When the senior and middle management team of a company is in sync with its working teams, and there is a healthy balance of meeting staff expectations and “walking the talk” effortlessly.

All staff look up to the management team as examples and role models and therefore it is critical that the management team is aligned with the company mission and values. They should also model the behaviour expected while ensuring the health and wellbeing of the company and staff.

“The way management treats its employees, is exactly how the associates will treat the customers.”

– Sam Walton, businessman and entrepreneur

The best management styles are characterised by flexibility and adaptability. These positive traits can result in satisfied employees due to the less rigid structure and this helps that it plays to the strengths of all employees.

There is no specific management style that is the magic silver bullet as it is dependent on elements such as the type of business and volume of work. However, it is possible to achieve a healthy management style that suits a business and the potential of managers.

These 5 tips can be followed to achieve a management style that serves the business, encourages leadership, and speaks to the wellbeing of employees.

1. Identify what upholds a healthy management style

According to Builtin, 79% of employees leave their employment due to lack of appreciation in the workplace. This demonstrates the sheer importance of managers incorporating a healthy management style that allows employees to thrive and feel appreciated in the workplace.

Thriving employees rather than surviving employees create momentum and flow for the business. Ensure that there is a speak up culture and that management will not retaliate if they do not agree with the employees.

People are the lifeblood of any organisation and managers need to support employees to feel safe and secure in their positions, and to successfully build a working relationship based on mutual trust, respect and integrity.

Successfully building a team that contains excellent degrees of team rapport and effort levels is dependent on the alignment of all team members towards the common company goals as well as each person’s individual goals.

Management of their team/people with the employee’s best interests at heart, without autocriticism or fear, all the while upholding the company deliverables, is the key to leading and managing a team of individuals.

An environment of support needs to be nurtured by management at all levels. There is no use in middle management emulating excellent management skills when senior management are not engaging in the same behaviour.

2. Understand the difference between toxic and healthy leadership behaviour

Character traits can be classified as healthy or toxic when it comes to leadership. Positive character traits for leaders include empathy and transparency – two qualities that ensure that employees are being led by people that have the power to understand and be honest with them.

On the other hand, toxic behaviour has the potential to destroy a workplace environment and instil uneasiness in employees. This includes making decisions without informing employees and using fear to instil motivation in employees.

Harvard Business Review states that one in five employees is at risk of burnout due to low employee and leadership engagement. If healthy leadership behaviour is implemented, managers have a better chance at encouraging loyalty and securing the wellness of employees.

3. Determine the influence a manager has on the business climate and culture

The Caliper Profile, an employee validation model accessed at Calipercorp.com, defines business culture as your business identity while climate refers to the way that employees experience the work culture. According to the Harvard Business Review, 15% of job applicants turned down job offers due to negative work culture.

This illustrates how important it is to ensure a positive culture and climate in every facet of the business to preserve a culture that mirrors what the business stands for.

The effect of managers not leading by example or upholding the company values is echoed in the damaging or negative behaviour of employees. Determining the extent and impact of a manager’s influence is key to understanding how to grow a positive business climate and culture.

4. Aim to achieve a strong leadership component in management

There are four management styles that managers can strive for: visionary, democratic, transformational and coaching. A visionary communicates a purpose that their employees believe in while a coach improves their employees’ long-term development. A powerful leader has a strong impact on the effectiveness of management

“Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall.”

– Stephen Covey, author and businessman

Each management style has its place and good leadership is at its core. But can leadership be learnt?

Skills development looks at investing in upskilling employees. Leadership is a skill that can be learnt and practiced improving the management of tasks and people. Therefore, businesses can invest in their employees by allowing them to learn the necessary skills to lead and manage a team.

5. Each management style has its place and good leadership is at its core. But can leadership be learnt?

Skills development looks at investing in upskilling employees. Leadership is a skill that can be learnt and practiced improving the management of tasks and people. Therefore, businesses can invest in their employees by allowing them to learn the necessary skills to lead and manage a team.

6. Ensure the leaders have a positive impact on a business

Leaders that are happy and fulfilled are more likely to have a positive impact on the business. Their attitude towards their work shows through clearly in their results and key performance indicators.

This is possible by playing into their strengths by putting them in positions that they will thrive in based on their strengths. If the employees that they manage are distributed in a similar way, according to strengths, these leaders will have a positive impact on the business through the collaboration of like-minded individuals.

A good way to discover the strengths of employees and managers is by doing a Gallup StrengthsFinder skills assessment. This helps to determine where employees should be placed and who the right people are to fill management or leadership positions.

According to Leaders Beacon, 38% of new leaders fail within the first 18 months showing the importance of placing the right people, in the right positions.