In light thereof, it is understandable that developing people is beyond technical or operational aspects related to work. It involves personal evolution in conjunction with professional qualification.
The leader role in developing people
Whatever the company mission is, its values and identity as a whole, the leader will always be the main mediator between the organization and the team. Quoting James Hunter, author of best-seller The Servant, “if the leader is screaming or otherwise out of control, you sure can’t expect the team to be under control or behave responsibly either”
That means, the leader holds a reference position to their team, and also is actively responsible for their performance in general. As it is a people development-oriented culture, they are also responsible for transmitting it, as well as for strengthening those values.
The leader as a coach
Coach is a word used in sports environment, but spread to all dimensions in life, including – and maybe mainly – to the corporative environment. The essence of that role consists in transforming regular people into champions, by exploiting skills, improving attitudes and extracting potentials that may be dormant, or often, underdeveloped.
The business coach is the person committed to support someone with the purpose of improving their performance and promoting their professional and personal development.
Thus, the leader assisting in the people development process performs the role of a coach. They shall polish their team and follow their evolution process close. See how a leader may become a real coach to their team:
- By using discipline as a motivational instrument;
- By using feedback to improve performance and transform mistakes into learning
- By listening to and valuing the actions of their team;
- By encouraging team work.
Based on those four attitudes, the relationship between leaders and the team becomes a learning network, promoting, above all, both parties improvement.
It is important to emphasize that a complete leader learns from their team. That means, when it comes to developing people, there is room for mutual evolution, as the leadership is improved by exchanging with one another.
Self-awareness in the organization context
Talking about people always implies talking about self-awareness, regardless the position held, as the more a potential is developed, the more skills and limitations are mastered.
Since the first contact between the applicant and the company, the applicant must have some level of self-awareness, and so should the recruiter. The first because they need to express, in a short period of time, what they understand as their best skills, compatibility with the position offered, and also control their uneasiness, which is very common in situations like that. As for the recruiter, they must master their feelings and behaviors, not to let personal values influence their choice excessively.
Personal marketing, for example, is a result of knowledge of oneself and communication techniques learning. Thus, the deeper that knowledge, the more consistent one’s attitude, regardless the situation where they are required to show their value.
Nowadays, work is very time-consuming. So, it has become one of the main sources of self-fulfillment. Nevertheless, not everybody is able to see their job as a way to fulfillment. That happens because most people is not aware of their talents and neither of their limitations.
Often, a career choice is made based on financial matters, family influence, status, among others. But when it comes to evolution in the career, the lack of self-awareness is the main obstacle.
People development shall always provide a higher path of self-awareness. It is extremely necessary to act on that matter in all levels of hierarchy in the company. Only well-adjusted leaders and managers, both personal and professionally, may shape accomplished employees, aware of their role.
How to develop people
Knowledge, skill and attitude: develop triad
Based on that triad, it is possible to develop people with the assurance of a complete job having been done. Knowledge, skill and attitude correspond to the set of elements required to be developed in an organization, so as its employees attain integral growth.
To make that information more instructive, let us talk about each of those elements separately. Please follow!
Knowledge is the factor with most differential impact among competitors in the market. Then, the question regarding that aspect is: how to improve my employees’ level of collaboration? Authors who deal with Knowledge management point out it is, in fact, a value when it becomes explicit.
Hence, every effort concerned to that element is oriented to make it accessible and concrete, as it is precisely the one to represent the famous organization knowhow. Knowledge management comprises: content creation, collection, systematization and dissemination.
Therefore, the company shall encourage relevant information sharing, creating communication channels, standardize procedures, making them official so as to internalize them and at last, promote learning by means of techniques and instruments from the corporative education universe.
Developing skills is the most comprehensive level for employees’ personal aspects, such as inclinations, aptitudes, experiences and ease of learning in certain areas.
It is herein important to emphasize that developing skills requires close observing individuals. It includes following up results and also the whole path leading to that result.
That follow-up is due to the fact that skills developing is only possible if they are recognized. A leader who does not recognize the talents in their team, for instance, will have a less competent group than one he could have, if there was space for that recognition and work to improve already existing talents.
Attendance, interpersonal relationship, initiative, ethical behavior at work and punctuality are examples of attitude indexes. Working on those factors is as important as developing potentials and providing knowledge.
