7 Tips for the Psychology of Personnel Management

Don’t encourage “snitching”

Snitching” may be a good source of information for you about what is really going on in the team, but… If the team is small, it will soon become clear to everyone from whom the information was leaked. The team does not like “whistleblowers”. Employees will have a grudge against the too “talkative” colleague, which will bring about a split in the psychological climate.

And if the “snitch” will become the norm of behavior in the team, the employees risk of becoming enemies. And you do not need this. Try to create a team atmosphere in which each employee will be able to speak openly about everything he considers necessary. Observing, of course, the rules of decorum and subordination.

Help manage conflicts

If a conflict arises in the team, related to the work process – do not ignore it. First, if such a situation has arisen, it means that the organization of activities made mistakes, and this is your fault. Secondly, if the conflict is not resolved in time, it runs the risk of turning into a whole war that could go on for years. Calmly listen to each of the parties, consider their mutual claims and offer their options for a way out of a conflict situation.

Draw up clear job descriptions

Now about the most common causes of conflict. It’s very common for teams to figure out who should listen to whom and who should do what tasks. To put a fat stop to such conflicts once and for all, draw up detailed job descriptions for each category of employee

Make them available to every employee at any time: post them on the company’s internal corporate website or hang them on the wall in the office. You can even organize a special meeting and read out the answers to all the “who owes what to whom” type questions. Such an event, if not completely eliminate conflicts of this nature (people are different), then at least greatly reduce them.

Exclude fines, but use bonuses

On employees can effectively influence the material, but it is desirable to do it unilaterally. That is, if you want to encourage an employee for good work, then give him a premium or bonus. But if you want to punish – do not withhold fines from him.

It would be better to punish with other levers of influence, while fines as a rule have a drastic negative effect on the employee’s further activity. The reaction “well, since you are doing this to me, I won’t try too hard at work” is triggered.

Take a different approach to men and women.

As you know, women are more emotional, men – more rational. This natural phenomenon should be used sensibly in personnel management. If you want to get performance from a man, then give him your orders and instructions in terms of rationality. And women are more likely to perform your task if it will sound like a request, rather than an order.

Unite the team

Effective and successful team is the team that works for a common goal. To bring the team together and foster a spirit of unity, use a variety of corporate events, both educational and entertaining. Study the concept of team building, and actively apply a set of such events in your organization. If you do everything correctly, after a while you will be surprised how much friendlier and more united the team has become.

Find the individuality in everyone

Manager, for whom all his subordinates – is a mass of gray, which must unconditionally follow all the instructions, will never achieve success in effective personnel management. Each person is different, everyone has his own peculiarities. Some people work better independently and in silence, and some cannot do without teamwork. Some people like creative work, others like more routine work. Build your work with the team based on the personal characteristics and abilities of each employee.