Management style in the workplace can actually have a massive impact on your employees’ mental health, which is why it is so important to recognize what yours is. How you run your team plays a role in your staff’s performance, self-esteem and influences whether or not they feel valued. We have highlighted three main types of management styles in the workplace, which was noted by Bizcommunity, and take a closer look at how they affect mental health.
* Autocratic management style
In this management style, communication is a one-way street — from managers to employees. It is controlling and power-dominated and involves micromanagement. Employers tend to be somewhat wary of employees, who they struggle to trust.
An autocratic management style in the workplace can leave employees feeling dissatisfied and even resentful. Their performance may slip because they do not engage, and they may end up tired, burnt out and fearful of their higher-ups.
* Democratic management style
Communication in this management style is two-way between employers and employees. Teamwork is encouraged and staff are involved in decision making. There is a sense of trust between the team and management and employees feel comfortable enough to express their opinions and ideas. This leads to higher productivity and has a positive impact on the mental health of workers.
* Laissez faire management style
In the Laissez faire management style, managers in the workplace trust employees to do their work without supervision. All decision-making and problem-solving is done by staff and the manager is simply involved in the delegation and delivery stages, but even then workers have the freedom to do their work. Needless to say, in this management style, employees in the workplace are often satisfied and more content in their roles.
What can you do to promote mental health?
Management style plays a massive role in promoting good mental health at the workplace but there are several other strategies management can implement to ensure positive mental health.
A good place to start is with regular check-ins that allow workers to communicate openly with managers about how they are feeling. That being said, open communication should not be limited to these check-ins. Having an open communication policy that allows team members to share ideas, opinions and even disagreements could help to boost mental health.
Managers can also introduce a mental health support plan in which organizations can provide resources to help with mental health. This could include counselling sessions, meditation classes or even mental health leave days, which could become essential if employees are struggling. This can only benefit an organization, Dr. Ali Hamdulay said while writing for the South African Depression and Anxiety Group (SADAG). “Mental illness in the workplace leads to decreased productivity, increased sick-related absenteeism, poor work quality, wasted materials and even compromised workplace safety,” Hamdulay noted.
Due to stigma, employees may be reluctant to ask for a mental health day which is why it is helpful that companies introduce this in addition to regular sick leave. And, if processed via an online leave management system like LeavePro, will not cause any admin issues, or conflicts with the BCEA.
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