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Some managers like to control

Posted on February 14, 2017 by in Human Resources, Management & Leadership Skills with no comments

On the continuum of management styles, do you utilize too much control or do you give too much control away? Do you use your power to direct and manipulate employees into action? Do you allow too much freedom and provide too little information causing inactivity?

Managers need to understand people. The best way to channel energy and create substantial results is to understand inappropriate management styles that can hinder employee performance. Managers can eliminate non-productive strategies and focus attention on methods that increase motivation.

Are you expecting your employees to read your mind? Just try keeping your own little secret with the intent of “springing” it on an employee. It’s a great way to express your power and stroke your ego.

Have you ever said, “I shouldn’t have to spend my time spelling it out for them?” If this sounds like you, then think again. If you told your employees exactly what was desired of them, guess what, they might just do it. So be straight with your employees. Give them a clear description of their job and what you expect. Add “why” to your “what” and see how much more you will get. Then make sure you praise what goes well.

Perhaps you are the “macho” manager. You know, the hard-driving, take-no-prisoners, full-speed-ahead manipulator. Unfortunately, this type of manager has thrived due to the nurturing of the macho image by many companies. Ironically, macho managers can cost a company considerable money. They can put all their energy into maintaining a reputation for strength and endurance. Then they have none left to build a talented team of employees that will accomplish goals through focus and collaboration.

Macho managers are not good for the company. They do not share power, and they act and think too quickly. They can create a worst-case scenario to scare people into accepting their positions. Instead, a macho manager needs to start rewarding employees for loyalty, innovation and goal setting. This manager type needs to realize that if the employees do well and look good, then the manager looks good and does well also.

Some managers tell employees they want cooperation, then turn around and reward selfish behavior. Or maybe you tell employees to take care of the customers, but then tie their hands in decision-making that helps customers. Perhaps your policies become more cumbersome instead of being helpful to employees.

Many managers hold on to their favorite management style, believing it to be excellent management. In actuality, many times these excellent styles impede performance. They can stifle creativity, quality and performance.

Once you understand that most employee behavior is purposeful and designed to bring the most pleasure or the least pain, then you will know how to react as a manager. You can then start to manage and motivate your employees.

A majority of employees want to please their managers and help the company achieve its goals. Managers must provide the appropriate motivation and support so employees can shine.

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