Different Management Styles And How They Affect Employees

When someone first lands a management position, they develop their own style, based on personal philosophies, molding past bosses’ styles, and the needs of the group you are overseeing. If you are someone who reads a lot of books on management, you will most likely develop process-based rules or foundations. These processes are used to maximize output and efficiency. The question is- do you create a process that is best for the company or best for its employees. Admiring or despising past bosses can play a huge part in how one manages. Many of us have seen characteristics in former managers that seem to build chemistry and cohesiveness within the team. That synergy may have led to record sales numbers or high employee satisfaction. Conversely, many have also studied management styles that they would like to diverge from. Maybe the VP was someone who aggressively pushed the sales team, and certain representatives didn’t react well to the pressure. It is also possible that the supervisor was too laid back, and the team got away without having to work hard, leading to poor results for the company. The needs of the group you are overseeing should also play a pivotal role in management style. For instance, if your team of dentists is fresh out of dental school, maybe you shouldn’t try to teach them complicated surgical procedures. Or, if it is a restaurant server’s first day on the job, it may be a good idea for management to not overwhelm them with dozens of tables. Maximing efficiency and profitability within your teams will generally lead to success for the overall organization. If you are managing or supervising a veteran team with experience, then they may need to be challenged more, or their quotas may be higher. They are generally compensated better than newly minted employees anyway.

DJJ Events and Consulting, based in Baltimore, has a rich experience level with consulting and assisting in creating strategy for management teams. Additionally, in DJJ’s case, they have an impeccable sales training history as well. The last few years have transformed the way a lot of companies or organizations manage their employees. Managing teams remotely can be challenging but has also freed up a lot of time for teams. There are no longer redundant meetings where the team has to drive to and from a location. Meetings can sometimes be quick and on zoom or a similar platform. The inherent challenges with this shift, however, include not being face to face with your employees and helping them to walk through problems in person. It’s also very difficult to make sure your group is maximizing efficiency when they aren’t in front of you.

Because of a more virtual environment, flexibility in the workforce has become a necessity. Employees have demanded it, both verbally and by being more fluid in their career path. If flexibility isn’t offered by a management team, they may lose their team these days. This includes flexibility of schedule, flexibility of location, flexibility of perks and benefits. Although there may be six-hour workdays from time to time, employees may be logging on late at night or on a Sunday in order to complete a project. 40-hour weeks still exist, just in a different format. Managers need to adjust styles to deal with changes such as these.

In the end, DJJ Events and Management Consulting knows that structure and strategy are important for a manager to maximize efficiency and profitability. Meeting with a management team, meeting with employees, and observing and investigating the nuances of an industry help DJJ to craft a plan that will lead to success.