Managing people is one of the hardest parts of leadership. It’s not that managers lack concern, but rather that they must juggle expectations, deadlines, and team dynamics all at once.
Employees want more than just direction; they want true leadership. A recent study found that while 92% of employees believe their manager is critical to the company’s success, 68% leave their jobs due to issues with engagement, culture, wellbeing, and work-life balance, all of which are areas where managers have significant influence.
Managing people, then, isn’t just about telling them what to do; it’s about how they feel working with you in the environment you’ve created. That’s where the P.E.O.P.L.E. Framework comes in. This approach focuses on 6 key principles that help managers lead with clarity and trust:
- Purpose – Give your team a clear ‘why’ so they stay motivated.
- Empathy – Lead people, not just their performance.
- Ownership – Trust employees to take responsibility.
- Personalize – One-size-fits-all leadership doesn’t work.
- Listen – Talk less, understand more.
- Evolve – Keep learning and adapting as a leader.
Whether you’re a new manager figuring things out or a seasoned leader looking to refine your style, this guide provides practical strategies to help you build a stronger, more engaged team.
What is People Management?
People management is the skill of leading, supporting, and developing employees so they can do their best work.
Besides assigning tasks and tracking progress, people managers' primary responsibility is creating an environment where people feel valued, motivated, and equipped to succeed. This includes managing people’s growth, mindset, and emotions.
At its core, effective people management balances results and relationships. That means:
- Setting clear goals so employees know what success looks like.
- Building strong relationships to build trust and collaboration.
- Creating a motivating work environment where people feel engaged.
- Helping employees grow by providing feedback, coaching, and development opportunities.
Why Are People Management Skills Important?
People managers shape the entire employee experience. A SHRM survey has found that US workers are more satisfied with their job, deeply committed to their organization, and stay loyal when they have a highly effective people manager. This creates a ripple effect of:
- Higher productivity: Employees who feel supported put in extra effort, solve problems proactively, and take ownership of their work.
- Stronger collaboration: Engaged teams communicate better, trust each other more, and contribute to a positive work culture.
- Lower turnover: When people enjoy their work and believe in their company, they are far less likely to leave, reducing hiring and training costs.
People not only leave companies, they also leave bad managers. When you manage proactively, your team thrives, your organization performs better, and you build a culture where people actually want to work. That’s where the P.E.O.P.L.E. Framework comes in.
The P.E.O.P.L.E Framework
1. P - Purpose
No one wants to work just for a paycheck. They want to feel like what they do actually matters.
Purpose is the driving force behind motivation, engagement, and long-term success. But here’s the challenge: leaders often assume purpose is something you can simply tell employees to have.
In reality, real purpose is deeply felt in day-to-day work. People managers proactively help their teams connect with it.
A LinkedIn study shows that purpose-driven employees perform better, stay longer, and are more engaged in their work. They are:
- 50% more likely to be in leadership roles
- 47% more likely to promote their company
- 30% more likely to achieve high performance
- 11% more likely to stay longer with the company
One thing is clear: purpose drives business outcomes. Organizations with a clear, well-integrated purpose see higher productivity, stronger culture, and greater profitability.
Here are 2 ways to instill purpose in your team:
1. Make It Personal
Purpose isn’t one-size-fits-all. What drives one person might not inspire another. Some employees are motivated by the company’s mission, while others find purpose in personal growth, helping customers, or solving challenging problems.
People managers take the time to understand what matters to each individual. In your next 1-1 with an employee, incorporate these 3 questions:
- What part of your work excites you the most?
- When do you feel most accomplished in your role?
- What impact do you want to have in your career?
Next, align their work with their strengths and interests. If an employee feels most excited about collaborating, assign them to more team-based projects.
If there’s no immediate opportunity that fully aligns with their interests, find small ways to connect them or offer side projects they would love to work on. This keeps them motivated while waiting for bigger opportunities.
2. Show the Impact
People need to see that what they do makes a difference. One of the most powerful ways to reinforce purpose is by connecting employees to the real impact of their work.
For example, "I know handling repetitive calls can feel routine, but every time you help a frustrated customer, you’re shaping their entire perception of our company. Just last week, a customer you assisted left a review saying they’d stay with us because of how well you handled their concern."
Or "The reports you built last month helped us identify inefficiencies that saved the company $50,000. Because of your work, leadership is now investing in better processes that will make everyone's job easier."
