A business which aims to be successful needs to have a good quality staff management programme in place. If this doesn’t occur, staff are basically not going to have any point of reference, no guidance, there will be no rules or guidelines in place pertaining to the organisation, and it will be a great big mess.
Every company has staff management of some kind, but is yours as effective as it could be? Do you know that there are various styles of staff management, and that maybe you could change your approach to something which is better suited to your workforce?
Staff management doesn’t have to be about rules and regulations all the time, and there are many formal and informal situations which this whole subject pertains to. The important thing is to get it right from the get-go, to allow staff to feel supported and motivated, whilst also having a framework of guidelines to work within.
Let’s explore more about the world of staff management, and perhaps introduce you to some styles you might not be familiar with.
What is Staff Management?
It is difficult to define completely what staff management is, because it encompasses such a wide range of sub categories. On the whole, staff management is the way you manage your employees within your organisation, e.g. providing guidance, developing staff through training and personal development, identifying training needs, resolving issues, being a source of information and motivation, as well as the more formal issues, such as disciplinary problems, and workplace policy management. Put simply, the buck ends with management, so it needs to be done in the right way, in order to motivate staff to give their all at work, thus improving morale and productivity.
Poor management will end badly. It’s really that simple. A workforce with a poor management style will be lacking in motivation, probably quite unhappy in their jobs, lacking guidance and direction, and won’t have the greatest prospects for future development in their careers. Productivity will take a big nosedive, and the business will suffer.
Here at Calibre, London office furniture isn’t just our business, as we make it our priority to ensure our staff management styles really complement our existing workforce. We’ve found major benefits from this, as our workforce are all super motivated and on board with our vision. Of course, staff management is even more important for senior staff members, as this helps them to become better team leaders, helping to build a team of employees who are all pulling in the same direction, towards business success.
Feel like a Pro Manager at your office a tad bit like the icon below. #BossMood
Different Staff Management Styles
The number one priority when it comes to figuring out how to manage your staff is that you identify the type of style which is going to compliment them best. Is your workforce mainly made up of millennials? Is your workforce mixed? Do you have an older generation workforce? Every single type of workforce responds better to different styles, so identifying your main target group will help you to decide which management style is best.
Of course, there are major perks in doing this. If you find the style which suits best, you are going to get to the heart of any problem faster, and you’re going to help your staff feel more supported and motivated - the number one aim of quality staff management!
Let’s now explore the main types of staff management:
Autocratic Management Style
The autocratic management style is quite old-fashioned in many ways, but does tend to work very well with certain individuals. This style means that overall you are telling your employees what to do, and if they don’t do it, there are disciplinary issues to follow on. In this case, employees are motivated more by worry and fear than excitement or genuine enjoyment of their job. In the event of a mistake or problem, a member of staff is likely to find him or herself sat at one of the more formal meeting room tables, with a disciplinary hearing about to begin.
You might think that this is all very negative, but there are some upsides, as well as downsides. For example, in this style, employees all know what they are supposed to do and they know what their responsibilities are. There is no room for misunderstandings here. The downside is that any new ideas are likely to not be listened to by employers, and that won’t suit the type of employee who is keen to climb the ladder and aiming for promotion.
It is possible to use an autocratic management style within another style, e.g. using it when the situation calls for it. This is particularly useful in disciplinary issues, e.g. when a problem has risen and it needs to be dealt with in a harder way, or perhaps when business isn’t going so well for whatever reason, and definite action needs to take place. In the long term however, autocratic management styles are not really recommended.
Consultative Management Style
Consultative management styles are the total opposite of the autocratic style we just mentioned. In this case, management consult (hence the name) with employees before any major decisions or changes are made, and seek out feedback to find out how things could be done or implemented better. This is a more casual and informal management style, which tends to involve more laid-back meetings, rather than office executive chairs around a boardroom table.
Of course, the upside of this is that employees feel that their opinions and views are valued, and they are allowed to have a large amount of input into any changes to their working ways or day-to-day tasks. There is also likely to be a policy of always being available from managers, so employees can call in and chat whenever they feel they need to.
