Different Styles of Employee Management

It can be rather difficult to manage your employees. Each employee has different things that motivate them. Different management techniques will need to be used on each of them. Management styles are plentiful and they all vary. Some examples are the micromanager, Mr Cool, and the buddy. There are positives and negatives to all of the different types of managers, but the one that has the least draw backs is the coach.

Many of the other types of managers will employ extreme management techniques, but the coach doesn't. A few examples are how the micromanager nit picks every little task and how Mr Cool only cares about his own image. Coaches don't use either of these methods. The coach doesn't do things that are best for them personally, they always have the best interest of the team in mind. The coach also realizes that there are some tasks that don’t need to be managed. The coach gives responsibility and freedom to their employees for them to make educated choice.

The way this type of manager interacts with each employee is one of their best traits. They don’t reprimand employees if a small task is failed. They will let it go and do what their name says, they will coach that employee up. This benefits the whole team in many ways. One way is the confidence employees will have. Each employee has confidence that their coach will show them why they failed and how to avoid it in cases of failures to complete tasks. Every employee will feel like they are important to the goal of the team, thus creating a true environment of teamwork.

Coaches aren't the perfect type of manager. Their management style may not be harsh enough for some employees. Some employees simply need to be reprimanded harshly. Since they are so focused on the accomplishments of the team, the coach sometimes doesn't recognize successes of individuals. Creating a style that is a blend of the others is usually the best thing to do since there isn't one single style that is going to work well for everyone all the time.