According to the latest Gallup Engagement Index Report, just 23% of employees globally have a strong bond with their company. However, this lack of engagement is often influenced not only by the nature of the tasks or the team atmosphere, but also significantly by the leadership style of the managers.
This is where leadership and employee development come into play. But what actually constitutes good leadership, and what should managers pay particular attention to in practice?
We have a closer look at what constitutes good employee management and which mistakes managers should avoid at all costs. Additionally, we give 8 tips on how HR can positively support employee management and development to enhance long-term company loyalty.
A short definition of good employee management
Good employee management involves integrating employees efficiently into the company’s tasks to achieve all business goals. Among other things, managers plan the distribution of tasks, deploy employees according to their qualifications, expertise, specialist knowledge and social skills.
This way, they can recognise individual strengths and weaknesses within the team, cultivate potential, whilst always keeping the company’s interests in mind.
Even in agile forms of work such as hybrid or remote work, effective leadership is crucial for promoting a sense of unity and enhancing communication. Good employee management therefore means encouraging dialogue among different employees, recognising their qualifications and strategically deploying and developing staff.
8 tips on how HR can support employee management and development in 2025
Promoting employee management and development not only boosts company loyalty, but also enhances employer branding. A strong reputation as an employer can act as a significant advantage in the long-term recruitment process.
1. Constructive feedback
Constructive feedback is a key element in employee management. It is essential to establish a culture of constructive feedback that enables regular and open communication in both directions. This includes the possibilities of regular feedback, but also provides the space for employees to ask questions about their performance, tasks, and goals.
In the absence of feedback, employees can be deprived of the opportunity to reflect on their results and the ability to develop independently, having a demotivating effect. Through performance appraisals, managers can provide constructive feedback that not only serves to guide employees, but also to support their personal and professional development.
2. Leadership, initiative and trust
The balance between initiative and trust also plays a decisive role in leadership. Taking too much control over the employees’ decisions can stifle creative thinking and impair employees’ motivation and the quality of their work. Instead, it is important to place trust in abilities and thus create space for personal initiative.
By encouraging creative ideas and recognising mistakes as learning opportunities, managers contribute to the individual development of their employees.
3. Conflicts are nothing to be afraid of
In workforce management, managers should never avoid conflicts but actively engage with them. Conflicts, stressful situations and differences of opinions can arise in any team, especially when different personalities or views clash. Managers should recognise these at an early stage and offer an appropriate solution to maintain a positive team atmosphere.
The manager acts as a neutral mediator, which is why it is essential to listen to both sides and act impartially so that all team members have the opportunity to express their points of view. Otherwise, unresolved conflicts can have a negative impact on the working atmosphere.
4. Managers have to take responsibility
Managers should fundamentally demonstrate a willingness to take responsibility. Although there are many who believe the misconception that managers do not make mistakes, managers are only human and do make errors. It is therefore important to deal with mistakes honestly, seek constructive solutions, and avoid shifting blame onto employees.
An open approach to dealing with istakes creates a culture of transparency and trust. At the same time, employees should also be encouraged to provide constructive feedback to facilitate improvements and developments, rather than simply being blamed for their mistakes.
5. Clear objectives
To lead a successful team, managers should provide precise directions and establish clear objectives. Employees should always understand how their work contributes to the overall success of the organisation or company and why their tasks are important.
It is advisable to set clear and achievable goals, or to develop these together with the team. By communicating all the necessary information, it is easy to create an understanding of the company’s development. Transparency regarding objectives and decisions at the management level also helps the employees to better identify with the company’s goals.
6. Promoting a culture of open communication
Employees should generally feel comfortable being able to address problems openly – either with their manager or with each other. An atmosphere in which employees can express their concerns without hesitation promotes a healthy working environment, strengthens employee loyalty and contributes to long-term satisfaction.
In situations of misunderstandings or minor issues, a culture of open communication allows the employees to resolve problems as quickly as possible. Managers can contribute to this by speaking openly about their own experiences and encouraging the employees to express constructive criticism.
7. Supporting team members
Providing targeted support for individual team members is also an important aspect of employee management. One effective method is to provide continuous training for both managers and employees. Viewing employees not only as performers, but as individuals with potential for growth can significantly enhance the organisation’s long-term success.
Managers should make it possible for employees to take advantage of further and advanced training if required. A supportive approach can include the allocation of a fixed proportion of working hours to further training. By specifically recognising the strengths and weaknesses of employees, managers can work with them to determine how professional skills or personal strengths can be further developed.
This continuous development process not only improves individual capabilities but also benefits the entire team and the organisation as a whole.
8. Recognising good performance
It should be actively recognised and appreciated when team members perform well and fulfil expectations. Recognition should not be limited to large projects; small tasks should also be acknowledged positively and team members praised accordingly. Specific examples and situations that illustrate outstanding performance are particularly effective.
By integrating positive feedback into the regular workday, managers automatically promote a positive team culture, increase the satisfaction of their employees and strengthen their identification with the company. This helps to ensure that motivated and happy employees are more committed to the company’s success.
It is therefore not only important to give feedback when problems arise, but also to emphasise positive performance regularly.
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Employee management & development: These mistakes should be avoided at all costs
Employee management is an essential part of corporate management and crucial to any organisation’s success. It is therefore particularly important to avoid the following mistakes when managing your employees:
1. Excessive control and micromanagement
This includes the avoidance of controlling the employees’ every move and demanding detailed information on every matter. Such excessive control can be demotivating, affect performance, initiative and limit creative thinking. Furthermore, managers should take responsibility for mistakes and problems they are responsible for.
2. Insufficient feedback
Constructive feedback should not be limited to an unsatisfactory performance and results. Regular feedback, both positive and constructive, is of utmost importance. It is important to consider not only work performance but also the personal development of employees when providing feedback.
3. Ignoring conflicts
Managers should never ignore conflicts that arise within the team. Different opinions and personalities can lead to difficulties that should be actively addressed and resolved to maintain a positive atmosphere.
4. Lack of clear objectives
Clear and achievable objectives are crucial to maintaining motivation and ensuring that everyone in the team understands where the company is heading. Those objectives, even if it is just a small monthly goal, should be communicated openly to the team.
Employee management & development is essential for HR
Effective employee management and development has a crucial impact on the success of every organisation and company. By providing team members with targeted support and recognising their achievements, managers not only support individual development, but also strengthen commitment, employee loyalty to the company and satisfaction throughout the team.
The tips mentioned above, including constructive feedback, the balance between initiative and trust, dealing openly with conflicts, clear objectives and transparent communication, offer practical approaches for managers.
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