The complete guide to management styles & How to choose the right one for your team
When it comes to management styles, there are a lot of different options out there. It can be hard to decide which style is right for you and your team. In this post, we'll help you define the different management styles and figure out which one is best for you.
The Different Management Styles and their Benefits
Management styles dictate how you run your team, how you make decisions, and how you interact with subordinates. There are six primary management styles: autocratic, democratic, participative, laissez-faire, transactional and coaching. Each has its own strengths and weaknesses, so it's important to understand all six before settling on a style that's right for you.
Authoritarian managers are those who make all the decisions and don't involve their team in the decision-making process. Democratic managers involve their team in the decision-making process and encourage input from everyone. Laissez-faire managers take a hands-off approach and allow their team to make most of the decisions.
Once you understand the different management styles, you can start to figure out which one is right for you.
The 6 management styles
Autocratic management is the most authoritative of the six styles. In this style, the leader makes all the decisions and sets all the rules. Although people may argue that this can be a way to get things done quickly and efficiently, one cannot deny that it also leads to a high level of stress for employees who feel they have no input or control over their work.
With this approach, the manager makes all the decisions and gives all the orders; the employees are expected to follow them without question.
Today, this style of management tends to belong in the past for most organizations, thanks to a global shift in mindset during the last decades. The reason is that there are some obvious downsides to this approach. For one thing, it can be quite demanding and stressful for both you and your employees: there's little room for creativity or input from others. And if things go wrong, you'll only have yourself to blame. That’s also why we consider at Klaxoon that collaboration and teamwork are key to succeed as a team.
Democratic management is the opposite of autocratic; in this style, leaders consult with their team members before making decisions. This gives employees a sense of ownership over their work and helps to build trust between the leader and the collaborators. However, decision-making can sometimes be slow in this style as everyone needs to be consulted before anything is decided.
The participative approach to management is all about involving employees in the decision-making process. This can lead to better buy-in from employees and a greater sense of ownership over the work that they do.
However, participative management can also be time-consuming, and it may not be appropriate for all decisions. As a manager, you need to weigh the pros and cons of this approach and decide whether it’s right for your team.
The Laissez-faire management style
Laissez-faire is a management style that allows employees to work independently with little interference from management. Laissez-faire management style is a hands-off approach to management where employees are given freedom and autonomy to do their work. This management style is based on the belief that employees are motivated by more than just money and that they feel that they’re in charge of tasks for which they can decide most of the aspects..
Laissez-faire management can be beneficial for businesses because it fosters creativity and innovation, and allows employees to take ownership of their work. However, this management style can also lead to problems if employees are not properly supervised or if there is not a clear chain of command. When used appropriately, laissez-faire management can be an effective way to promote productivity and creativity in the workplace. When implementing a laissez-faire management style, it is important to strike the right balance between giving employees enough freedom to be creative and productive, and providing enough guidance to ensure that they are meeting deadlines and producing quality work.
Transactional management style
Transactional management style is based on a system of rewards and punishments. Employees are motivated by the possibility of receiving a reward or avoiding punishment. This management style can be very effective in getting employees to meet specific goals. However, it can also create an environment that is overly competitive and stressful. The best managers are able to adapt their management style depending on the situation. They have a deep understanding of their own strengths and weaknesses as well as those of their subordinates. This allows them to create an environment in which everyone can thrive.
The coaching approach
The coaching approach is all about helping employees reach their full potential. As a leader, you provide support and guidance to employees as they work towards their goals. This style of management can be very beneficial if you have a team of high-performing employees.
One of the key benefits of the coaching approach is that it can help to improve employee engagement. When employees feel supported and motivated, they're more likely to be engaged in their work. This can lead to better performance and results for your company.
Another benefit of this management style is that it can help to build strong relationships between leaders and employees. When you take the time to coach employees, they'll see that you care about their development and success. This can foster a sense of trust and respect between you and your team members.
The Key Elements of a Great Management Style
There are many different management styles, but there are some key elements that are essential for a great management style:
First, a great manager must be able to communicate effectively with their team. This means being able to listen to concerns and suggestions, as well as giving clear instructions.
Second, a great manager must be able to motivate their team and help them to set and achieve goals. This means creating a positive and supportive working environment, and providing recognition for good work.
A great manager must also be able to delegate tasks effectively. This allows them to make the most of their team's skills and abilities.
They must be able to provide feedback that is both constructive and positive. This helps to motivate employees and keep them on track.
Finally, a great manager must be able to adapt their management style to the needs of their team. This means being flexible and willing to change approach when necessary.
By incorporating these key elements into their management style, a manager can ensure that they are providing the best possible support for their team.
What is the Influence of Management Style on Employee Performance?
Different management styles can lead to different levels of motivation and engagement from employees. For example, a more authoritarian management style may lead to employees feeling less empowered and less motivated to do their best work. On the other hand, a more collaborative management style may lead to employees feeling more invested in their work and more willing to go the extra mile. The right management style can make a big difference in employee performance. When management takes the time to find the right style for their team, they can see a real difference in how their employees perform.
The management style that is most effective for employee performance is participative management. This style encourages employees to be involved in decisions about their work, giving them a sense of ownership and responsibility. Additionally, this style of management allows employees to share their ideas and suggestions, which can lead to increased motivation and innovation. When implemented correctly, participative management can have a positive impact on employee performance.
Conclusion: How to Choose the Best Management Style for Your Workplace?
The best management style for your workplace depends on a number of factors, including the size and structure of your organization, the nature of the work, and the goals you hope to achieve.
The key is to find a style that fits both the needs of the organization and the strengths of the manager. When choosing a management style, it is important to consider both the theory and the practicalities. Many management theories have been developed over the years, but not all of them are applicable to every situation. It is also important to remember that theory does not always match reality. Theories about management often assume that employees are rational beings who are motivated solely by financial rewards. In reality, people are complex and unpredictable, and they may be motivated by factors such as recognition, power, or simply a desire to do a good job. For this reason, it is often necessary to tailor management styles to fit the specific needs of each workplace.
Ultimately, the best management style is the one that allows you to get the most out of your team and learn from each other while achieving your common goals.