5 Most Important Lessons People Leaders Can Teach New Team Members

Working on a people team can be an exciting journey full of surprises, where each day brings fresh challenges and chances to really make a difference in people’s lives and the company’s success. For folks who are new to the team, it may feel daunting because there is so much to learn, especially for those who are fresh out of college or coming from another industry.

People leaders have a responsibility to guide and coach new team members. Without strong, proactive leadership, new team members may be at risk for undue stress and overwhelm. Given today’s already high rates of burnout among people teams, leaders can’t afford to take their teams for granted.

Here are five key lessons people leaders must impart on new team members, to give them the context, information, and support they need to build a successful career, be a productive team member, and become a valuable asset for your organization.

Lesson 1: The people team works for the company, but still takes care of employees

At times, working on a people team can feel like walking a fine line. Yes, the company is your employer and your top priority. However, the main practical purpose of a people team is supporting employees – by working on employee engagement, educating employees about benefits, answering payroll questions, and helping them navigate a variety of challenges at work and at home.

Many employees outside people teams are surprised to learn that ‘HR is not your friend’, but the reality is that folks who work on people teams are charged with being friendly and compassionate while also adhering to company policies and legal requirements.

Leaders can shed light on these seemingly oppositional aims by telling stories from their early days, and empathizing with new team members who are still finding their footing.

Lesson 2: Listening is (often) better than talking

In the dynamic world of people management, effective communication is paramount. While sharing insights and offering guidance is important, sometimes the most powerful tool in a people leader's arsenal is simply listening.

Active listening involves not just hearing what others say, but truly understanding their perspectives, concerns, and aspirations. By actively engaging in conversations, new team members can gain valuable insights into the needs and desires of their colleagues, enabling them to tailor their support and solutions accordingly.

Encourage new team members to hone their listening skills by practicing empathy, asking open-ended questions, and maintaining genuine curiosity about others' experiences. In doing so, they'll not only build stronger relationships but also cultivate a culture of trust and collaboration within the team and beyond.

Lesson 3: Getting to know people outside your team is essential

As a new team member, there is a lot to learn about how the organization approaches people management, about the work culture at large, and about folks (especially managers and team leaders) in other departments who influence that culture.

People leaders must provide opportunities for new team members to meet leaders in other parts of the organization so they can really get to know how the company works. Understanding org charts is a good primer, but there’s no substitute for building relationships with folks throughout the organization who can share important perspectives and observations.

Lesson 4: Learn everything you can about the business and industry

While being on a people team is not necessarily an industry-specific role by any means, the more a person can learn about a specific business and the industry it operates in, the more successful they can be in their job.

Understanding the benefits and challenges in a given industry, along with threats from competitors, can help people team members focus their efforts, spot opportunities, and address issues more effectively.

Lesson 5: Become a more resourceful human

Many years ago, I worked on a human resources team with an executive leader who literally flipped the script. The door of our department held a sign that read, ‘Resourceful Humans’. This sent a strong message to those coming to seek our help: “We’re all humans here.”

Rather than positioning us as the ‘resources’ in question, our intrepid leader challenged us to become more resourceful. In doing so, she expected even the most junior members of the team to seek solutions and answers on behalf of the employees who walked through the door or called with questions.

Today’s people leaders can encourage their team members in similar ways. While the people team may not be sharing a single department door like my team did, leaders can still set expectations – and share examples and guidance – about where to find information and how to use problem-solving strategies and communication skills to address employee questions and concerns.

This particular pro-tip isn’t just for people teams, either. Adopting the ethos of a resourceful human benefits professionals in all types of roles, so it’s a good lesson to pass along to new managers as well.

Go forth and be resourceful

Embarking on a career journey within a people team can be an exciting adventure filled with opportunities for growth and impact. By instilling these essential lessons in new team members, people leaders pave the way for success not only within their organizations, but also in the broader scope of the profession.

Together, with a foundation built on empathy, active listening, and resourcefulness, the future shines bright with endless possibilities for positive change and innovation.