Managing others series: leadership styles and performance check-ins

In today’s dynamic workplace environment, effective leadership management is critical to achieving organizational goals and fostering a healthy work culture. Different situations call for different managerial styles, and the ability to adapt to these situations is a hallmark of great leadership. Furthermore, regular check-ins with employees are vital to maintaining high performance and addressing any issues before they escalate. This article explores the various leadership styles and provides best practices for conducting regular check-ins to ensure optimal performance.

Leadership Styles for Effective Management

Understanding and applying the appropriate leadership style can significantly impact employee performance and the overall work environment. Here are six managerial styles that leaders can use depending on the situation:

1. Coercive Management: The "do it the way I tell you" approach is best suited for situations that require immediate task accomplishment. This style is most effective in emergencies where quick, decisive action is needed. However, it should be used sparingly, as it can stifle creativity and morale if overused.
2. Authoritative Management: The authoritative manager is firm but fair, providing clear direction and a strong vision while soliciting input from their team. This style is effective in providing balanced feedback and fostering a sense of purpose among employees.
3. Affiliative Management: Prioritizing people over tasks, the affiliative manager focuses on creating a cooperative and harmonious work environment. This style is particularly useful in crisis situations where team cohesion is critical to overcoming challenges.
4. Democratic Management: Democratic managers encourage participative decision-making, fostering a culture of collaboration and idea generation. This style is ideal for gaining buy-in from employees and ensuring that diverse perspectives are considered in decision-making processes.
5. Pacesetting Management: The pacesetting manager sets high standards and leads by example. While this approach can drive high performance, it can also lead to burnout if expectations are unrealistic or if the manager fails to provide adequate support and feedback.
6. Coaching Management: Coaching managers focus on employee development, allowing team members to learn from their mistakes and grow in their roles. This style emphasizes continuous improvement and is effective in building a skilled and resilient workforce.

Best Practices for Regular Check-ins

Regular check-ins are essential for maintaining high performance and addressing any potential issues before they become significant problems. These conversations provide an opportunity for managers to offer support, clarify expectations, and strengthen relationships with their employees. Here are some best practices for conducting effective check-ins:

1. Focus on Strengths: Begin the conversation by asking employees when they feel they are performing at their best. This helps to identify areas where they excel and can lead to more meaningful discussions about how to leverage these strengths in their daily work.
2. Assess Resilience: Ask employees to rate their resilience on a scale of 1 to 10. This provides insight into their current state of well-being and allows managers to offer support or resources to help them improve their resilience.
3. Clarify Priorities: Ensure that employees are clear about their priorities. This not only helps them stay focused but also ensures that their efforts align with the organization’s goals.
4. Offer Support: Ask employees what support they need from you. This demonstrates that you are committed to their success and are willing to provide the necessary resources or guidance.
5. Evaluate Team Communication: Inquire about the effectiveness of team communication. Regularly assessing how well the team communicates can help identify any issues that may be hindering collaboration or productivity.
6. Daily Routine and Technology: Especially in remote work environments, it’s important to discuss whether employees have a clear daily routine and whether the technology they’re using is supporting their work effectively.

Managing Poor Performance

Despite best efforts, there may be times when an employee's performance falls short of expectations. It’s crucial to address these situations promptly and professionally. Here’s a step-by-step guide to managing poor performance:

1. Start with Informal Conversations: Begin by having informal discussions with the employee to address the performance issues. Provide specific examples and offer guidance on how they can improve.
2. Implement a Formal Process if Necessary: If informal conversations do not lead to improvement, it may be necessary to implement a formal performance management process. This should not come as a surprise to the employee.
3. Set Measurable Objectives: Establish clear, measurable objectives or targets for the employee. It’s important to set realistic goals that are challenging but achievable to avoid setting the employee up for failure.
4. Hold Regular Review Meetings: Schedule regular review meetings to assess progress and provide ongoing feedback. These meetings should complement the continuous feedback that managers provide.
5. Consider Increased Supervision: Depending on the severity of the performance issues, increased supervision may be necessary. This can help ensure that the employee stays on track and receives the support they need.
6. Establish Timescales: Set appropriate timescales for improvement based on the specific circumstances. Be clear about the consequences if performance does not improve, which may include warnings or dismissal.
7. Explore Redeployment Options: If performance does not improve, redeployment within the organization may be an option. However, managers should be careful not to promise a new role unless it’s a viable solution.
8. Involve HR: Work closely with HR to ensure that all actions taken are in line with legal requirements and company policies. This is especially important when formal warnings or dismissal are involved.

Conclusion

Effective leadership management and regular check-ins are critical components of maintaining a high-performing team. By understanding and applying the appropriate managerial style, and by conducting thoughtful and supportive check-ins, leaders can foster a positive work environment where employees thrive. Moreover, addressing performance issues promptly and professionally ensures that the entire team remains aligned with organizational goals, contributing to long-term success.

Disclaimer: article written with the help of Chat GPT. Content based in one training that I had with The Hub Events and my personal experience of managing and to be managed in Paid Search. I was lucky enough to work in medium teams doing paid search in United Kingdom and work for large enterprises to see those practises being putting in place.

If You Read until now: where are you based? If based in Portugal, how would you describe your leadership style? Have you being managed like this in Portugal? If you recommend schools of leadership in Portugal or courses please describe them below. Also, tell me your history and experience with being managed and managing people.