The role of a people leader has evolved to a place that would have been unrecognizable in the 1950s or 60s. When we think of the origins of a people leader, they were authoritative, focused on compliance and correction, and enforced strict boundaries on organizational information. Fast forward to today, and leaders can be too removed from the antiquated managerial role by not providing any guidance necessary for their teams to grow.
Mission Recruit is digging deep into the extreme scenarios of each style, their harmful effects, and the true way to find the right balance as a leader.
A Leader or a Parent?
This micromanagement style is one that can’t seem to fade into the past. Not even a virtual and remote workforce can put a stop to this one! Even knowing the negative effects of this management approach, leaders still feel the need to hover and control.
When this style comes into play, leaders can expect to find their employees with low morale, high turnover, productivity loss, and overall dissatisfaction. While we know this style is unsuccessful, it is still a major contributor to The Great Resignation movement. Employees no longer feel the need to stick around as opportunities become increasingly available in the current market.
Managerial Ghosting
The Ghosts of Leaders Past is exactly what managers will become if they’re not seen or heard. This may sound like a dream scenario to some – it’s nice in the beginning – but a lack of vision, support, and guidance can be surprisingly missed by employees. As leaders focus on other priorities, avoidance can make employees and their role in an organization feel less important.
Forbes recently featured their top catalysts to The Great Resignation, with the lack of employee engagement being one of them. “Disengaged employees are not productive and are likely to look for another opportunity.” Two other reasons they highlight are (1) lack of recognition and (2) how professional relationships matter more than ever. All of these relate to a disengaged leader and how employees are still looking for attention – the good and the constructive.
The Right Balance
Before we provide some canned response on how to be an effective leader, remember the importance of communication with employees. Finding out the true balance will directly relate to the unique needs of the individual. Some may be looking for more support in the beginning with the ability for room to flourish in the future. Others may be the seasoned veterans who know how to execute without guidance.
Regardless of an employee’s preference, leaders need to decide who they want to be, what style defines them, and how they can make an impact. Words to consider as they find the right balance: trust, flexibility, inclusivity, transparency, empathy, and most important – communication.
As the new year approaches, it’s an opportunity to examine leadership styles and make a resolution on how to improve them. Together, we can build a better workforce and retain the talent we worked so diligently to attract.
