Because relationships are about people, and everyone is different, there is no one way to achieve effective working relationships, but there are a number of approaches, and the best managers choose elements from all of them to meet their needs and the needs of their staff.
No one style will suit all managers or all staff!
Persuasive management style
Managers need to spend time with their team members to get to know them. Being engaged with employees allows the persuasive manager to lead by example, and to gain buy-in and compliance from the team by persuading rather than instructing or demanding. Influential managers are aware of the work that their team members are doing on a day-to-day basis and are involved in their work lives.
Democratic management style
A democratic manager invites the team to be directly involved in decision-making. Open lines of communication between democratic managers and employees allow these types of managers to understand the skills and advantages that each employee brings to the table.
Open participation and exchange of ideas among different levels of employees allow everyone to contribute to the outcome of a decision or a project.
This style of management is more successful when managers develop organised and streamlined decision-making processes. Otherwise, accepting input from everyone can make the process sluggish and disorganised.
Laissez-faire management
The laissez-faire manager functions almost more like a mentor than a manager. They empower their employees to step up and make decisions. This allows the team to feel like they own a part of each project.
The manager takes a backseat role, stepping in to offer advice or get things back on track when something goes wrong. Otherwise, they stand aside, allowing their employees to flourish creatively and exercise their own leadership.
You will find more styles and examples in the AI-generated discussion that follows on the next page.