This type of style sounds perfect in many ways, but as with everything, there are a few downsides. Not every type of employee will respond well to this style, and if you have a rogue employee in your midst, they may take advantage of the ‘softer’ version of management. On the whole, however, most employees will feel that the company values them as a result of this style. Whether the opinion and view of the employee actually influences the final decision is a different matter, as with this type of style, many different people are involved in decision making, which can make coming to a final choice a little harder.
Persuasive Management Style
Persuasive management is really somewhere in the middle of the last two we have discussed. Managers are ultimately responsible for decision-making, but they deliver these decisions to employee in a way which makes them see why it is the best choice, hence the word ‘persuasive’. In this case, persuasive management is much closer to autocratic than anything else, because the decision is already made, they’re just trying to prove to the workforce why it is the right choice, to try and dampen down any worries or concerns within the ranks.
Again there are pros and cons. Persuasive styles enable managers to have final and firm control over decisions, without having to consult with staff to a large degree. The end result is persuading their staff that their choice is the right one, so in many ways it eases the blow and helps staff see things from a different viewpoint. Again, this style shouldn’t really be used in the long term, as if over a long period of time staff notice that their views and opinions aren’t really being listened to, or that they aren’t being consulted, there may be issues arising and cause a lack of morale generally. For certain situations which require fast decisions without much consultation however, this is a good option to go for.
Democratic Management Style
The democratic style is very similar to the way a democratic government would work. In this case, the overall decision goes with the majority vote, and that can be useful for big changes within an organisation. This is viewed as the fairest way to make large scale decisions, because if a final vote is taken, nobody can really view the result as being rigged or taken by the management overall. In this case, employees and management members work together to come to a final choice and to create a vision, which works best for everyone concerned.
In most cases, a focus group is set up, usually from various levels of staff, passing on information and ideas to the management team, from their colleagues. This is all taken into account fairly. Whilst this all sounds very positive, there are downsides, and the main one is the length of time it can take to come to a final decision, and that management overall may have less control overall.
Chaotic Management Style
It is difficult to really identify this as a true management style, because in this case, literally staff do whatever they feel is best, and there is little guidance or direction given by management overall. Some managers who use this type of style feel that it helps their staff to become more independent and feel that they have a greater say over how the organisation is run. It can however, lead to total chaos, as the name suggests, due to a lack of rule and policy. Without at least loose guidelines, a business with a long-term chaotic management style may end up being literal chaos, with very little in the way of efficient decision-making.
From those common styles, which do you feel is best? The most suitable answer to that question is that every organisation will have a style which suits their particular business, and one size doesn’t really fit all. Perhaps the best choice is to be able to mix up your management style from time to time, according to the situation you are faced with. In some situations, an autocratic management style may be the only way to go, but in others you could find yourself with a democratic situation, which will help you to reach the best outcome for your business and your staff.
There aren’t many situations when a chaotic management style is really the most favourable option, but regardless of that, there are companies who prefer to use this laid-back version, to varying degrees.
Whichever style an organisation opts for; there is no doubt that effective staff management is key to the smooth running of a business. You only have to look at the big names which have completely embraced the art of effective management, such as Google, Adobe, FedEx Corporation, and Sage Products Inc. Every single one of those organisations is known for its major success within their own niche, and whilst a lot of it is down to their product and service, a huge proportion of it is down to the way they motivate and manage their staff to work as hard as possible for the brand and future of the company.
Here at Calibre, we are major advocates of finding the best technique for individual staff members and using it to boost productivity and morale. Finding the perfect balance is key to success for any company, and we have tried to do that through varying up our approach, depending on the situation at hand. A few techniques we have tried include:
• Using relaxed areas, such as office booth or office sofa choices, to conduct informal chats or meetings with small teams of staff
• Making the greatest use of the different areas of our offices, according to the various different staff issues we need to address
• Ensuring the overall comfort and happiness of our staff, by ensuring their day-to-day functions are supported, e.g. with a height adjustable desk, or the most comfortable ergonomic office chairs. Never underestimate the fact that the comfort of an employee is key to how hard they work. If you’re looking for ideas, check out ‘office furniture near me’ online and peruse your bespoke office furniture options
• Using relaxed areas for informal catch ups, and more formal areas with office desks, or boardroom tables for serious staff issues, to create the right setting
Finding the happy balance for your workforce is key to ensuring the smooth running of any organisation. Within all of this there are two famous frameworks which pertain to staff management, and it’s useful to know about these as part of the whole process; these are McKinsey 7S Framework, and the McGregor’s Theory X and Y.
