Managing your autocratic manager

There will be advantages and disadvantages to having an autocratic manager with a different approach to leadership…

…but for some employees working under a colleague with an autocratic style can feel limiting and, at times, frustrating.

This leadership style is typically characterised by the individual in the authority role making decisions based on their own ideas and judgements, whilst rarely seeking or accepting advice from colleagues. As with other leadership styles, the autocratic approach will have some benefits in certain work contexts, but its strength will often depend on factors including the nature of the task at hand, the characteristics of team members, and the demands of the work environment.

In this article, we discuss the typical characteristics of managers with this leadership style, as well as offering some helpful hints and tips as to how to facilitate your own management needs.

Typical characteristics of an autocratic manager

Whilst individuals will have their own style of leadership, not necessarily showing all of the characteristics outlined here, an autocratic manager will typically display the following in their approach:

• Self-confidence: Autocratic leaders will often display high levels of confidence in their abilities to make decisions about any given work situation, task or project. They will trust their own knowledge, expertise, and judgement, despite any external pressures being faced.
• Clarity in their approach: Offering a clear and consistent approach to tasks is characteristic of an autocratic leader. They will adopt clear methods and processes when delegating tasks to team members and will be explicit in their expectations, ensuring those involved in the work can perform at a high and efficient level.
• Dependability and coping well under pressure: Autocratic leaders will adhere to the rules of their company or organisation, with a clear understanding of how any guidelines promote efficiency and productivity. This makes them dependable, especially in work environments that benefit from a clear hierarchy, as well as strengthening their ability to handle pressure, solve problems and adapt to changing requirements.

Pros and cons of autocratic leadership

There are a number of advantages and disadvantages to working with an autocratic manager, and it is essential that you are aware of your own personal and professional preferences in the workplace, so that you can effectively manage your working relationship with them.

Advantages of working with an autocratic manager

Some work contexts and teams will benefit from improved productivity, with autocratic leaders delegating tasks directly to individuals, lessening the opportunity for delays in output. These managers can assist employees in identifying effective solutions and will take charge of reassigning tasks to maximise their team’s productivity. For some employees, the clear direction from an authority figure can offer reassurance and reduce stress levels.

Some individuals also feel more comfortable when the responsibility for decision making does not fall with them. Employees may feel more inclined to trust effective autocratic managers to make well-informed, efficient, and impactful decisions so that they can focus on their own individual tasks and responsibilities. Others will appreciate the clear communication style of their manager, with them providing essential information to enable them to complete their tasks quickly and efficiently.

Certain work contexts will naturally benefit from autocratic leadership, for instance in environments that require error-free outcomes, and quick decision-making in situations with potential safety risks or time constraints. The reassurance offered by an autocratic manager who considers all options and outcomes and has the ability to reach a quick decision that is of most benefit to their team and organisation is welcomed by many employees.

Disadvantages of working with an autocratic manager

One of the main concerns for employees when working with an autocratic manager is the risk of being micromanaged. Leaders who take an autocratic approach are more likely to closely monitor tasks and the progress of their team, but some may overstep and intervene at each and every stage of a project. This may jeopardise both individual and team morale, with employees feeling they are not trusted to complete their tasks and responsibilities, as well as potentially encouraging dependence. Whilst some individuals will prefer not having a responsibility for decision-making, a relationship of total dependence upon an autocratic manager can be problematic, not least in terms of employee motivation, happiness and development opportunities.

A further potential issue for individuals who enjoy creativity and flexibility in their work is that autocratic leaders are less likely to enable this. This can lead to a real sense of frustration and, again, may demotivate team members, hindering their work performance overall. An autocratic approach to managing a team can also remove the potential for individual ownership of both achievements and failures. In this environment, employees may feel unappreciated and/or undervalued for their own ideas and contributions.

Finally, autocratic leaders tend not to share all company information with team members, this can lead to employees feeling ill or misinformed, which can create mistrust in their manager’s decisions and actions. There is also a risk for managers themselves, who may feel isolated from their team and unable to communicate openly with them.

A clear guide to addressing your management needs

Given the potential challenges working under an autocratic manager could present, it is important to consider how you can manage your relationship effectively to get the most out of your role and the work environment.

1. Utilise regular catch-ups or supervision: With an autocratic approach allowing little or no input from you as a team member – potentially leaving you feeling disenfranchised in your role –  identify opportunities to speak with your manager directly about scope for you to offer your own input and/or to take a clearer advisory role. Some managers will be receptive to this, especially if their time is limited and they are facing multiple pressures from projects and senior leadership.
   Also, be sure to utilise any review and appraisal process to share your achievements and successes with your manager, and go into any direct meetings with a clear idea of what you want to convey, whilst taking the opportunity to reiterate any key messages and proposals in a written summary via email.
2. Be proactive: Whilst for many employees having clarity from their manager, especially in terms of expectations, is positive, the rigidity in an autocratic manager’s approach may discourage those employees who enjoy creativity from coming forward with their ideas. If this is you, utilise any opportunities that present themselves, such as putting yourself forward for learning and training programmes, discussing your qualities and strengths during supervision, and ensuring you feed back during evaluation processes to aim to impact your managers’ thinking in the future.
3. Remain clear and professional: Whilst you may be experiencing frustration, mistrust, or even resentment in your role, it will be essential that you remain professional and avoid becoming defensive during discussions where your autocratic manager may not be recognising or acknowledging your ideas or concerns. Remain calm and always concentrate on the task at hand. If you feel that you are not being listened to or heard during an in-person discussion, then putting your thoughts, ideas and concerns in writing may offer further opportunity for your manager to consider your perspective.
4. Build credibility and trust: By focusing on your work, demonstrating your competence in your role and meeting targets, you will continue to gain more credibility and therefore the trust of your autocratic manager. This may lead to greater autonomy and freedom to perform your role in the way you prefer over a period of time.
   
5. Try to understand your manager’s motivations: Continue to build your own understanding of what drives an autocratic manager and what some of the benefits are to their style of working. You will need to consider this within the context of your organisation and the individual members of your team, but getting to know and understand their own methods of working and the logic they use to reach their decisions will support you in finding your own place within the work environment. Avoid trying to change them, and instead, focus your effort and energy on establishing how you can work most effectively with them.

Share this article