The dictatorial management style does not work ...
There are many kinds of management styles that you can use about your team members. One of them is the dictatorial one, which is using the power coming from your position. To push your employees with high expectations of achieving extravagant goals that are important only to you. Let's see a few examples of why this management style does not work in the long run.
In one of my previous blog posts, I've already spoken about the most common styles of management. The clear takeaway from that article was to avoid relying on a single way because these styles are not all-around tools that fit every potential situation you're facing as the leader. Of course, it is even more true for the dictatorial approach.
In a dictatorship, you, as the leader, are telling people what to do without emphasizing the whys. You hand out orders and instructions instead of asking your colleagues to do something for the company. Even though there are a few potential situations, in which this approach can be useful, for example, when you're trying to prevent a catastrophe in a factory. Still, in the long run, if you intend to keep your employee relations on a dictatorial level, it will hurt the loyalty of your employees.
Because I said so
There are times when parents lose their patience because their children are asking the same question for the 37th time. A common phrase these parents use is 'because I said so'. The parent is using his or her power to push down the child and force the instruction.
This is, however, not an acceptable form of communication between adults, especially when you are expecting them to be motivated and loyal in the long run. Let's see the disadvantages of the dictatorial approach:
It prevents employees from using their creativity, fulfills their roles, and be a satisfied member of the community.
Employees will feel tired and will be much less effective.
This style of management creates distrust and fear on the employees' side.
Dictatorial managers are often viewed as less competent compared to other leaders.
It often goes hand-in-hand with micromanaging employees, which is ineffective and eats up much time on both sides unnecessarily.
Fearful, non-motivated company culture creates a hostile environment for the employees, in which they won't perform. It will continuously look for potential escape opportunities that point them towards other companies.
How to prevent being dictatorial
There are quite a few things that you can do to avoid being the enforcer type. The most important tool you will have with this goal in mind is to speak to your employees. Hold regular meetings, but avoid long monologues. Instead provide an environment where your team members can articulate their fears, issues, and problems - even if that is in connection with you as the leader.
Professionally react to these critiques: don't take it upon yourself and modify your approach accordingly. This will result in a positive environment, and the employees will be more motivated, which will cause better performance. There are so many better ways to approach management and employee-relations than being a fearful dictator. Choose your management style wisely!