McKinsey 7S Framework analyses the way an organisation is set up, e.g. it’s hierarchal design, by exploring seven elements, including strategy, structure, systems, shared values, style, staff, and skills. It is considered that all of these need to be working to the correct level, in order for a business to be successful in the long term.
This is useful tool for times of possible change within the organisation, e.g. a reshuffle, when new strategies are about to be implemented, and when there is a possible merger about to happen. The model was developed in the 1980s and has been used many times since, highlighting how these particular aspects of a business all come together to create a sense of harmony or discord. This model can easily be used when assessing the organisation as a whole.
On the other hand, we have the McGregor’s Theory X and Y. It is without a doubt much better to air towards the theory Y when it comes to managing staff, which is something we do here at Calibre. Both theories focus on the different aspects of how humans interact and perform in the workplace. One is negative (X), and one is positive (Y).
Theory X suggests that a member of staff has a negative personality at work and doesn’t want to work, and is often persuaded or compelled to work at the risk of punishment. In this case, an authoritarian style of management is the only way. On the other hand, theory Y deals with a more motivated type of worker, who responds to being asked for opinions and feedback. In this case, a more positive style of management is required.
Benefits of Staff Management
The major benefits of staff management really speak for themselves, but let’s highlight them for greater clarity.
Greater Motivation and Performance
A member of staff who feels supported and motivated is always going to work harder than a member of staff who feels that their manager doesn’t care about them, and who is simply looking at the clock, waiting until it is time to go home. Working together means that staff feel valued, and on a basic human level, that is something which employees need to meet. A high quality management style, which fits in with the needs of the overall workforce will ensure that needs are met for every single person who works for you, and that means that your productivity levels overall are going to shoot through the roof.
From a business point of view, there is no downside in any of that, and from an employee point of view, feeling valued, motivated, and listened to, are all issues which will breed greater morale and overall happiness.
Identification of Strengths and Weaknesses
A good manager, with a high quality management style is much better able to identify the strengths and weaknesses of their individual staff members, because they are literally tuned into them on a greater level. By observing staff and consulting on various issues, managers can offer feedback on where improvement might be made, as well as giving praise for a job well done. Both of these contribute towards staff development for the future, and helps to motivate the individual, towards greater productivity and morale.
Another point which fits in with this benefit is that by being able to identify these strengths and weaknesses, managers can allocate work fairly and properly, without overloading staff members, leading to stress and burnout. This all helps to avoid problems from occurring, rather than needing to fix them after the event.
Employees Feel More Involved
Choosing the right management style ensures that staff feel involved and consulted on various issues pertaining to their role in the organisation, as well as the organisation on a wider level. Again, this boosts morale and confidence, and helps to encourage staff to go one-step further in their work, to help to support the vision of the company, both now and in the future. This also helps an employee feel more confident to give suggestions and ideas, because they know they will be listened to at the very least, and not shot down in flames, without any notice being taken of what they have said.
Misconduct is Reduced
Dealing with issues and disciplinary is a part of management which is never pleasant, but these occasions do occur from time to time. By having a successful and transparent management style, the occurrence of misconduct is much reduced, therefore cutting down on any issues within your workforce, and ensuring that the harmony within the office overall is kept ticking along nicely.
Staff Know Their Role and Responsibilities
The right management style ensures that staff know what their job role is, their limitations, and they also know their overall responsibilities within the organisation. This transparency ensures that misunderstandings are reduced, and that the office can run much more effectively. This also ensures that if a member of staff needs to seek advice on an organisational issue, e.g. perhaps they want to look into the possibility of a career break, they know the route to go down, and they know that their request or suggestion will be heard out fairly and thoroughly.
Knowing about the role and responsibilities can also help in the process of setting goals and for future development of employees, which managers should be able to support.
Quality Staff Management Ensures Fairness Across The Board
Probably the biggest advantage of them all is that employees are confident that everything which occurs within the business is done fairly, including promotions, recruitment, anything policy-related, major changes within the organisation, and changes to job roles too. Feedback and opinions are also sought out by the organisation, which again boosts morale due to higher confidence and a sense of value.
