As the workforce evolves and employee attitudes shift, the characteristics of effective management have also changed. An increasing number of workers now prioritize meaningful work and continual feedback from supervisors, placing greater importance on engaged, thoughtful leadership. While these priorities may seem at odds with the managerial styles of yesteryear, established leaders can make minor adaptations to better lead their teams.
In this new era, successful managers should show trust and respect for their employees. This approach can help improve employee engagement, hiring and retention, productivity, and competitive advantage, setting the business up for long-term success.
Below are a few ways in which leaders can adapt their management style to suit the modern office.
Practice servant leadership.
Servant leadership inverts the traditional leadership model, placing the needs and priorities of team members front and center and giving company leaders the responsibility of supporting them. This strategy flips the traditional top-down concept of the corporate ladder and emphasizes the idea that a business's most valuable asset is its people.
Employees want to feel supported by management, not only in their daily duties but also in their career ambitions. Although each worker will have his or her own definition of success, a servant leadership model can help workers achieve their individual goals, in turn driving company success. With this approach, organizations may see increased job satisfaction and employee engagement.
Additionally, if employees are failing to meet their assigned objectives, senior leaders may want to observe their supervisor's managerial style to identify any areas requiring improvement. This approach helps to build a culture of service and ensures managers at all levels of the company are held accountable.
Emphasize the importance of relationships.
Relationship-building is a core skill for any business person, particularly in a client-service industry, but it is vital to prioritize internal relationships as well. Managers who cultivate strong relationships with their team members lay the groundwork for improved communication and business performance. These connections, whether between peers or managers, can help boost teamwork and drive productivity and profitability.
A manager who disregards the needs and concerns of his or her employees may hurt performance, productivity and, ultimately, the company's bottom line. With the high cost of employee turnover and the direct link between job satisfaction and retention, senior leaders should consider how managers are interacting with employees and evaluate ways to improve relationships.
Recognize the impact of technology.
With the rise of the internet and social media, employees now have a platform to voice concerns and criticisms of managers anonymously. Disgruntled workers can gain exposure by venting online, posting negative reviews of a manager or the company itself. These negative reviews can affect recruitment efforts and new business proposals, among other areas. Leaders should take criticisms seriously and consider ways in which to address any relevant concerns. Responding to comments and explaining, in a positive manner, that steps are being taken to resolve the issue can help limit further reputation damage.
The rise in flexible and remote work also presents challenges for managers looking to strengthen relationships and culture across teams. Business leaders should explore new ways to reinforce connections with team members and sustain productivity, including regular check-ins, alternative communication methods or frequent in-person visits.
Employees in the modern workforce want to feel valued and trusted by management and continually look for ways to further their skills and career. Business leaders should strive to evolve and adapt their management style to maintain high levels of engagement while recruiting and retaining the best talent. Doing so can help to maximize productivity and enhance overall profitability.
