On management styles

One thing I’ve been thinging a lot about lately is the compatibility between managers and employees. Some people need direction and oversight, while imposing that on others would act as a major impedance.

For example, I tend to be self-motivated, enjoy being involved in many different tasks, and do best when I am able to manage my own time and priorities. I have come to the realization that either I am an anomaly in the workforce or I am incompatible with my management.

Since I work with similar, self-motivated types, I’ll immediately discount being an anomaly, which leaves me at option two. After talking to management, I have found that my feelings of frustration and incompatibility were not reflective; they saw no problems and were satisfied with my work (why doesn’t management like to give any appreciation?).

I think I’m safe to assume that management will not work to better interface with me, so the onus for improvement is on me. I have put together a guide to help understand management and provide some direction as to when to stay and when to start looking for a new position. When dealing with management, I have found that they tend to fall into one of four categories:

• Adaptible — these people are born to be managers. They understand the strengths and weaknesses of each of their employees and leverages each to their potential. In order to be effective, these managers adapt their management style to best supplement each subordinate. They will bend over backwards for you and will try to address your every need. One of the unfortunate side effects, is that these managers are so good at supporting their employees, that they have high employee turn-over because of a high promotion rate (a good thing for you), and they spend so much energy supporting their employees that their accomplishments are often overlooked.
• Inflexible — one of the most common managerial types. They can usually be identified by their tendency to micromanage, never provide any useful feedback, regulary schedule meetings that have no outcome, or other stereotypical management action. In conversations they tend to excuse things since “they’ve always been done that way” and will use phrases such as “in the past” and “typically”. Inflexible managers tend to have strong organizational, customer relations, technical, or other important skill that is perceived to be beneficial to the department or company. When coupled when a non-confrontational personality, these people will slowly creep into management.

  As far as their relation with their subordinates, they have a lot of understanding to do. Inflexible managers continue to do the same things in the same manner that got them promoted to their current position. They have one management style, which makes them ineffective at communicating with their subordinates.

  Luckily for some, an “Inflexible manager” can fall into one of two subclasses: those who realize their inflexibility and those who don’t. People who understand they are not adaptible will tend to only hire employees compatible with their management style or will depend on others to fill any deficiencies. Unfortunately, if your manager does not realize their inflexibility and it is highly unlikely your management will transform, it is your best (professional) interest to change management (or jobs).

• Hands-off — these managers seem to not understand “management”. They simply do not manage their personnel. Hands-off managers appear to intentionally avoid any conflicts or issues and believe that things will take care of themselves. If you are managed by a hands-off person, you can say goodbye to any chance of promotion, as they will ignore all the good along with the bad. These management types are the worst, since many assume that the lack of communication means everything is okay.
• The Pointy-haired Boss — as depicted in Dilbert these managers are just clueless. They think they know everything, but they cause more harm and frustration than good. The only benefit to these managers is that they are easy to identify and avoid as they tend to be enveloped by an aura of incompetency.

So, which type of manager is your boss? Is it in your best interest to stay in your current position? (Remember: it is usually in your boss’s and the company’s best interest to keep you, but usually they will next to nothing to show their appreciation.)

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