First, we should go over the different types of management, and when they are beneficial or ineffective for employees. Research group, Hay-McBer, has identified six different management styles after conducting a study on leaders. The best leaders do not rely on one type of management, but use all types depending on the situation and work environment.
Directive- This manager is the “do it the way I tell you” manager. He or she motivates through discipline. This type of manager is good in a crisis as they are able to make independent, quick decisions. They are not good for those who do not like to be micromanaged or who want to learn and grow in their position, as it is hard to learn from a manager like this.
Authoritative-This type of manager is firm but fair. They give clear direction and have respect and trust from their employees. They motivate through persuasion and feedback. This works well when employees need clear directions and when they are trusted and credible. This does not work when there is a lack of trust or credibility from employees.
Affiliative- Affiliative managers care about people more than the job. They motivate through keeping employees happy. This is good when a team needs counseling or there is a large amount of conflict amongst employees. This does not work well when there is a crisis.
Participative- This type of manager cares about everyone’s opinion and wants employees to have their input taken into account. This is good when employees can work together well and have good ideas. This is not good when there is a crisis needing a manager’s immediate decision, as they will not have time to consult everyone.
Pacesetting- The “do it myself” manager. This management style has the manager doing several tasks on his or her own, expecting others to follow. They motivate by setting high standards and expect autonomous employees. This is good when employees are highly motivated and need direction but not good when employees need assistance and coaching.
Coaching- This manager focuses on development and helping employees evolve. He or she motivates by providing opportunities for professional development. This is good when skills on a team are lacking and can be coached. This is not good when an employee’s performance discrepancy is too great as they may try to coach a lost cause instead of letting them go.
One key responsibility for managers is to set goals for employees and measure those goals on a regular basis. Setting goals for employees will be different for each organization and for each department. For sales it might be revenue quota for the month, for HR it might be new employees recruited. It is important to set these and guide employees in the direction to achieve them. Goal setting has been known to increase employee motivation, as it sets something to strive for every day.
Once you set goals, there are a few ways to evaluate and manage them for employees. Find which method works for you and your team.
360 Degree Feedback- This takes into account the feedback, opinions and assessments of an employee’s performance from the circle of people in the company with whom they work.
Management by Objectives- Also known as“management by results”. Employees and managers jointly determine individual objectives, how they align with company goals, and how performance will be measured and evaluated.
Self-Evaluation- This includes asking employees to evaluate themselves on their own performance. People are more critical of themselves than they are of others.
Rating Scales- On a scale of 1 to 10, managers rate employees based on performance in specific areas.
We should note that not every employee responds well to goals or quotas and may experience stress instead of motivation. Sometimes goals are ineffective for employees. Should we fire or discipline those that do not meet the goals or quotas set by the company? This situation may require us to take a step back from hasty decisions to rid the company of employees like these, as they may have particular skills the company needs.
First, look at the reasons why that person has failed to meet their goals. It could be that the job or the goal/quota is poorly designed and they have been set up for failure. It is also possible that the job description this person was hired for was not laid out clearly, and they end up doing a job that either they are not qualified for or that they do not enjoy.
Second, if you notice an employee failing in their job, talking with them about it could make all the difference. In having a discussion, you can determine the issues with that person hitting their goals and possibly rectify the situation by either molding the job to fit something that would help them flourish, or if the job is not what they want, you can both cut ties and start looking for another candidate who can do the job well.
Setting goals in the workplace is crucial to progress and growth but may not always work for everyone.In order to motivate employees, manager need to use different styles for different people and different situations. Every employee is different and while some flourish with goals and quotas and certain management styles, others may not. A manager who wants the best talent on their team will keep this in mind and manage accordingly.
Ashley Herbert
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