How To Recognize and Reward 5 Different Leadership Styles

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While it is often easier to notice the work and input contributed by an extrovert in the workplace, an important attribute of successful management is the ability to recognize and reward different work and leadership styles. Below are a few work and leadership styles to pay attention to in your own workplace. Developing a holistic perspective for the different types of employees within your company is an effective way to tap into your emotional intelligence as a leader and help each of your employees grow.


Sometimes, those working hardest are the ones “behind the scenes,” and an attentive manager will be able to notice their contributions whether or not the employee draws attention to their work or ideas. Tap into the thought process of introverted employees by asking them direct questions in meetings or at other decision-making opportunities – but don’t put too much pressure on them to answer quickly. Introverts often have ample input and ideas to offer, but they do tend to avoid direct confrontation or spontaneous pressure if they can.


The laissez-faire leader or employee tends to provide hands-off management if they supervise other employees, and they tend to appreciate plenty of space and autonomy if they report to a manager. Laissez-faire employees are generally flexible, and you won’t hear from them on a daily basis necessarily. Be sure to check in with employees like this regardless, in the event that they have challenges or ideas that they haven’t brought up to others out of habit. The least likely to “rock the boat,” this individual can be good for workplace morale, but every now and then they could use some encouragement to increase their engagement level.


Autocratic employees are typically found at the management level, as the very nature of the autocrat is to make decisions without the input of others. At times, this can be a valuable leadership asset, and it suggests a level of confidence, focus, and decisiveness. However, autocrats should be encouraged to participate on more projects so that they might grow in their professional development and learn from others.


In contrast to the autocrat, a participative employee is also commonly referred to as the “team player,” and can be counted on to seek out input from others for most, if not all, decisions. For projects that rely heavily on team collaboration, this work style is most effective. Participative employees and leaders can grow by being forced to make decisions on their own from time to time, as they commonly have a personal tendency to try to please everyone.


Transactional managers and employees operate in a process of give-and-take: they administer tasks as a manager and expect results, and they complete tasks as employees and expect a reward or check-in in return. They are clear in their expectations and their goals, making them great co-workers and leaders when it comes to defining metrics and reaching important checkpoints.

At Adecco, many of our clients are optimistic about hiring and have staff augmentation plans in place.

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