Managing People

I wrote this blog a while ago, but only posting it now, due to the pressures of the exams and year-end work commitments. 

This was probably the most enjoyable subject for me this year. The readings were interesting, lectures engaging and group discussions fascinating. As a line manager, I was surprised to learn about the impact of the psychological contract on employee performance and how good recruitment and induction practices can help employees and managers in setting the expectations. It is apparent to me that breaches to the psychological contract, can seriously impact performance if employee engagement is negative.

I have also begun to appreciate the role that line manager’s play in the organisation and how good communication and involvement of employees can improve commitment and performance. I am grateful to work for a company whose performance management process measures fairly well against the best practices mentioned in the course material, although additional training to line managers is required.

I identified pragmatist as my preferred learning style (Honey and Mumford from Peter, 2015). This makes sense as my recommendations tend to be practical and realistic. As a line manager, good training, techniques and 'how to' guides will positively improve my impact on managing people. I do understand that my preferred learning style is different to others and I should seek to understand how others learn and manage accordingly.

With this assignment done and dusted, it was time to prepare for the 2015 Exams.

…ME