I’ve had a number of conversations with people over the years about their experience of managing people, and being line managed. I’ve learned that so often there are a few simple things — things that don’t cost anything — that managers can do to help their staff feel more connected and more satisfied at work, but which so often get lost in the noise of delivery.

Before we get into the big interventions and workshops, here are some small, everyday actions that make a meaningful difference.

1. Speak to people before anything appears in writing

People shouldn’t find out about things that affect the future of their role through written communication first — whether that’s an email, a letter, minutes of a meeting, or anything similar.

Always talk to the person first, and follow up in writing afterwards.

If I can sneak in another tip here too – try not to deliver bad news on a Friday (or a day when your member of staff has a couple of days to stew on the news). Allow them the chance to get over any shock between shifts but be sure you can reconnect and do a welfare check relatively soon after. Otherwise your messages may become misshapen and cause more issues!

2. People will always fill a vacuum

If something is going on, keep talking to people about it. And if you think you’ve talked about something enough… talk about it again.

When communication is absent, people fill the gaps with rumour, supposition and anxiety. This is especially true in organisations with low levels of trust and engagement between staff and their employer.

Keeping communication channels open is one of the simplest ways to reduce unnecessary worry and maintain trust.

3. Transparency matters — and compassion isn’t identical treatment

Try to manage your people in a way that demonstrates compassion. That means attending to their individual needs, listening to their situation, understanding it, empathising with it, and doing what you can to support them.

It also means being transparent about how that applies to others. It’s absolutely fine not to manage everyone in exactly the same way — nobody’s needs are identical.

However, when people feel that some colleagues receive leniency or flexibility and others don’t, it has a big impact on how they experience team working and the wider environment. A consistent compassionate approach and transparency helps prevent that.

4. Clarity is compassionate

Have the difficult conversations. Talk to people honestly.

If you’re frustrated about how something is working, or concerned about someone’s performance or delivery, speak to them about it. Yes, it’s difficult and it takes bravery — but clarity is compassionate.

When people know about a problem, they can do something about it. If they choose not to, then you can take action — but you’ll know you’ve been clear and fair.

5. You are human too

You are not infallible. You will make mistakes — and that’s OK.

Be brave and own them. Say, “I made a mistake, and I’ll try to do better.” Mistakes are how we learn.

Equally, ask for help. Whether that’s through an action learning set to discuss knotty issues, working with a coach, or having a peer you respect to talk things through with — it all matters.

Line management is tough. Managing people is tough. Ensuring you have the support you need to do it well — and stay well while doing it — is really, really important.

If you’re struggling with any of these, get in touch for a free conversation about how Yew Thrive can support you.