Drawbacks of Staff Management
Of course, everything in life has a potential downside, and whilst we are very much in the camp of effective staff management, we also appreciate that there can be disadvantages, when the right management style isn’t implemented. For completeness’ sake, let’s explore the possible downsides of staff management.
Staff Management Can be Time Consuming
A member of management needs to spend a fair amount of time on paperwork and consulting with staff to ensure the whole process runs smoothly. This is certainly time consuming, which could be seen as a drawback, if a business is small and doesn’t have the right number of staff to dedicate to the cause. A total commitment to quality staff management needs to be made and implemented at all times.
A Manager Needs to Have The Right Attitude at All Times
Aside from time, a manager needs to have the right attitude at all times, otherwise staff can easily become annoyed or dismayed with the whole process. A manager is not going to be liked 100% of the time, but he or she must always be fair and consistent. With a large workforce, this can be a difficult task, and issues can arise if this doesn’t occur.
Bias Must be Avoided at All Costs
We just mentioned attitude, but another thing which can easily cause dismay within the ranks is the possibility of bias. This may not even be meant, but any suggestion of bias towards a particular department, team, or member of staff can easily cause disruption and possible backlash. Once this occurs, it can be very difficult to get things back on track.
Frequently Asked Questions
By now, you should be pretty sold on the idea of effective staff management, and your mind should be full of ideas on how you can incorporate the best style for your organisation. Staff management encompasses such a huge umbrella of subcategories, from dealing with issues, to encouraging staff development, incorporating training, and generally designing the office space, to ensure comfort and productivity.
Let’s check out some frequently asked questions, to sum everything up.
What is Staff Management?
Staff management is the guidance, motivation, and general day-to-day management of your staff. This includes identifying and implementing training, staff development, helping with any individual issues, dealing with disciplinary issues and problems, conflict resolution, and ensuring the smooth running and happiness of your workforce.
What Are The Main Styles of Staff Management?
The main styles include autocratic, consultative, chaotic, democratic, and persuasive. There will be one overriding style in most organisations, but managers can make use of the other particular styles from time to time, when certain issues or situations crop up, or to deal with one particular member of staff during difficult times, e.g. disciplinary or conflict.
What Happens When a Business Has Poor Staff Management?
When staff do not feel supported or valued, morale is on the downward slope, and this means that productivity overall takes a nosedive. Staff need direction and motivation, two things which a good manager will provide, but they also need guidelines within which to work, and they need to be clear on what their job role and responsibilities are. When this doesn’t happen, chaos reigns, and the business can quickly go from successful to a failure. Staff who feel disillusioned with the overall style of management are more likely to leave the business, and perhaps go to a competitor, than stay.
How is Effective Management Linked to Business Success?
As we just mentioned, effective management is the difference between a business succeeding and failing. Productivity is much higher when staff are happy and well managed, and overall the business is able to run much more smoothly, which contributes to success a great deal.
Conclusion:
And there you have it, your complete guide to staff management. How do you feel about the subject now? Here at Calibre we are great advocates of effective team management and team building, and we believe that creating a positive and forward thinking environment for staff to work in has fantastic benefits for the overall company. We aren’t just about office storage and selling office furniture items, such as bench desks, we’re about building a company of positivity and success, and effective management helps us to do that.
Effective staff management really doesn’t need to be that complicated overall, and it really comes down to listening to your staff and being fair and transparent within the guidelines of your business. For instance, we are great believers in having regular catch-ups with teams and individual employees, listening to our staff and asking for their suggestions, and we always give a pat on the back and recognition for a great job done. We also look to offer flexible working options wherever we can, and all of this has helped us to build a happy, positive, and successful workforce, who are all working towards the one common aim.
Effective staff management = increased staff productivity, a bit like the illustration below:
Now it’s your turn to give us your feedback! How do you feel about staff management overall? Have you experienced a great manager in the past, and if so, what did they do which really called out to your attention? On the flip side, have you experienced a bad management style, and how did that make you feel? We can all agree that management is a real deal breaker when it comes to business success or failure, because at the end of the day, a business is all about its employees and their commitment and happiness within the organisation. Share your ideas with us in the commentary box below!