Why do employees leave their jobs and look for something new? If you ask bosses, those departures most likely have to do with money. Most managers swap gigs because they'd like a bigger salary, or better benefits.
Ask employees why they go on the job hunt, and you'll get a different answer.
When asked why they left their jobs, 70% of employees mentioned their boss, researchers say.
As a boss, it's your job to ensure that your employees get what they need. That way, they'll keep working for both you, and the company you both serve. Make that happen by addressing your management style. A tweak to your approach could be just what your employees have been hoping for.
Autocratic Leadership Style: Make Critical Decisions
We've all encountered an autocratic boss. This is the person that makes a decision, announces it, and expects everyone else to fall in line. Military leaders and some politicians use this method to keep tight control over their charges.
This was a popular management style until the 1970s, researchers say. When scandals about the Nixon presidency hit major newspapers, people began to wonder if having one person in charge, with no checks and balances on that power, was really wise.
Even so, this can be a valid leadership style in some situations, consultants say. Your employees might benefit from autocratic leadership if your work demands:
Precision. If your workforce is inefficient, inexperienced, or both, strong leadership could be key to keeping your organization afloat. You'll tell people exactly what to do, and they will be required to respond.
Speed. Some leadership styles demand meetings, collaboration, and conversation. All of that takes time. If your organization relies on quick thinking, and autocratic style cuts through the chatter. You'll get things done.
Efficiency. Some organizations struggle with few staff members and plenty of work. You need everyone working hard all the time. An autocratic leadership style instills fear, and that keeps people working.
Before you leap into bossing everyone around all the time, pause and think. This is considered an outdated form of management. It's not right in all situations.
For example, if you want your employees to collaborate on creative tasks, your style could get in the way of that, and the fear you instill can quickly turn to hostility if employees feel they're not respected, listened to, or given the chance to grow.
Democratic Leadership Style: Ask for Consensus
Getting things done is your job as a boss, but your team also has a role to play. As a democratic leader, you'll guide conversations with your charges. Together, you'll decide what should happen next.
This type of leadership comes with risks, experts say. Holding those endless conversations can impair your productivity, as people will be talking rather than working. If you don't facilitate the meetings properly, some people can feel ignored or railroaded, and they could blame you for that.
But in general, this is a popular style of leadership among employees, analysts say. Workers like to feel both listened to and affirmed. This leadership style allows for both. Ultimately, you retain the final say in a decision, so you face no risk of losing complete control.
Coaching Leadership Style: Help Others Improve
When your workers improve, you look like an effective boss. Sometimes, you can scare them into a performance boost, but as a coaching leader, you can inspire them to make meaningful change.
The coaching style was developed in the 1960s, experts say, and it's tailor-made for companies struggling with:
Inefficiency. You know you should get work done quickly, but no one seems willing to change workflows or procedures.
Fatigue. The mission of the company seems difficult or impossible. Or your product won't sell, even though you thought it would.
Inexperience. You have high turnover, so your employees are always new, or you can't afford high salaries, so you must always hire people who can't get jobs elsewhere.
As a coaching leader, you're willing to put up with short-term failure to gamble on a productive future, analysts say. You might:
Hand out difficult senior-level tasks to mid-level managers.
Ask your staff members to solve problems rather than offering your own solutions.
Be flexible about deadlines, goals, and benchmarks for your projects.
You'll have many meetings with your employees. In those talks, you'll listen more than you talk. You'll find out what your workers are doing now and what they hope to do in the future. You'll guide without giving commands.
Do this right, and you'll have a loyal and experienced workforce that will never forget your kindness, but it might take you years to get there.
Transformational Leadership Style: Enhance the Vision
You're aware of what your company is trying to do. Every day, you read your mission statement. As a transformational leader, you'll help your staff to embrace that vision and work hard to make it a reality.
Transformational leaders need tools to make this work. Experts say those tools include:
A well-defined corporate culture. It's hard to inspire your staff to work for something they don't understand. Your goals and expectations should be easy for them to both find, and make sense of.
A sense of ownership. Your employees must be invested. They can't think of themselves as cogs in the wheel. Every time they come to work, they must feel both needed and wanted.
A history of independence. As a transformational leader, you'll ask your staff to take risks and make shifts. If your company is strict, that work can't happen.
This type of leadership is considered critical in education, health care, and government work. These fields are undergoing massive shifts due to technology and innovation disruptions. Charismatic and transformational leaders can help their companies adjust to rapid change.
You might associate this leadership style with startups. While it works well in those environments, experts say old companies can also benefit from this. Organizations with entrenched habits often need a shakeup that transformational leadership can bring. Small companies can also benefit, as a charismatic leader could help them reach big goals that once seemed out of reach.
Which Leadership Style Is Really Best?
As you read through this list, you may be thinking about your career and your company. You may be stumped about which path to follow when you head to work tomorrow. The answer is complicated.
While some leaders use the same style in all situations, it's not uncommon for bosses to switch things up. You might coach your junior employees, for example, but use transformational leadership while working with your board of directors.
The world could use more leaders like you. And if you're searching for your next job, we can help. We compile job listings from several sites, and make it easy for you to search by job title. Give Joblist a try today!