No matter your industry, you can create similar moments. Let employees hear from customers, clients, or end users. Share success stories that highlight the impact of their contributions. Help them connect the dots between their tasks and the bigger picture.
2. E - Empathy
Most managers genuinely want to support their teams, but with deadlines, expectations, and daily pressures, it’s easy to focus on performance metrics over people. The best leaders understand that people do their best work when they feel seen, heard, and understood.
Empathy is a people management skill that drives engagement, innovation, and retention. A study by Catalyst found that employees who experience empathy from their managers are:
- 61% more likely to be innovative (compared to 13% with less empathetic leaders).
- 76% more engaged in their work.
- More likely to stay with the company, especially when they feel their life circumstances are respected.
If you don’t see yourself as particularly empathetic, here’s the good news: empathy is a skill, and like any skill, you can get better at it with practice.
Here are 3 tips to practice empathy:
1. Listen First, Fix Later
Most managers instinctively jump into problem-solving mode when an employee shares a challenge. But when someone is frustrated, overwhelmed, or discouraged, they often don’t need an immediate fix. They need to feel heard first.
Example:
Employee: “I’ve been working overtime to meet these deadlines, but I’m completely burned out.”
Manager (fixing mode): “Let’s talk about time management. Maybe you can delegate more.”
Manager (empathy mode): “I hear you. You’ve been putting in extra hours, and it’s taking a toll. That’s frustrating. Let’s take a step back and figure out a way forward together.”
The second response acknowledges the employee’s emotions before shifting to solutions, which builds trust and keeps them open to feedback.
2. Acknowledge, Don’t Minimize
It’s tempting to downplay someone’s frustration to help them feel better. But phrases like “It’s not that bad” or “You’ll get over it” can come off as dismissive. Instead, validate their emotions and show you’re actively listening.
Example:
Employee: “I worked so hard for that promotion, and I still didn’t get it. I feel stuck.”
Manager: “I can see why this is frustrating. You put in a lot of effort, and it’s disappointing when things don’t go as planned. Let’s talk about your growth path and what we can do next.”
This approach makes employees feel supported while keeping the conversation constructive.
3. Ask, Don’t Assume
Empathy doesn’t mean assuming how someone feels. It comes from understanding their perspective by asking open-ended questions like:
- What’s been the hardest part about this for you?
- How are you feeling about everything right now?
- What would be most helpful to you at this moment?
These questions allow employees to express themselves and help people managers get to the root of the issue.
3. O - Ownership
Employees thrive when they feel a sense of ownership over their work and are held accountable for it. They are more engaged, proactive, and committed to delivering results when they take responsibility for their tasks, decisions, and growth. But ownership doesn’t happen automatically, it needs to be enabled and nurtured.
People managers play an important role in creating an environment where employees feel confident taking ownership of their work. The most effective way to do this is through coaching.
Coaching helps employees think critically, build confidence, and develop problem-solving skills to take charge of their work without over-relying on you.
One of the best frameworks for coaching is The GROW Model, which empowers employees to think for themselves.
1. Goal: Clarify What Success Looks Like
Before employees can take ownership, they need a clear goal. Help them define what they want to achieve and ensure it’s specific and within their control.
Ask:
- What do you want to accomplish?
- If we solve this, what would success look like?
- What’s one thing you’d like to improve in your role?
2. Reality: Assess the Current Situation
Employees may not always see the full picture of what’s holding them back. Explore questions that encourage reflection and help them uncover roadblocks.
Ask:
- What challenges are you facing?
- What have you tried so far?
- Are there any assumptions you’re making that might not be true?
3. Options: Explore Possible Solutions
Instead of giving answers, encourage employees to brainstorm their own ideas. The goal is to help them think beyond the obvious and discover new approaches.
Ask:
- What are some different ways you could approach this?
- What’s one thing you haven’t tried yet?
- If there were no constraints, what would you do?
4. Way Forward: Commit to Action
The conversation means nothing if it doesn’t lead to action. Help employees define their next steps and hold themselves accountable.
Ask:
- What’s the first step you’ll take?
- When will you follow through on this?
- What support do you need to succeed?
Coaching helps employees to find their own solution instead of solving it for them. With enough practice, they will build confidence in their decision-making, feel more motivated, and develop critical thinking skills.
4. P - Personalize
Imagine you have two employees: Alex is highly skilled but recently disengaged, showing signs of burnout. Jordan is new, eager to learn, but lacks experience in their role.
If you manage both the same way, neither will get the support they actually need. Alex needs re-engagement and new challenges, while Jordan needs hands-on guidance to build confidence.
