Though in some professions, such as those involving transport and energy generation, the use of drug and alcohol testing lab services is more common, it is generally considered unethical and intrusive in most workplaces. Such distance is often required to deal with personal, private issues with the appropriate level of compassion.Дealing with issues surrounding substance abuse discreetly is imperative, and may be more aptly handled by a more hands-off manager. In cases of particular sensitivity, such as substance abuse, for instance, a hands-off manager may be more approachable, as they wonвЂ™t have developed quite the same intimacy with their staff. However, it may also lead to an employee feeling picked on if a manager is too persistent. Personal problems can spill into the workplace, and a hands-on manager may be able to help. A hands-on manager may be able to quickly spot if a particular employee is not delivering their accustomed standard, allowing you to offer support with training or mentoring. In the majority of workplaces, an involved manager can nip problems in the bud, not allowing them to develop into a serious matter вЂ“ an opportunity that the hands-off manager may miss. In some cases, it should be noted that micromanaging may even be considered a form of bullying, by law. For motivated employees, it probably will, but for employees who require encouragement and guidance to produce their best work, a hand-off approach may mean that work is of poorer quality.

Whether the hands-off approach will boost performance depends very much on your employees. In fact, many employees will feel more fulfilled and have greater pride in their success if they have a manager with a more hands-off approach. Employees who can manage their own work will gain a range of skills that might otherwise go undeveloped. There is a fine line between managerial involvement in a project and micromanaging it, causing resentment among your capable employees.

That said, many employees will view a hands-on managerвЂ™s nature as overbearing and suffocating, which can sometimes lead to discord and stifle creativity. As the Harvard Business Review point out, a hands-off boss may have a poor command of the details. It is easy for the hands-off manager to become out of touch, remaining ignorant of what is happening in the workplace and perhaps giving them unrealistic expectations of where the company is headed. This can help them in planning future projects or decisions in the direction the company should be taking. Managers who work closely with their teams keep their knowledge of their company up-to-date and may gain a greater rapport with their team as they work so closely together. Both styles have their advantages and disadvantages, and itвЂ™s worth considering these carefully to decide the best approach for your workplace. A manager who takes a hands-off approach will not be quite as involved in the day-to-day tasks, instead granting their employees a sense of independence and autonomy. Generally speaking, however, and without wishing to be reductive, managers can broadly be categorised as being вЂhands-onвЂ™ or вЂhands-offвЂ™.ДЄ hands-on manager tends to be directly involved in their teamвЂ™s projects and works in close proximity to their staff, monitoring progress. The world of work is as diverse as it is drudgerous, and, accordingly, it comes as no surprise that our workplace leaders adopt a whole host of conflicting management styles, from nightmarish David Brent esque figures all the way to understanding, encouraging mentors who you actually enjoy working for.

Hands off management style