Management Style - Executive Staffing | Hire Velocity

A CareerBuilder study from January of last year found that 37% of employees who expressed dissatisfaction with their bosses would be more likely to seek a new job in the next year. On the other hand, of those who said they definitely would not be leaving their jobs, 32% cited a good boss as their reason for staying put. An additional 29% said their desire to stay in their current position was based on the fact that they felt valued and that management recognized their accomplishments.

If those numbers aren’t enough to make you stop and think about the managers in your business, consider two additional factors. First, millennials, who make up a significant portion of the up-and-comers in today’s workforce, say they value a positive work environment over a higher salary. Second, the growing economy means talented workers are in high demand, and unhappy employees may find a more attractive position with one of your competitors. If your business defines good management differently from the talent stars you hope to attract and retain, you may be left wondering why your recruiting and retention efforts aren’t yielding the results you envisioned.

What Makes a Good Manager?

While different personalities will lead differently, managers should still take a long, hard look at whether their individual leadership approach empowers employees to do their best work or whether it squelches creative impulses. What types of managers elicit the best results from their team members?

• Good managers explain. Rather than expecting team members to follow rules and enforce policies simply because they were told to, good managers will explain the reasons behind the policies. When workers understand why they’re being asked to work a certain way, they will be more likely to support the decision rather than chafing under it.
• Good managers envision. An effective manager will create a vision for what the business should look like or what the project should accomplish, but he or she will leave room for employees to bring their own creativity and innovation to bear on the process.
• Good managers involve. It may seem counterintuitive to say that a good manager doesn’t make all the decisions himself, but employees feel more invested in their work when they have been included in the decision-making process. This is especially true for young professionals who place high value on teamwork and collaboration.
• Good managers coach. By investing in the development of the employees they oversee, managers can help those employees find greater fulfillment in their jobs and encourage them to reach their goals. This is another character trait valued highly by millennials, who have grown up receiving almost constant feedback on their performance. Coaching doesn’t have to be an extensive process; simply taking time for a brief conversation or responding to an email can make a difference in how employees perceive their bosses.
• Good managers collaborate. An effective manager will draw out the strengths of team members and will then encourage workers to connect with and seek input from others. Project management apps like Basecamp or Insightly can help facilitate the collaborative process, but ultimately it is the manager who will most influence the morale and harmony of the team.
• Good managers motivate. There are many ways to motivate employees, including all of the positive management styles we’ve discussed above. In addition to these factors, however, there is undeniable benefit in recognizing employee accomplishments. Recognition can range from a small word of thanks for a job well done to a bonus for meeting a specific sales goal. Different employees may respond to different types of motivational tools, meaning that effective managers will seek to know their team members and implement policies that help workers feel both appreciated and rewarded for doing their work well.

Evaluating Your Management Style

Experts agree that one of the least effective management styles is that of commanding and controlling. Command and control managers tell workers what to do with little or no explanation and leave no room for questions, input, or creativity on the job. Unfortunately, this style is also one of the most common. If you notice that a particular department has a high turnover rate, it may be time to take a closer look at the management style of the leaders in that department. However, it is also important to recognize that an unhappy employee doesn’t always indicate a poor manager.

As the war for talent heats up, increased confidence in the ability to find a satisfying job means that employees will be more likely to jump ship if they don’t like their bosses. Investing in management training and honestly evaluating the prevailing management culture of your business can go a long way toward creating the kind of work environment that employees are looking for.