How Different Management Styles Can Impact Employee Retention

Written by Ben Fielding, Contributing Writer for InFluential Magazine

Ben Fielding

Ben Fielding

Every organization has a unique way of managing its operations and workforce, and how it’s done can potentially affect the morale of employees and their overall productivity. No organization can thrive without a team working towards a common goal. And once you build a team that is committed and fearless, it becomes all the more important to make them stay.

Here is an overview of how adopting supportive ‘Management Styles’ can impact retention positively—

Boosting Employee Morale

More often than not, when a leader in an organisation chooses to work being too authoritative, establishing a clear difference between a superior and the subordinate, they fail to touch a chord with their employees. This kind of autocratic approach is bound to affect employee retention. Such cases may also result in employee absenteeism, for mere lack of respectful treatment. The idea is to have a mentoring approach than an authoritative one. It has a 99% success rate—it encourages focusing on self-development and offers a sense of belonging. Any organisation that adopts ‘Mentorship’ helps itself with long term employee retention.

Employee Engagement for Productivity

A participative approach in an organisation wherein the leader makes sure to be a part of things, big and small, guarantees employee engagement. It helps to figure out the best way to accomplish the set targets and the company’s goals. A participative approach reduces errors, improves productivity and ensures excellent customer experience. Leaders with a participative approach have impeccable team building capabilities, promoting a culture of awareness and diversity. A diverse culture paves the path for the team to recognize the strength of their co-team members.

Building on Decision-making Capacity 

When a leader adopts an egalitarian style of management, they have created a window wherein the subordinates can freely express their ideas and have faith that their inputs will be highly respected. The idea behind this approach is not merely employee retention but to build a strong bond between the company and all its employees—feedback and suggestions are encouraged from every single individual, regardless of their position or level. It takes a considerable amount of time but it will lead to building a more independent team that can make its own decisions quickly without ensuing chaos.

Working on the Gold Standard

What would be the Gold Standard? It is when a leader in an organisation gives a clear direction and communicates with their team effectively about the strategic goals. When a leader enables their workforce to align with their individual goals to finally meet the goals of the company, it leads to growth and long term profitability. An effective leader does not only motivate their subordinates to eliminate any practice that will not satisfy the consumer but also help them realise their true potential. A company usually becomes dysfunctional in case a leader is unable to effectively communicate the goals or define a path for their team.

It’s a Wrap

Supportive management styles have a higher employee retention rate. When a leader treats their subordinates with respect and makes them feel like an equal, it has better chances of an employee’s individual growth. When a member of staff feels secure and considered for their inputs—it leads to meeting the company goals at large. It begins by boosting employee morale, team building approach, which in turn leads to productivity.

Supportive management styles also ensure the subordinates feel confident and make quick decisions. Last but not least, keep in mind the ‘gold standard’ of paving a clear path for your workforce and enable them to align with their individual goals.

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