When you become a manager, it is important to think about your management style, as this will directly impact your team’s self-esteem, as well as their success.
It can be difficult when you are new to management to think about developing your management skills, but it does not happen overnight.
The most successful managers are flexible in how they develop their management styles and can grow and develop their skills on a needs basis.
You will learn that different situations will require different management techniques and that not all people like to be managed in the same way.
Becoming a Leader
Becoming a manager can be tricky, as you will be measured not only for your own goals and projects but on the success of your team as a whole.
If you are hitting your goals and deadlines, but people on your team are struggling, it is going to reflect poorly on you as a manager.
You will need to ensure you are working with your team to develop their strengths and reach their goals.
Importance of Management Skills
Developing your management skills is important because it can make or break how an employee views a company or what is expected of them.
Here are a few reasons why you need to hone your management skills:
One study by Gallup found that one in two employees have left a job because of a manager they did not like.
Reducing turnover is something every company could benefit from because it directly impacts performance and productivity when employees leave unexpectedly.
Being a manager that employees look up to and trust can help positively impact this.
Coach to Improve Performance
While it is important to maintain the performance of top performers, it is also crucial to coach those who may be behind from a performance perspective.
One study found that only one in four employees think that their manager provides constructive feedback and that they are motivated to do outstanding work.
Without coaching from a manager, a lot of people get stuck in a rut and are not motivated to do anything beyond the requirements of their immediate position.
Not every team will mesh perfectly together, as there will be different types of personalities and styles of working, but this is where you as the manager come in to bring everyone on the same page.
You will need to strive to motivate and encourage your team to work towards both short-term and long-term goals and better themselves so that they can perform their best as a team.
Avoid the Mistakes New Managers Make
Being a first-time manager can be scary, especially if you are not offered support or guidance in the beginning.
This leaves the door open for more mistakes to happen, but here are some tips to avoid some of the most common pitfalls:
Feeling Like You Have to Know It All
Being a newbie to a role can make you feel like you have to make an impression on those above you. Try not to let this scare you into doing everything at once.
Do your best to support, develop, and grow your team and go from there.
Making Changes to Existing Processes
Avoid the mentality that everything that was done before was wrong.
Listen to employee feedback involving changes they would like to see made in the future and work with your team to create tasks that will help them work more efficiently towards these goals.
Getting to Know Your Team
This is especially important if you are new to the company, but make sure you get to know each member of your team. Discuss their goals, where they would like to go in their career and work with them to develop a plan of action.
This will go far in developing trust with your team and finding each team member’s strengths.
Focusing on team member strengths is crucial in moving forward toward the company’s vision and mission, as it can help each person work to their fullest potential and find what they are best at.
You can also have different team members work on various tasks and side projects to find out if this is the type of work they enjoy doing and potentially find the direction they would like to take within the company.
Dealing with Problems
Every team has challenges, whether it is with a specific person on the team or with an existing process in place.
Ignoring these issues from the start may impact the trust your team has for you. Dealing with these issues head-on, however, will show the team that you get tasks done quickly and efficiently and that their voices are heard.
This can also help you learn how to voice effective, constructive feedback if it is involving a particular employee and can help them develop a course of action for how to overcome their challenges.
Often, they just need a game plan to move forward, and this is where you can step in to provide this guidance.
Here is a closer look at the six different management styles and which ones are the most effective:
This management style involves telling your employees what to do and expecting them to do it. If the employees do not complete what is expected of them, they will face consequences. This style relies heavily on fear-mongering and does not involve taking feedback from employees.
One of the benefits of this type of management style is that the expectations are clear and employees know what is expected of them, as well as what will happen if they do not complete their tasks.
This type of management style, however, is not effective in that it does not allow for any type of collaborative work environment or open-mindedness.
On the opposite end of the spectrum is consultative management, which relies heavily on employee feedback before decisions are made, which leads to a better relationship between the employee and the manager.
This type of management style often involves an open-door policy, where employees can speak to managers at any time regarding any issues or conflicts they have encountered.
Some companies convey that they have an open-door policy, but when it comes down to it, management is hard to get hold of, so make sure this is practiced so employees feel like they can voice their opinions.
One of the downsides to this type of style, however, is that it still largely leaves the power of decision-making to the higher-ups in the company. Employees are heard, but changes are often slow to be made if they are made at all.
This style involves showing employees why decisions that are made are for the best interest of the company.
Management will clearly explain the rationale behind certain decisions and how they are aligned with the organization’s goals and plans for the future, but it does not leave much room for employees to have a say on what happens.
This management style should be used sparingly due to its lack of collaborative efforts.
This style involves making decisions through a majority vote by the employees.
This is a collaborative process involving the employees and managers and is especially important for long-term decision-making that affects the entire company.
This style also includes many open forums, discussions, and various types of communication between all departments in the company.
This style is a great way to build trust and show the employees that they have a direct say in what happens. Employees like to feel what they say matters and will have an impact, so make sure you listen to them.
This style involves giving all power and control to employees, with no interference by managers whatsoever.
This can work for very specific situations or projects, but it is not effective for all decisions within an organization, as there must be a sense of structure in place.
This style involves seeing a manager as more of a mentor than a leader. Employees are given the power to make the appropriate decisions but can seek managers for assistance when needed.
This can be especially beneficial for employees who are independent thinkers and need their own space to be creative.
Managers are also encouraged to monitor employees without being too overbearing, but also know when to step in and provide guidance as needed.
Find Your Style
Finding the right management style that works for you does not have to be a “one size fits all” situation.
Being a great manager is about being flexible, understanding that not everyone responds well to one specific management style, and knowing that it is okay to mix things up when needed.
When starting out as a manager, know that things will not always be clear and you may not always know what to do, but follow your gut instinct and you will find the right path for you.