People management is an intricate and rewarding aspect of leadership, and over my 15 years in business, I’ve learned that success in managing teams is not just about authority or control, but about understanding, empathy, and adaptability. My journey in business began when I was just 17 years old, and now (by the grace of Almighty), as the President of MRS Group of Companies, I can reflect on how my approach to people management has evolved across diverse sectors like apparel manufacturing, technology, and even lifestyle branding. In this article, I’ll share insights from my personal experience and offer practical strategies for other business leaders looking to strengthen their own teams.
From Student to CEO: Laying the Groundwork for People Management
My business journey started at the age of 17, balancing my studies while laying the foundation for what would later become MRS Group of Companies. At 18, I secured my first business license, officially stepping into the world of entrepreneurship. Early on, I quickly realized that managing people was just as critical as managing products or finances. Whether I was dealing with the talented team behind Aristo Tex International, our apparel manufacturing arm, or the innovators in Tech Net Corporation, I understood that the success of any business hinges on how well you manage the people who make things happen.
Through these early experiences, I learned the importance of knowing your team, not just as employees but as individuals with unique skills, perspectives, and motivations. Understanding their strengths and challenges allowed me to build more effective teams and make decisions that contributed to both their growth and the success of the company.
My Lesson: Conduct one-on-one meetings with your team members to get to know them better. Understand their career aspirations, challenges, and what drives them to succeed.
Empathy and Leadership: Building Trust Across Diverse Teams
Over the years, I’ve come to understand that empathy is essential in leadership. Leading with empathy does not mean being overly lenient but rather recognizing that employees are human beings with their own emotions, aspirations, and challenges. When I look at the teams across our various businesses—whether it’s InCAP, the International Corporate Association of Professionals, or Anyvas, our global lifestyle brand—each group requires a different approach to leadership. The key to managing them effectively lies in understanding what drives each person and how to connect with them on a personal level.
I’ve always made it a point to listen actively to my team members, ensuring they feel heard and valued. In doing so, I’ve found that it fosters trust, which in turn leads to higher engagement and productivity. Empathy is an investment—when employees feel understood, they are more motivated and loyal to the organization.
My Lesson: Practice active listening and provide feedback that is supportive and constructive. Regularly check in on your employees’ well-being and personal development.
The Importance of Clear Communication and Setting Expectations
As I scaled MRS Group of Companies, particularly with ventures like The InCAP, our international business magazine, it became increasingly important to establish clear lines of communication. Managing multiple business units meant balancing different teams with varying objectives and needs. In my experience, the most successful teams are the ones where expectations are clearly communicated from the outset.
For example, at Aristo Tex International, I needed to ensure that every team member—from production workers to senior managers—understood their roles and responsibilities. This allowed us to operate efficiently, meet international standards, and achieve our goals. Clear communication helped avoid misunderstandings and ensured that we were all moving in the same direction.
My Lesson: Set clear expectations from the beginning of each project and check in regularly to ensure alignment. Utilize tools like project management software to keep teams organized and informed.
Recognizing Achievements and Holding Teams Accountable
As a leader, balancing recognition and accountability has always been a priority. In my businesses, I’ve implemented systems where outstanding performance is celebrated and underperformance is addressed promptly. For instance, recognizing achievements in teams like Tech Net Corporation, where the tech industry moves quickly, has been vital in keeping morale high.
However, recognition alone is not enough. It’s also important to hold employees accountable for their work. Constructive feedback is essential, and it’s something I’ve had to learn and apply throughout my journey. Early on, I made the mistake of overlooking minor issues, but as I matured as a leader, I realized that holding people accountable in a timely and respectful manner drives long-term success and maintains high standards across the organization.
My Lesson: Create a culture of recognition, where achievements are publicly acknowledged. At the same time, set up regular feedback mechanisms to address areas for improvement quickly and professionally.
Using Data to Enhance People Management
Amid this business environment, data-driven decision-making is a game-changer, especially in people management. Over the years, I’ve leveraged employee performance data and feedback to make informed decisions about team structures, growth opportunities, and even compensation strategies. For instance, in our InCAP association, where we bring professionals together from across the globe, I regularly analyze member feedback to ensure that we are meeting their needs and providing value.
For a global lifestyle brand like Anyvas, gathering data on customer sentiment and employee satisfaction allows us to continually refine our approach and stay ahead of industry trends. With the help of tools like performance management software and employee engagement surveys, I’ve been able to fine-tune strategies that benefit both the team and the business.
My Lesson: Invest in technology that allows you to track employee performance and gather feedback. Use this data to make informed decisions on promotions, resource allocation, and professional development programs.
The Dynamic Journey with My People, My Team
Looking back over my 15 years in business, it’s clear that people management is a constant learning process. As President of MRS Group of Companies, I’ve had the privilege of leading teams across diverse industries, from manufacturing to technology and lifestyle branding. Each business unit presented its own challenges and required different management strategies, but one thing remains constant: the success of any organization ultimately depends on how well you manage your people.
People management is not about being perfect—it’s about being adaptable, empathetic, and willing to grow alongside your team. As you continue on your journey in leadership, remember that it’s not just the products or services that define your business, but the people who drive it forward. Embrace the art of people management, and your business will thrive.
Endnote: Leadership is a journey, not a destination. Always be open to learning from your experiences and your team, and remain flexible in your approach.
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About The Author:
Mirza Rakib Shovon
President
MRS Group of Companies