To get the best out of your team, you need to adjust your management style to fit the individual and their situation. But how do you know when and how to flex your management style?
Use the Flexible Management Model to help you determine the best way to manage an employee based on 2 key factors:
- Skill – Their experience, knowledge, and ability to perform the task.
- Will – Their confidence, motivation, and attitude toward the task.
Depending on where an employee falls, adjust your management style to best support them:
1. Guide: Low Skill, High Will
Who fits here? New hires, employees learning a new skill, or anyone eager but inexperienced.
What they need: Structure, training, and step-by-step support.
How to manage:
- Give clear instructions and break tasks into manageable steps.
- Monitor progress closely and provide frequent feedback.
- Pair them with an experienced mentor to accelerate learning.
2. Mentor: Low Skill, Low Will
Who fits here? Employees who are struggling, overwhelmed, or feeling unmotivated.
What they need: A mix of hands-on support and diagnostic coaching to uncover the root issue.
How to manage:
- Ask questions to understand why their motivation is low.
- Set short-term, achievable goals to rebuild confidence.
- Align their work with team objectives so they see the bigger picture.
3. Engage: High Skill, Low Will
Who fits here? Experienced employees who feel disengaged, bored, or burned out.
What they need: A renewed sense of challenge and meaning in their work.
How to manage:
- Check for burnout.
- Give them more autonomy to lead projects or make key decisions.
- Help them develop new skills to keep work exciting.
4. Empower: High Skill, High Will
Who fits here? Employees who are confident, capable, and self-motivated.
What they need: Recognition, opportunities for leadership, and career growth.
How to manage:
- Give them ownership of projects without micromanaging.
- Expose them to senior leadership and strategic initiatives.
- Help them plan their next career steps to keep them engaged long-term.
Tip: Regardless of skill or motivation level, all employees need:
- Regular feedback
- Clear expectations
- Recognition and praise
- A manager who genuinely cares
5. L - Listen
Listening is one of the ways to make employees feel seen, heard, and understood. Research shows that high-quality listening creates:
- Better performance: Employees who feel heard are more engaged and productive. In sales, listening correlates with increased revenue.
- Stronger leadership: Leaders who listen are seen as more effective. Employees perceive leaders who actively listen as more supportive, approachable, and inspiring.
- Higher trust & satisfaction: Employees who feel their manager listens to them trust them more, feel valued, and have higher job satisfaction.
- Improved well-being: Studies show that when managers listen, employees report feeling more psychologically safe, less stressed, and less likely to experience burnout.
Now that we understand why listening is critical, let’s explore how to level up your listening skills. Here are 4 tips you can practice with:
- Eliminate distractions: Silence notifications and put your phone away.
- Refocus when you drift: If your mind wanders, bring it back to the speaker.
- Ground yourself: Wiggle your toes or focus on your breath to stay present.
- Watch for non-verbal cues: Pay attention to tone, expressions, and gestures to deepen understanding.
Try these tips in your next conversation and see the difference!
6. E - Evolve
“Adaptive leaders need to be able to adjust their behaviors flexibly to the situation, such as monitoring internal and external dynamics, deciding when to make strategic changes, relinquishing authority to others when required as well as being sensitive to the needs of subordinates” - Yukl and Mahsud, 2010.
What worked yesterday might not work tomorrow. People managers need to adjust, refine, and grow based on the people, challenges, and opportunities around them. Sticking to old habits without questioning them can hold you and your team back.
Here’s how to keep evolving as a leader:
- Ask for feedback: Regularly check in with your team by asking, “What’s one thing I could do better as a manager?”
- Keep learning: Read books, take courses, and observe other great leaders. Growth doesn’t stop when you reach a leadership position.
- Be open to change: If something isn’t working, don’t force it. Adjust your approach and try something new.
The most effective leaders don’t have all the answers. They keep learning, listening, and evolving.
Be The Manager You’d Want to Work For
The P.E.O.P.L.E. Framework helps you create an environment where people feel valued, motivated, and ready to do their best work. The kind of environment you’d want to work in.
Purpose gives your team a clear reason to stay engaged. Empathy builds trust and strengthens relationships. Ownership empowers employees to take responsibility. Personalization ensures that leadership adapts to each individual. Listening deepens trust and encourages collaboration. Evolving keeps you growing and leading with agility.
Set the standard. Lead with confidence. What’s one thing you can do today to be the manager you’d want to work for?
