People-centered leadership aims to establish connections with direct reports and subordinates. It’s a different strategy from task-oriented styles that emphasize goal accomplishment and delegation more. Although a people-oriented leadership style is regarded as motivating, it has advantages and disadvantages. Most leaders combine styles for the best results.
What is a people-oriented leadership style?
Although it can take many different forms, people-oriented leadership is typically an extension of the values that characterize people-oriented businesses. Here are some common examples of a people-oriented leadership style:
Recognition and rewards
Leaders who value people know how important it is to acknowledge and reward employee accomplishments. These actions give staff members the impression that their leader values their effort, which increases the likelihood that they will continue to work hard. People-centric leaders may be rewarded with anything from a formal award to higher pay.
Facilitate positive relationships between employees
People-oriented leaders prioritize such actions over task completion in order to foster positive relationships among all of their employees. These business leaders understand that when employees have good working relationships with their coworkers, they are more productive and satisfied in their jobs. People-oriented leaders are more in-demand among both individuals and businesses due to their higher levels of productivity and job satisfaction.
Coaching
A strong belief in coaching is another essential component of people-oriented leadership. Employees can improve their skills and abilities through coaching without worrying about punishment or repercussions. People-oriented managers frequently train their staff in ways to increase productivity and foster better working relationships. Instead of imposing a strict sales quota, a people-oriented leader might coach a new hire on how to improve their sales skills.
Open communication
People-oriented leaders frequently concentrate on communicating with their staff in an open and honest manner so that issues, inquiries, and ideas can be discussed. This method of communication democratizes the decision-making process within organizations by valuing the opinions of all employees. Additionally, this open dialogue promotes greater diversity of thought, which is linked to better long-term decision-making outcomes.
What is a people-oriented company?
People-oriented businesses prioritize the happiness and wellbeing of their employees as opposed to task-oriented businesses, which are concentrated on getting things done. Owners and managers of people-oriented businesses view their employees as valued partners, cognizant of their decision to devote their time to the company.
Companies that put a strong emphasis on building meaningful relationships with their staff use these relationships to create workplaces that are more productive. They achieve this, for example, by emphasizing the resolution of any workplace disputes to prevent any productivity losses that might result from such disputes. Additionally, because they prioritize giving their customers memorable and welcoming experiences, these businesses frequently put a greater emphasis on customer service.
Benefits of using people-oriented principles:
Promoting people-oriented principles among business leaders has many advantages. The following are some of the most widespread advantages of such principles:
High job satisfaction
Employers who practice people-oriented principles are more likely to maintain and improve job satisfaction among their staff. This is because such policies enable a greater emphasis on individualized work-life balance, favorable employee relations, and enhanced working conditions. More contented workers are more likely to be productive throughout the course of each working day.
Low turnover
Low employee turnover is a result of high job satisfaction as well. Because their positions satisfy their personal needs and expectations, employees stay with organizations for a longer period of time when they are guided by people-oriented principles. Low turnover lowers organizations’ training expenses and produces more seasoned teams.
Ability to take risks
People-oriented values encourage employees to think for themselves independently, which also makes it easier for them to feel comfortable taking chances. Given that some risks can lead to discoveries that boost productivity or otherwise increase an organization’s revenue, taking risks can have a variety of positive effects. When workers feel their managers have confidence in them to take risks in their careers, they frequently feel more supported and motivated to show their managers the same level of trust.
Mutual respect
The values of people-oriented teams encourage mutual respect among all participants, which increases the possibility of long-lasting friendships and relationships within work teams. Teams that are cordial and respectful feel more at ease making difficult decisions and cooperating to accomplish shared objectives. Additionally, when a manager needs advice or counsel, employees can feel at ease offering it thanks to mutual respect.
Tips for implementing people-oriented principles
Here are some typical recommendations to support leaders in putting people-centered principles into practice within their companies:
Promote from the inside
Internal promotions are one of the best ways to honor employee accomplishments and respect their potential. These promotions frequently boost employees’ pay and give them a chance to use their specialized skills. Additionally, staff members who see the possibility of internal promotion are more likely to remain committed to their jobs in order to improve their chances of receiving promotions themselves.
Allow for autonomy and creativity
Employees value having their employers trust them to make wise decisions. Increased autonomy and creative freedom can lead to a more productive workforce and greater employee respect for their leaders. Allowing for this increase in autonomy is likely to encourage many employees to take charge of their own workload and make greater contributions to their teams.
Identify strengths
Each employee possesses unique strengths that enable them to be more efficient and productive when completing particular tasks. Leaders who are interested in putting people-oriented principles into practice recognize these distinct strengths in their team members and put them in positions where they can make the most of them. Such actions can help increase job satisfaction and overall productivity.
Task Oriented vs. People Oriented
FAQ
What is a person oriented person?
- Task-oriented organizations prioritize the task at hand, whereas people-oriented organizations put the people doing it first.
- While people-oriented leaders will collaborate with their team to determine how things should be done, task-oriented leaders are more likely to impose a method on them.
Is it good to be people-oriented?
having resources, interests, or concerns focused on people rather than things, ideas, or other entities
