This is especially true if you have that authoritarian personality that tends to want power and control. People chafe at management controlling them so completely. This is particularly true for industries producing a product or service that must meet strict requirements in quality and output.īut generally, people don’t like it, even if you take a gentler approach. In a shift-based setting where there are a lot of shift changes, overlap, and an always-changing mix of who works with whom, there may be room for an autocratic approach. It can also be helpful if there’s a lot of chaos and turmoil in your organization that you need to clear up fast. The autocratic management style is great in that decisions can be made quickly. Some managers come with an iron fist (“my way or the highway!”) while others achieve the same autocratic results in a more gentle way, with varying mixes of persuasion and a kind-of-friendly paternal approach, which bears the burden of all decisions. Your personality has an effect on how the autocratic approach is done. Managers expect employees to follow instructions exactly, with the understanding that you might pop in at any moment to see what they’re doing. All decisions and role descriptions come from you. If you’re an autocratic manager, you insist on absolutely everything coming from the top down. The opposite of a democratic management style? The process involved in getting and fairly evaluating input also has its own pitfalls. The negative to a democratic approach is that it takes more time to make decisions. Because employee engagement and motivation is naturally high with this management style, they feel valued and are more likely to stick around because they get to help steer the ship. They may also feel like they have a say in their company’s future. If your team feels comfortable with each other, it will give you the most diverse input.Įmployees whose managers take a democratic approach will have higher morale. While the final decisions are ultimately left up to management (unless you allow employees to build a consensus for decisions) employees can make suggestions to feed that final decision. The democratic management style is all about feedback and input from your employees. See what changes you might need to make to be a more effective manager of your team. Let us help you discover your management style. Do you know what your management style is? Do you know if it’s appropriate or effective for the workforce you’re trying to manage? There are many types of managers, and management methods. Not only are you dealing with personality and work styles that clash, but depending on your job, you have to manage a complicated shift-based workforce.īut you have to at least be aware of what your management style is, and if it’s part of the problem or the solution. It’s virtually an impossible task to keep all employees fully connected and productive at work. It’s not fair to place the entire burden and blame on management.
There’s a lot riding on management style, that simple process of accomplishing set goals by how a manager runs their team. Even knowing what management styles and traits employees are looking for doesn’t seem to move the needle on that low engagement number. That’s a terrible number, and much of it can be traced back to how they are being managed.Ĭonsidering that most companies are always trying to find ways to keep employees engaged, because they know the productivity and accuracy levels among engaged employees is high, it’s surprising that the percentage stays so low.
According to Gallup, only about 30% of employees feel engaged at work.
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