It’s nearly impossible to navigate a career without coming into contact with managers who are either very good or very bad.
But how do different management styles affect workers’ commitment and productivity?
Looking at a study of 160,576 employees working for 30,661 leaders at various companies, Zenger Folkman noted the average level of commitment from those deemed to be working with the worst leaders was way below the average commitment of those working for the best leaders.
A lack of commitment indicates an unwillingness to go the extra mile. In contrast, committed workers are engaged and willing to put in extra effort.
Zenger Folkman identified two management approaches that foster the most engagement: ‘drivers’ and ‘enhancers’.
Leaders who are ‘drivers’ are those that set very high standards. Drivers set stretch goals and ensure their workers focus on high-priority goals and personal development.
Leaders who are ‘enhancers’ show concern for others, stay up to date with any issues, prioritise trust and develop their team by giving honest, helpful feedback.
In an informal survey, most people chose enhancers as their preferred type of leader for both employee engagement and commitment.
