Which management style suits your team?

We delve into the world of management styles, uncovering four primary approaches and their impact on team morale, productivity, and engagement

CREDIT: This is an edited version of an article that originally appeared on When I Work

With only about 30% of employees feeling engaged at work, it’s crucial to examine the role of management in fostering a positive workplace culture. From democratic to autocratic styles, each approach carries its own set of benefits and challenges, influencing employee morale and retention.

Discovering your management style

Are you a democratic leader, valuing collaboration and input? Or perhaps you lean towards an autocratic approach, making decisions unilaterally? Understanding your management style is essential for effective leadership and team success.

• Democratic management: Encourages employee feedback and collaboration in decision-making, leading to higher morale and engagement. However, the decision-making process may be slower due to the need for consensus.
• Autocratic management: Centralises decision-making with little input from employees, resulting in quick decisions but potentially lower morale and engagement due to limited autonomy and micromanagement.
• Transformational management: Focuses on driving growth and innovation by empowering employees to pursue new ideas and opportunities. This approach fosters high engagement but may lead to burnout if employees feel constantly pressured to perform.
• Coaching management: Prioritises employee development and growth, creating a supportive environment where individuals can reach their full potential. While this approach builds strong relationships and loyalty, it may require more time and effort from managers to provide guidance and support.
• Visionary management: Communicates a compelling vision for the future, inspiring employees to work towards shared goals with creativity and enthusiasm. This approach fosters autonomy and innovation but relies on employees’ ability to align with the overarching vision.
• Hands-off management: Delegates responsibility and trusts employees to work independently, promoting autonomy and innovation. However, it requires a high level of trust and self-motivation among team members and may lead to inconsistency if not properly managed.

Leadership is a balancing act between guiding teams towards success and empowering individuals to thrive. By embracing self-awareness and seeking feedback, managers can continuously refine their approach and drive positive change in their organisations.

Being a manager is challenging, but by understanding your management style and its impact, you can create a more engaged and productive workforce. Embrace self-awareness, seek feedback, and commit to continuous improvement as you navigate the complexities of leadership.