Does Your Management Style Help Your Staff Develop and Grow?

Does Your Management Style Help You Staff Develop And Grow?

In today's labor-driven market, hiring experienced candidates for open positions is challenging. Therefore, in order to identify and develop future leaders internally, it is imperative that companies have a plan to help their grow professionally. 

Having an organization that fosters and nurtures high potential employees starts with your current managers. As a manager, your expectations and behaviors set the tone for how things work at your company. If you treat your employees in a respectful manner, not only will they show the same regard back to you, they’ll also treat one another respectfully. 

Types of Management Styles

There are two basic management styles ─ autocratic and permissive. In the former, managers make all the decisions, with little-to-no input from employees. However, in the latter, employees are given a voice in the decision-making process, making them feel like their opinion counts.

Related: 5 Signs Your Management Style May Need to Change

While neither approach is wrong, employees have a much greater ability to grow using a permissive style, as they are able to be an active participant in the company, instead of simply doing as told.

3 Principles to Incorporate Into Your Management Style

Your employees look up to you. They count on you to help them succeed, but is your management style allowing them to grow or keeping everyone where they are? It’s important to incorporate the following three principles into your management style, to help your staff develop their skill sets:

1. Mistakes Happen

Don’t cause your staff to be afraid of making mistakes. If people are afraid that you’ll become upset with them ─ or even fire them ─ for making a mistake, they’ll never want to take a chance. Encourage your employees to take risks and let them know it’s okay to fail.

Related: Mistakes Managers Make According to Employees

2. Find Solutions to Problems 

When mistakes do happen, urge your staff to work hard to a resolution the problem. Create a culture where people don’t give up when things go wrong, but instead find a way to make things right.

3. Everyone Doesn’t Have to Agree 

Sure, you’re the manager, but that doesn’t mean you’re always right. Don’t make your staff feel like they have to agree with you, or risk getting in trouble. Encourage people to speak their mind, even if their opinions differ from yours.

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Written by Sparks Group Team

Sparks Group Team

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