Engagement, performance, job satisfaction, and retention are among the most crucial employee-related factors for a successful organization, and they tend to all be heavily influenced by management. How favorably employees view their managers is typically due to the management style used. Management styles widely range from authoritarian (giving strict orders and displaying maximum control) down to the laissez-faire (hands-off, no guidance), with varying levels of authority and allowed employee input in the middle. Fulfill your potential to be an effective leader by learning more about how to review your management style, and assess for positive changes:
Decision Making Process
How you make decisions is one of the telltale marks of your management style. Do you make decisions on your own or in conjunction with other senior level executives, and then simply deliver the news to your employees? Consider if there is a way to involve your employees more in your decision-making process. Asking for their input and taking it into consideration can make them feel more valued and more invested in their work.
Relationships with Employees
As a manager, you must strike a fine balance between processes and people. Employees are not machines or software, so you have to keep their individuality and emotions in mind when you determine how to best manage them. Think about if you could stand to incorporate a more personal touch when dealing with your employees, and not be as matter-of-fact. When managers strive to have a trustworthy but professional relationship with their employees, it often translates to loyalty and reduced turnover. Alternatively, if you feel you’re on too friendly of a level with your employees, you may need to incorporate more professional boundaries so they respect your authority.
Comfort Level with Delegation
Be honest with your self-assessment on your tendency to micromanage. If you feel the need for control or worry you can’t trust your employees to complete lower level tasks without your direct involvement and supervision, it’s time to tweak your management style to include more hands-off delegation. Micromanagement can destroy your employees’ self-confidence, motivation, and job satisfaction if it’s not improved.
When you notice a decrease in engagement or productivity, the techniques in which you try to motivate your employees can make a big difference in your success. Evaluate your approach to motivation when determining if you need to update your management style. Think about what you currently do and its effectiveness and consider trying out alternatives. For instance, rather than pushing employees to improve through disciplinary actions (such as threat of losing their jobs), you could try a different approach (such as offering an incentive.)
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