The Secret to Thriving Teams: 10 People Management Skills You Need
If there’s one thing I’ve learned from working with thousands of managers, it’s this: the difference between a struggling team and a thriving one comes down to people management, people leadership It’s not just about keeping the wheels turning or hitting deadlines—it’s about creating an environment where individuals feel valued, empowered, and inspired to give their best.
But let’s be honest, people management is no walk in the park. It requires a blend of strategy and heart, vision and adaptability.
This isn’t something we can simply tick off a to-do list; it’s an ongoing craft. And when done well, the rewards are game-changing for both the manager and the team.
In this newsletter, I’m sharing 10 of the top people management skills that every manager should have. These skills are the building blocks of great leadership—helping you foster stronger relationships, drive engagement, and lead with confidence.
10 Skills for People Management: A Snapshot
1. Leadership
It’s not just about steering the ship but inspiring others to want to sail with you. Being a leader means walking the talk, showing resilience, and creating a shared vision everyone wants to follow.
2. Communication
Clear, honest, and consistent communication is the glue that holds teams together. It’s not just what you say—it’s how well you listen.
3. Mentoring
When you guide your team to grow professionally, you’re investing in their success and building loyalty. Everyone needs a cheerleader who helps them thrive.
4. Empowerment
Trust your team. Give them the autonomy to make decisions, and you’ll see them take ownership and exceed expectations.
5. Emotional Intelligence
Understanding emotions—both yours and your team’s—is key to building connections. It’s about empathy, self-awareness, and responding thoughtfully.
6. Planning
Being prepared for anything is half the battle. From managing priorities to navigating unexpected changes, good planning keeps things on track.
7. Recognition
Never underestimate the power of a “well done” or a public shout-out. Recognising effort and achievement fuels motivation and strengthens relationships.
8. Creativity
Encourage fresh ideas and out-of-the-box thinking. Innovation doesn’t just solve problems; it energises the entire team.
9. Flexibility
Not everyone works the same way, and that’s okay. Support your team’s unique needs, and you’ll see better results and stronger morale.
10. Stakeholder Awareness
It’s vital to understand the dynamics and priorities of those you work with. Building these bridges ensures alignment and trust.
Quick Self-Assessment
Re-read each of these skills and rate yourself out of 10: 1 being “oh boy, I need help” to 10 being “I’m a rockstar middle manager”. Where you scored low, let’s chat about how we can turn that around, and where you scored high consider how you can leverage this strength further.
Why It All Matters
They say people don’t leave bad companies—they leave bad managers. That’s a tough pill to swallow, but it’s true. Research from Gallup shows that managers influence up to 70% of an employee’s engagement. It’s a sobering reminder of how important our role is in shaping not just outcomes but experiences.
By investing in these skills, you’ll not only become a better middle manager—you’ll become someone your team wants to follow, learn from, and grow with.
Thoughts
Being a middle manager isn’t just about processes and performance metrics; it’s about people. These skills aren’t quick fixes but enduring tools that help us lead with intention and integrity.
So, here’s to building stronger connections, driving meaningful progress, and becoming the kind of middle manager you’d want to work for.
