Have you ever traveled to countless seminars that taught you to hold hands and sing camp songs to help employees appear? You are not alone. Dozens of managers and supervisors can share horror stories about previous employee behavior. Had never heard of a man carrying a dead bird to the office? When analyzing the management style, someone will find anyone cut into communication from your mouth to their ears. When faced with challenges, it is the responsibility of the manager to maintain control of any situation.
Management styles usually fall into four categories. Let’s review the four types of management styles: (1) Responsive manager – succeeded by building respectful bonds and believing in the people around them; (2) Be careful managers – succeed by using a team to achieve goals & purposes; (3) Participatory managers – succeeded by involving all major team members in the project based on their expertise; (4) Briefing managers successfully by using strategies involving commitments and deadlines.
The staff responded positively to responsive managers and they would work more diligently. Employees feel more involved in work because it will work to help managers and organizations succeed. Some will even work extra if necessary. That’s because responsive managers act consistent with the principle that their work will help their staff do their work. So, the basic inter-dependence appears based on behavior that shows concern, respect and trust.
Be careful manager
If you want to speed up the project and optimize the process to complete the project, manage by the team is the way to go. Be careful managers motivate people to gather their knowledge, skills & talents. The results can usually exceed expectations. Often, the team can solve problems faster than what you can achieve themselves. Give and grab can make the process you can turn in another project. Indeed, when you travel with employee evaluations, remember to recognize those who are able to collaborate and maintain team spirit, especially under pressure.
If you are included in the participatory manager category then you fall into the ranks of some of the biggest leaders of history. Participatory managers take the time to explain the details to their employees and why their role is important. They also requested their input to the assignment and significance. This will give employees a sense of value, and hopefully, encourage them to take ownership of their project. Do the best to ensure your employees understand the task. Ask questions that might be clear. You will find that only asking will strengthen the employee’s understanding of the job.
When a project involves many employees and requires a top-down management approach, this management style is really shining. A briefing manager answers five questions for employees: What? Where? How? Why? & When? Let them know what they need to do, how they will do it, and when they should be done. This style may look cold and impersonal, but you still have the opportunity to become a manager who motivates and can be accessed. For example, when you set a role and responsibility, provide useful tips or share experiences you meet with similar projects.
Every manager or supervisor will develop a unique management style for them. Our style is built on experience, knowledge and hopefully a lesson from past mistakes. In handling difficult employees remember to involve, ask & push.