Yulia Miklashevska, Head of Acquisition, Experience & Culture and CPO Deputy at Growe, tackles the issue of human resources; elaborating on the strategies that must be deployed to ensure that team members remain focused and committed to achieve sustained success.

 

Why your team’s success depends on you, not HR

 

Many managers believe their primary (and sometimes only) job is to track KPIs. They think:
‘I’m a manager. My job is to control results. Motivation, development, and conflict resolution are HR’s responsibilities.’

This mindset isn’t just outdated – it’s dangerous.

HR can support processes, but if a team is burning out, losing motivation, or drowning in conflicts, no HR initiative will fix it unless the manager is actively involved.

If your team is struggling, the first question to ask isn’t:
❌ “What will HR do about it?”
✅ “What will I do about it?”

 

A manager is the heart of the team

 

HR creates policies, organises training, and supports initiatives. But let’s be honest:

• Who works with the team every day?
• Who sets the workplace atmosphere?
• Who influences trust, motivation, and engagement?

That’s you.

 

What sets great people managers apart

 

1. They take responsibility for motivation and engagement.

Some managers assume engagement is HR’s job. However, the employee net promoter score – which measures employee satisfaction – directly reflects leadership quality.

If your team has a low eNPS, don’t ask:
❌ “How will HR fix this?”
✅ “What can I, as a leader, do to improve this?”

People don’t quit jobs – they leave bad managers. No perks or bonuses will make employees stay if they don’t feel valued or heard.

2. They help their team grow (not just assign tasks).

Great leaders don’t just delegate work – they develop people.

❌ Bad managers: See employees as mere executors.
✅ Great managers:  Foster growth through feedback, mentorship, and career opportunities.

If you don’t invest in your team’s development, don’t be surprised when your best employees start looking elsewhere.

3. They resolve conflicts instead of avoiding them.

Conflicts happen in every team. The question isn’t whether they will occur but how they will be handled. Many managers hope problems will ‘just go away.’ Spoiler: They won’t.

When conflict arises, don’t just pass it on to HR. Instead:

• Speak directly with those involved.
• Listen to both sides.
• Address the root cause, not just the symptoms.
• Find a solution.

You’re not expected to be a therapist. But a team that trusts its leader to handle issues fairly and openly will always perform better.

4. They shape team culture every day.

Real team culture isn’t about corporate slogans or policies. It’s about what a manager does daily.

Ask yourself:

• Can employees speak openly about problems?
• Do they receive honest feedback?
• Do they see a future for themselves in the company?
• Do they feel their work has meaning?

If you answered ‘no’ to any of these, it’s time to rethink your leadership approach.

 

Common leadership mistakes (that destroy teams)

 

Even good managers make mistakes. Here are the most common ones:

• Avoiding difficult conversations. Ignoring problems only makes them worse.
• Focusing solely on results. If employees feel like just a number on a report, they won’t give their best.
• Shifting responsibility to HR. Onboarding, development, and motivation are your responsibilities.
• Micromanagement. Too much control kills initiative.
• A one-size-fits-all approach. People are different. Ignoring this leads to disengagement.

If you recognise yourself in these mistakes, the good news is – they’re fixable. People management isn’t an ‘extra’ skill. It’s a core leadership competency.

 

How to become the kind of leader people want to work with

 

• Be open to communication. Listen to your team and encourage honest dialogue.
• Invest in development.  Assign meaningful, challenging tasks and support career growth.
• Trust, don’t control. Autonomy boosts productivity.
• Address conflicts immediately. A strong team isn’t one without disagreements – it’s one that knows how to resolve them.
• Lead by example. Your leadership style sets the tone for the team.

 

HR vs. Manager: who’s responsible for what?

 

Still think HR should solve everything? Let’s break it down:

Function	HR	Manager
Hiring	Manages the recruitment process	Makes the final hiring decision
Company policies	Develops and implements policies	Middle management
Motivation	Provides tools	Builds trust and engagement
Employee development	Organises training programs	Helps employees grow
Conflict resolution	Offers advice	Handles directly within the team

HR can help – but they can’t lead for you.

 

Why this matters for business

 

• Companies with high engagement levels see 21% higher profits.
• 50% of employees quit because of poor leadership.
• Businesses with strong leadership have 41% lower turnover rates.
•  

Lead like it matters – because it does.

 

Strong teams don’t happen by accident. They thrive under strong leadership – and that starts with you.

 

 

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