Why people managers may be the new experience heroes
The workplace has faced many challenges in recent years – with the onslaught of staff shortage, poor employee mental health and work burnout reigned over the industry for an ample amount of time.
However, employers are now discovering a new role in the workplace that may help companies improve their employee experience and deliver successful outcomes for the organisation.
Studies reveal how people managers can affect employee morale and drive change in the workplace as they’re able to motivate and boost employees who are in need of direct support.
People managers as the new experience heroes
Lauren Park, human resources researcher on the SAP SuccessFactors Growth and Insights Team puts a stress on the importance of managers in creating a relationship between employees and the organisation. She says that the economic and social shift in the work industry has amplified the role of people managers and its impact on employees who are shifting their priorities, according to a report by SAP.
Park’s research team analysed data spanning from 31 HR leaders across multiple regions and industries as they discovered how the role of the people manager has evolved to improve the employee experience.
Changing work expectations has impacted priorities in the workplace as many employees have become more active in voicing out the need for better work experiences. This has led to a drastic shift in people management.
Park points out how this proactive shift from people managers has constantly helped employees become more successful as individuals and helped them improve on their personal experiences, not just for work purposes.
These people managers who are actively encouraging and motivating their employees to improve their personal lives will be crucial in driving change in the workplace. Future people managers may need a different set of skills from overseers in the past.
Researchers from SAP SuccessFactors have taken the time to develop a skill set model of what people managers are going to need in order to be successful in creating worker engagement.
Park says that the foundational ability needed for people managers has always been influence and communication, but the most important aspect that’s becoming central to people management is empathy and concern for the team.
Other abilities include creating development and growth, including constant upskilling of the team and their own skills, building a positive team culture which fosters safety and drives change.
Employers may have to figure out and nurture their employees to become the next generation of people managers which requires a lot of time, effort and patience – as they learn and develop their personal traits in order to successfully manage people.