Just like cultures and attitudes, broad approaches to staffing and retention tend to evolve over time. Regardless of the industry, employees’ personal values tend to shift in accordance with the shifting values of a larger culture. And the classic characteristics of an effective manager twenty years ago are unlikely to lead to success in today’s workplace.
So if you’re an HR pro or a department manager, what does this mean for your staffing and retention methods? Are you holding on to outdated management approaches and missing opportunities to make the most of your talented team? Consider the following differences between modern and outdated management styles.
Effective Management Styles: The End of No and the Beginning of Yes
In today’s fast-paced, global, relationship-and-technology-driven world, companies are more likely to find success if their employees are innovators, risk takers, and collaborators. In the old model, bosses did well when their employees were obedient and followed orders quietly, and rigid hierarchies kept things moving while maintaining the status quo. But companies who still cling to those ideals and those fearful workplace cultures are stalling out and falling behind. They’re being surpassed by teams of engaged workers who aren’t afraid to speak up. When employees contribute and invest in the big picture, everybody wins. But they only tend to do this when they feel comfortable taking risks. Think about this the next time you close your office door, say no, or find yourself freezing out an employee to keep him or her in line.
Effective Management Styles: From Bossing To Teaching
Retention and talent management are no longer about giving and receiving orders. They’re about giving and receiving information and sharing the wisdom of experience. Employees thrive when they learn from the things you know. They don’t thrive as much when they’re simply executing your instructions.
Effective Management Styles: From Know-It-All to Fellow Learner
Instead of answering the next question from one of your talented employees, trying offering another question. Encourage the employee to work her way toward a solution on her own. For example, if an employee asks you if she should choose this course of action or another one, help her account for the pros and cons of both, but allow her to arrive at a decision—and accept responsibility for the decision—by herself.
If you encourage employees to take risks and propose solutions on their own, you’ll have to be prepared to back them up when they make mistakes. This may come at a small cost, but the benefits will far outweigh these costs as your employees learn to understand and contribute to the business as a whole. As a general trend, agency, ownership and engagement are replacing obedience and risk-aversion. Make the most of this trend and you’ll get more out of your most valuable form of capital.
Do you need help moving your talent strategy into the modern world? Find the answers you’re looking for by r
eaching out to the experts at The Palmer Group.SHARE