Recurring habits and certain behavioral addictions are able to interfere with the people personal and professional pathway. Nevertheless, an intervention and constant change of those aspects may convert a stagnant career into an ascending one.
Thereto, the company may highlight important attitudes that add value to work. Constantly motivating their employees by means of rewards, incentive programs, benefits, etc.
In that respect, feedback is a valuable instrument, both positive, which reinforces good attitudes, and negative, which corrects what does not add value or harms the employee, their team and the company as a whole.
Ways to develop people
There are a number of ways to develop people, including, but not limited to:
Consists of moving people throughout the organization, both vertically and horizontally, in order to expand knowledge, develop and enhance skills and attitudes. It is a temporary strategy that provides the employee with further experience, by exposing them to other operations existing in the company.
It is full-time dedication by an employee to a certain project, and may be on a group or individual basis. It may also be related to problem solving in certain sectors. It is usually employed in conjunction with other techniques.
Courses and workshops
That way to promote development is one of the most known, however, how that method is carried out may vary, and it may be in-company or external. There is also the possibility of using technology as an aid, by means of learning applications, programs and platforms.
Simulating a challenging work situation may be an interesting action. In addition to being able to get the employee out of their comfort zone, it may bring out situations that are constantly experienced in the company routine. Thus, it is possible to provide a possibility for such situations to be viewed from the outside, shared, debated and more easily addressed.
Employees performance evaluation may be carried out periodically. The most important is it occurs on a constant basis. Additionally to being an important quality control tool, it is also able to offer employees development.
360-degree feedback, whose model is well known and used nowadays, is an example of assessment promoting complete improvement within an organization. It occurs in all hierarchic levels, comprising professionals from all fields of expertise and positions. Hence, it has been proving to be such an effective tool for companies to become aware of their performance.
As we have already seen, knowledge is only relevant when it is explicit. Methods offering more transparency on what happens in the organization are able to bring out the expected development more easily.
Reaping benefits and results
Results from people development in organizations may be observed both internally, within the team itself, and externally. Concerning internal company scope, there are important gains provided by that perspective. See below the most significant ones:
From the moment employees find in a company the support required for them to develop their careers while becoming fulfilled people, they tend to want to continue being part of that company. Talents retention is undoubtedly a concrete gain from the investment in people development.
The corporate culture is everything involving habits, beliefs, values and habits internalized in the company. A stagnant culture may represent a threat to the business soundness, as with all new challenges the market provides all the time, it becomes difficult to work with a never-changing team, that does not significantly evolves.
Thus, by generating that move to search development, the company is creating a learning culture, whose bases are solid concerning knowledge, but flexible enough to change in order to adapt to corporate environment oscillations and changes.
Favorable corporate environment
Corporate environment results from the working conditions the employer offers his employees. Considering that, working potentials and the search for your team personal and professional accomplishment, you are able also to increase people’s satisfaction, which reflects on the relationship between members from the same team, other sectors and leaders.
Impact on business
When it comes to disputing qualified professionals, the company that invests in the development of its talents offers an advantage over the others. People who have already attained satisfaction paths, such as material rewards, comfort and security, aim at meeting higher needs, such as self-fulfillment.
Thus, the possibility to develop new skills or to put into practice all the knowledge they acquired in leadership roles, that actually make a difference in people development, may represent the dream of any talented professional.
Better and better results
As in all other sectors involving people, development possibilities are endless. The limit for results attained by the company is the individual and collective capacity of its members.
Investing in people development is a constant task, however, once it is attained, there is no limit for success. Intelligence generates intelligence, i.e., work becomes more complex and starts reaching higher levels of sophistication. A sales team, for example, may work with goals, but the more it overcomes those goals, the more they grow.
Organizations exist to meet goals which, individually, one person would not be able to meet. Thus, its mission includes overcoming limits. People development, on its turn, is the maximal representation of that mission within corporate context.
Companies that believe in their employees’ potential are those that are able to transmit to their customers the concern about becoming better and better, offering products and services using the most from their effort and potential.
Having out of ordinary results requires investing beyond standards. That means investing in the main ingredient in your business: people. The success of a business shall go hand in hand with the team success.