There is a fine line between being hands-on and micromanaging, which can fuel resentment and interfere with morale.Employees tend to perform well, knowing the manager is working by their side or is keeping watch over operations.Easy exchange amongst the team and allows for mentoring opportunities.
Hands-on managers tend to gain respect from their team more easily, which reflects well on your performance as a manager.Because you often work alongside your team, you gain intimate knowledge about the business and your department’s function in relation to the business as a whole.This more interactive approach allows you to tap into the feedback of your employees, as they feel they can approach you about concerns and ideas.You choose what will work best for each situation, whether it is training someone with less experience, or coaching someone who knows the ropes and is ready to be groomed to move up in the company. Your observations allow you to determine the needs of the individual, which in turn allows them to work better within the team. You closely observe performance and look for ways to help each employee improve, allowing them to be more effective in their roles. While hands-on managers tend to be in the middle of it all, depending on the department function, they can also remain present without getting their hands dirty with the day to day tasks.Įither way, your coaching approach to management provides the feedback your team needs to succeed. Through this approach, you are better able to offer mentorship for employees who can learn from the example you set. You see the importance of communication and using your work ethics to demonstrate what is expected of your team. If you find you are interacting with your team often and prefer to see your team collaborate with you on projects and tasks, you are most likely a hands-on manager. Hands-on managers also tend to be more committed to their team, offering more coaching and remaining interested in helping team members progress in their careers. Because of the similarities, it can be more difficult to work separately from your employees, making it easier to keep on top of your department’s day-to-day running. Hands-on management is very common for managers who are responsible for completing similar work to their team. Understanding the difference between the two will help you determine which style works best for you. The two distinct styles of management are either a hands-on or hands-off approach. Whether you have been a manager for over a decade, or are new to the management level, your management style will determine your success. While you might feel your management style works, it’s important to try to be as objective as possible about your performance and how it affects your direct reports. As a result, you might find it challenging to determine what management style will improve and maintain high productivity and morale. Managers face an uphill battle when it comes to getting the most out of their team. Now more than ever, management style can be the catalyst for the success or failure of businesses large and small. Continuous Improvement/Process Improvement.Infrastructure, Construction & Building Products.
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