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What is your Management style and is it working for you and your team ?

A manager’s working style shapes how well a team performs. Every manager has their own way of leading, but how can you tell if their approach really helps the people they manage or hinders them? The table below highlights a few common management styles, including their benefits, possible challenges, and useful communication tips for both managers and employees. Take a look and learn more about your own style, or your manager’s style, and see what ways is best to communicate that is effective for everyone.

Management Style 

For Managers

For the team/ workers

Challenges

How to best Communicate with this style

Autocratic

  • Decisions are made with little input from your team, usually made very quickly and with a set of strict rules.

  • You also like give the instructions so everyone knows what to expect and how to get it done which can sometimes be deemed as micro managing.

  • You receive clear orders from this management style but have limited input in their decisions.

  • Team motivation can drop as the team feel unheard.

  • Fresh ideas might be lost if decisions rest on one person without any input from the team.

  • ​Limited professional growth for team members.

  • When communicating with a Autocratic manager be direct,  concise and provide the main point first.

  • Explain how your ideas meet the manager’s goals as this shows respect and alignment.

  • Try and alwyaffer solutions instead of just problem.

Democratic

  • You tend to take a collective approach and welcome multiple viewpoints in discussions before deciding on a outcome.

  • You value a positive work environment and team cohesion.

  • Very flexible in your approach and you allow your team to be flexible also.

  • Can come across more like a facilitator at times that guides conversations rather than managing them.

  • ​Working with this type of manager you are able to share your thoughts in group discussions, knowing each idea will be considered before a final decision is made.

  • ​Disagreements may create a gridlock if no final decision-maker emerges.

  • Can be slow to take action in a crisis.

  • This style can be difficult for those who prefer clear, direct guidance.

  • Share your ideas openly but briefly as this keeps discussions productive.

  • Speak up if plans or projects stall and suggest a clear path or next steps.

  • Take the time to listen to others as Democratic managers expect mutual respect and collaboration.

Laissez-Faire

  • As a manager you provide plenty of freedom and let the team steer their own work.

  • You tend to only step in and provide input for mainly resources or big-picture advice.

  • Lots of autonomy is given to you and the team to do tasks the way they most feel comfortable working, as long as the work is completed. However, you might feel lost if you need more hands-on guidance.

  • Sometimes this hands-off approach can result in a lack of oversight with important details.

  • Newer employees might feel unsupported and struggle to settle in the room.

  • When issues arise, those on this managers styles team, may hesitate to escalate these issues straight away.

  • Always try to ask for clarity or help when needed as a Laissez-Faire manager might assume you are okay if you don’t speak up.

  • Provide regular updates to your manager as they may not proactively check in on you.

  • Laissez-Faire Managers like when you show initiative.Therefore, present solutions and your progress to them.

Transactional

  • You are good at setting clear goals, expectations, deadlines, and incentives to your team.

  • Equally you believe there should be consequences for underperformance or not meeting your expectations such as loss of privileges, demotion or even termination.

  • You focus on productivity, efficiency, getting things done and meeting targets.

  • You also tend to be hierarchy driven and tend to focus more on short-term goals and short term wins.

  • You always know what’s expected of you from this manager style.as it can be very rigid and predictable.

  • You generally have a clear structured workflow from this manager which creates a sense of stability.

  • You earn rewards (or face penalties) based on your results.​

  • Can overlook creativity or long-term growth.

  • Relationships may feel purely about tasks and rewards.

  • There is a constant high pressure to perform well and meet targets.

  • There is little room for creativity or autonomy in the role which can leave the team feeling stifled.

  • If you are seeking for mentorship, collaboration, or emotional support at work, you might not find it difficult with this manager type.

  • Try and always be clear, direct, and solution-oriented when communicating with a Transactional Manager.

  • Use factual updates with clear data metrics, as they usually all they  want to see is progress.

  • Confirm deadlines and targets and ensure sure you understand the priorities clearly. If you need a deadline ensure you can justify the reason why.

  • Highlight your results in a structured way with clear bullet points.

  • Always keep your communication with them formal and respectful.

Transformational

  • You inspire people with a bigger vision.

  • You encourage continuous growth and innovation, through motivation and inspiring your team.

  • You tend to not only tell your team what to do but you also show them how to do it which helps with them with personal development. 

  • You tend to be enthusiastic and future-focussed which helps bring forward positive change.

  • This manager makes you feel motivated and energised to think creatively.

  • You may need practical steps if goals are very ambitious.

  • You are given the autonomy to bring forward ideas make decisions.

  • This manager will provide you with plenty of opportunities for growth through learning and development.

  • Goals can become unrealistic if there’s not enough detail provided to you.

  • Although the environment is inspiring it can also be demanding and overwhelming, which can lead to possible burn out if pushed too hard for too long.

  • Show enthusiasm and initiative as a Transactional Manager likes to see that you also have passion and new ideas.

  • Ask for clarity on next steps as sometimes a Transformational managers, may overlook the smaller details.

  • Rather than just raising issues, also proactively suggest ideas and solutions.

Gaining a better understanding different management styles helps teams work more effectively together. Whether a manager is directive, collaborative, hands-off, goal-driven, or visionary, adapting your communication can help improve teamwork, colloboration and productivity.

Recognising these strengths and challenges in management and leadership styles allows both managers and employees to create a more effective, cohesive, and supportive work environment.

Managers/ Leaders

Which management style do you follow? and how could it be adapted to get the best from your team?

Team/Workers

Which style do you work best under, and how can you communicate for success?

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