Human resource management is one of the most strategic and challenging components of any business. Time and again, HR managers have helped their organizations make revolutionary leaps and cement their status as leaders in their industries.

However, the challenging bit of successful human resource management is not the job description itself. It’s imperative to find the right balance between balancing tasks and people, right from finding and recruiting new employees to training them and keeping productivity and engagement levels high. Highly successful managers understand that success begins with the employee’s well-being and growth.

Managing people effectively requires you to dedicate a lot of your time and energy to others. Consequently, you must be devoted to self-improvement and self-fulfillment if you’re to help others along their path.

Here are the habits of a highly successful HR manager that will help you promote a positive impact on the people you manage.

1. Practice Empathetic Listening

Empathy is a critical HR leadership skill. While some people are more empathic than others, empathy is a skill that can be cultivated like any other. It helps build workplace relationships, facilitates conflict management, and encourages collaboration.

In an age where diversity and inclusion are a competitive advantage, empathetic listening makes it possible to foster a culture where people with different experiences, backgrounds, and opinions can thrive. Empower your people by making them feel heard and empowered.

2. Exchange Feedback Regularly

Human capital is a company’s greatest asset. People management goes beyond creating an effective hiring process and managing personnel complaints. It’s also about creating an organizational culture that drives communication and collaboration.

Feedback is integral to improving individual as well as overall company performance. As an HR professional, it’s your job to continually seek and provide feedback. Opening communication channels gives your employees a voice and creates an atmosphere of helpful give-and-take. Hear out your employees and address what they have shared. Seek first to understand, then to be understood.

3. Develop a Balanced Scorecard

Employees want to see that what they do matters. That’s where Key Performance Indicators come in. When introduced wrongly, KPIs can receive a negative response. Some employees view KPIs as a tool to micromanage, control, and intimidate them. It’s crucial to ensure that they understand that KPIs are not always a measure of success or failure or a tool for dishing out rewards and punishment.

KPIs can foster employee engagement and improve performance. Communicate them every chance you get using digital signage in break rooms and reception areas as well as in meetings and company communications. Use KPIs as an evidence-based tool for continuous improvement that communicates to employees how their work contributes to the company’s success.

4. Look Inward First

For employees to do what they do best, they need to be constantly challenged. Create opportunities to build upon their existing skills and add to their skillset. The skills required to succeed in the future of work are changing at an incredible rate, leaving organizations with a skills gap they can’t seem to fill.

Rather than looking outside for the talent you need, consider upskilling and reskilling your employees for the future of work and providing them with growth opportunities. Doing so will improve your retention rates and increase employee loyalty and engagement levels.

5. Synergize

Synergy creates room for positive teamwork and collaboration. Employees can only thrive when they feel supported by the leadership. As a people manager, it’s your job to provide your employees with the network of support they need to take risks and become more innovative.

Build an environment where people feel safe and supported. Giving people a sense of autonomy and the freedom to make decisions on their own is probably one of the best ways to foster creativity and establish trust and a shared sense of purpose within a team.

6. Reward Good Work with Recognition

As mentioned, employees want to feel that the work they do matters. Find simple yet impactful ways to recognize the efforts, achievements, and milestones of your employees. This way, you’ll help your people ascribe meaning to the work they do and create momentum for further achievement.

It’s not enough to display KPIs on digital signs; creating a performance-driven workplace requires you to recognize the hard work and effort that goes into achieving them. Feature top employees on your company blog, newsletter, or use digital signage to boost morale and reward high-achievers.

7. Be a Mentor

People gravitate towards people they admire. While you can’t take everyone under your wing, becoming a mentor is a great approach. Your journey and the wisdom you’ve gained throughout your career can inspire and guide others. Learning how to be a mentor is the pinnacle of leadership. It requires empathy as well as communication and teaching skills.

The best part is you can provide a sounding board for rising stars and guide them as they navigate their careers. This way, you can help your people find and remain connected to their purpose at work. Successful HR leaders mentor and provide their teams with the encouragement, tools, and resources they need to grow and excel in their work.