Managing People - Not for the Faint-Hearted (but here’s how to make it work)

Managing people is one of the most rewarding parts of leadership, right up until it is not.

It is juggling performance, personalities, productivity, and the occasional workplace drama while trying to keep your business humming. And while every manager has that one story, the good news is that most challenges have clear, practical solutions (yes, even the sticky ones).

Here’s a breakdown of the most common people management headaches - and what to actually do about them.

The performance problem

The challenge:Missed deadlines, poor quality work, and checked-out behaviour. And of course, the awkward silence when you try to bring it up.

The solution:

• Set clear expectations early - no guessing games

• Use data and facts to guide the conversation (feelings ≠ feedback)

• Have regular check-ins, not once-a-year performance surprises

• Build a performance improvement plan if needed—but support first, not punishment

Sometimes it is not poor performance - it is poor direction.

Conflict in the air? Handle It.

The challenge:When tensions simmer, collaboration sinks. And when no one says anything? That tension becomes culture.

The solution:

• Nip it in the bud - early, calm, and privately

• Stay neutral and listen like a grown-up

• Get people talking (professionally) to each other

• Focus on solutions, not blame

• Offer conflict resolution training if things keep bubbling up

You are not a referee - but you are the one who has to blow the whistle when it matters.

The engagement black hole

The challenge:Low energy, zero motivation, everyone mentally clocked off by 2pm. It is not just bad for morale - it hits your bottom line.

The solution:

• Recognise wins - loudly and often

• Understand what makes each person tick

• Offer real development, not just more tasks

• Create a culture where people feel heard, not herded

• Watch for burnout and be flexible where it counts

Motivated people do better work. Full stop.

Resistance to change

The challenge:New system, new structure, new Manager—cue eyerolls and silent rebellion.

The solution:

• Explain the “why,” not just the “what”

• Invite feedback, and actually use it

• Provide training and support during the change

• Lead by example - if you are not on board, no one else will be

Change without communication is just chaos in a new outfit.

Managing a multi-generational team

The challenge:Boomers, Gen X, Millennials, and Gen Z in one office. Cue different values, work styles, and a few passive-aggressive Slack messages.

The solution:

• Acknowledge differences - without turning them into stereotypes

• Tailor communication (Zoom, Slack, email… carrier pigeon?)

• Create flexible structures to support different work rhythms

• Encourage cross-generational mentoring and knowledge-sharing

Age is just a number. Capability is what counts.

Autonomy vs Accountability

The challenge:Too much freedom = chaos. Too much control = micromanagement. Where is the line?

The solution:

• Set clear goals and let people own the how

• Use tools to track progress, not people

• Check in consistently, not constantly

• Build trust with clear expectations, then get out of the way

Spoiler alert - most people want to do good work. Help them get there.

Remote and hybrid chaos

The challenge:Out of sight, out of sync. Disconnection, confusion, and missed messages.

The solution:

• Set communication expectations (and stick to them)

• Use tech to connect, not control

• Schedule meaningful check-ins that go beyond “How’s it going?”

• Focus on outcomes—not hours online

Hybrid can work beautifully—if you set it up with intention.

Turnover (a.k.a. The Revolving Door)

The challenge:People keep leaving. Recruitment feels like Groundhog Day. And morale is tanking.

The solution:

• Conduct honest exit interviews (then do something with the data)

• Build a workplace people want to stay in

• Invest in training, growth, and culture

• Review your pay and perks—yes, it matters

You cannot fix turnover if you do not know why it is happening.

People management is not about getting it perfect. It is about getting it right, consistently enough that your team can grow, perform, and trust you to lead. Whether you are navigating one challenge or ten, we can help you tackle it all—strategically, practically, and without the corporate waffle.

Need a no-pressure sounding board? Call us on 0455 575 755 or visit www.hrxp.com.auLet’s turn your management stress into structure that works.