Management of staff and coworkers


The management of employees is of strategic importance for the company. It aims to indicate the route, to lead the employees of the company to achieve the operational purposes in a perspective of continuous personal and professional growth and is aligned with the company. The Human Resources Unit or Function is called to take care of the management of the employees from the planning stage, in order to define together with the management, in quantitative and qualitative terms, the workforce needed to enable the company to achieve its objectives.

The assignment and achievement of challenging goals increase the involvement, motivation, identification with the company, as tools of personal and professional affirmation. As an entrepreneur you must first identify the medium/long term vision, strategy and objectives in terms of: investments, products, reference markets that can bring the greatest benefits to the company; then you must define what every single function, unit, corporate employee must do to reach them.

Motivation must be understood as the set of forces (motives, values, reasons, emotions), which push a person to activate their energies to carry out a certain action and achieve the set goal. It is the thrust that precedes action, while satisfaction is the sense of fulfilment after action. The one comes first and can be represented as the spring that pushes to do something, the second comes after and represents the fulfilling element connected to the action performed. In order to encourage the creation and development of the expectation of achieving the objective, the employee must, based on his own abilities, feel able to achieve it. Those who are called to manage human resources in the company must use involvement, training and development to motivate their employees to make their best contribution in achieving the company’s objectives.


  • involvement is understood as recognition of others through listening and consideration, allowing people to feel part of the organization;
  • the training serves to "give shape" to the worker and his contribution in an appropriate way (according) to the company needs;
  • development is understood as a path of personal and professional growth of the employee, able to support, motivate and push it in a direction of growth in awareness and the role played in the company.

To verify the performance of your company and the achievement of the company objectives, it is very important to keep a constant evaluation of human resources and their performance. It is a means through which the entrepreneur or the management can confront with the employee in order to analyse and verify the behaviours and the results, comparing them with those expected for the role or the job.

Finally, it should be remembered that there is the possibility for the employee to carry out his duties without interference or external conditioning, independently but (at the same time) with the weight of responsibility for his work, predicting the consequences of their own behaviour and correcting it if necessary.

Facilitating the achievement of an adequate level of autonomy and responsibility of the employees will allow you to delegate with the awareness and confidence of being able to achieve the results assigned without having to carry out invasive controls of the sphere of autonomy of the collaborators.

For more information, visit the website of the Ministry of Labour and Social Policy

Updated on 23/11/2020