<img height="1" width="1" style="display:none;" alt="" src="https://dc.ads.linkedin.com/collect/?pid=418929&amp;fmt=gif">

Like this blog?

Subscribe to get more articles.

How Management Styles Affect the Workplace

By John Wright on November 6, 2018

The strategies and behaviors of a manager can impact the performance and productivity of a team, and therefore the whole organization. Most would agree that managers who effectively leverage employee strengths and rally individuals around team goals will achieve a more favorable performance outcome than those who withhold feedback or provide little support to team members. A person’s management style can also impact overall employee engagement. According to Gallup research, managers account for 70 percent of the variance in employee engagement, and can adversely or positively impact employees’ commitment to their work and the company.

While one kind of management style may work better in certain work environments than others, managers often rely on a mix of management styles, depending on the situation and circumstances. Here are four examples of different management styles and how they affect the workplace:

Authoritarian Management

An authoritarian management style is one that relies on an individual’s position of authority in the organizational structure. Managers who lead with authority typically assign tasks and deliverables with little room for debate or questioning, which, if not done in the right situations, can lead employees to feel micromanaged, undervalued, and replaceable. Authoritarian management can also negatively impact employee behavior. One research study found that an authoritarian management style in a manufacturing environment contributed to higher incidents of negative employee behavior such as theft, personal internet surfing, and misuse of overtime.

Set your company up for success with these 26 data points on effective  leadership. View the infographic now. 

While an authoritarian work style may negatively impact employee productivity and engagement, there are times when it is necessary. Environments that frequently deal with emergencies or equipment failures—for example, hospital emergency rooms or power plant facilities—require strict adherence to management directives. In those environments, an authoritarian style can help ensure staff consistently follow required procedures and protocol.

Laissez-Faire Management

At the other end of the spectrum from an authoritarian management style is one that is far more hands-off. A laissez-faire management style empowers employees and trusts that they have the adequate skills, knowledge, and judgment to execute goals without much direct oversight. Self-reliant teams and individuals who prefer to work with a lot of freedom typically respond well to a laissez-faire management style.

While this management style leaves a lot of leeway for employees to be creative, collaborate, and take risks, it can also have a negative impact in the workplace when used inconsistently or in an environment where teams need close supervision. Employees who are new to their role or accustomed to more hands-on management may feel abandoned and unsupported by a manager using a laissez-faire approach.

Coaching Management

A coaching management style focuses more on employee learning and creating opportunities for individuals to perform to their full potential. Leaders who coach their employees provide necessary support and encouragement and help them improve their performance. Leaders that employ a coaching style use their one-on-one time with employees to give praise, deliver feedback, and brainstorm ways to improve, which can help employees develop a sense of trust and loyalty.

A coaching style comes with its challenges. Leaders need to manage day-to-day operations, which can sometimes limit opportunities and time for coaching. It’s a fantastic way to manage, if you are intentional about it! Also, keep in mind that coaching requires first making a connection with employees, so that the coaching isn’t confused with criticism or condescension.

Collaborative Management

A collaborative management style focuses on encouraging the free exchange of ideas within and between teams. Since collaboration in the workplace can have many positive benefits in the workplace, including increased innovation and the reduction of silos, a collaborative management style can be invaluable to helping to build a high-performance culture and a workforce that embraces change. A collaborative manager listens to employees’ ideas and suggestions before making a final decision independently, but also relies on consensus decision-making, which gives employees a voice of influence and a sense of empowerment.

While a collaborative management style can bring employees together and help to establish a strong sense of team in the workplace, it can also sometimes lengthen the time it takes to make decisions. This style may even negatively impact productivity during times of crisis when quick, decisive leadership from one individual may be more appropriate.

Depending on the workplace culture, company goals, and the roles and experience of employees, the use of different combinations of management styles can be effective at different times. Leaders can be most effective when they understand the different management styles that exist and how each can be used in a range of scenarios in the workplace. A good first step in helping to expand leaders’ knowledge and skills is leadership development that helps them discover the many ways they can motivate, coach, and support employees to perform to their maximum potential.

26 Data Points on Effective Leadership

Lorem Ipsum

more information

Get Your Guide

Additional Resources

View All Blog Posts About Training & Development

Continue Reading

How Eagle's Flight Can Help You

View Our Areas of Focus

View Our Training & Development Resources

Access Our Guides

Since 1991, John has acquired extensive experience in the design and delivery of a diverse portfolio of programs. In addition to his executive responsibilities as President of Leadership and Learning Events, John is considered a valued partner to many executive teams. His insight and experience enable him to effectively diagnose, design, and implement complex culture change initiatives in a collaborative and engaging manner. Moreover, John’s experience in global implementations allows him to draw from a deep well of history to create unique and customized solutions. John’s passion for developing people makes him a sought after speaker, partner and coach and is evident in the high praise he receives from clients.

About Eagle's Flight

Founded in 1988, Eagle's Flight has earned its reputation as a global leader in the development and delivery of business-relevant, experiential learning programs that achieve specific training objectives and lasting behavior changes.

Learn More

0 Comments Be the first to comment!