Managing a hands-off manager

Is your manager a ‘hands-off manager’?

There will always be pros and cons to having a supervisor or manager with a different approach to leadership, but for some employees having a ‘hands-off’ or ‘laissez-faire’ manager who offers limited direction and who might not always be forthcoming in their feedback can pose a challenge.

Managers who adopt this approach typically allow employees to have more autonomy in their roles. They provide the guidance and resources required to complete work tasks but enable individuals to make decisions and take action without direct involvement. This type of leadership approach is particularly advantageous for organisations that value independent thinking and creativity.

In this article, we discuss the typical characteristics of managers with this leadership style, and offer some helpful hints and tips as to how to manage your own management needs in the work environment.

Typical characteristics of a hands-off manager

Whilst different managers will have their own style of leadership, not necessarily displaying all of the characteristics outlined here, a laissez-faire manager will typically display the following in their approach:

• Taking a step back: Typically, leaders will allow and enable employees to work in their own way, but it continues to be important for them to be able to step in and control work tasks and output on an ‘as-needed’ basis. Their focus will typically be on ensuring tasks are completed efficiently but with the ability to intervene if they feel their input and guidance are required.  – Hint and tip: As an employee, it is essential to establish clear boundaries with your manager. This avoids the risk of you feeling undermined by their intervention. Trust will be a contributing factor to the success of this relationship and therefore agreeing on an effective way to provide feedback on your progress regularly will be important.
• Delegation of work: Laissez-faire managers will typically allocate work tasks to employees based on their strengths and qualifications – this should ensure workplace efficiency. Once delegated, managers will take a “hands-off” approach as to how the employee works towards tasks. – Hint and tip: Make sure you are vocal in letting your manager know what you understand your strengths to be in the workplace. This should ensure greater ease when decisions are made about which tasks are delegated to you and your colleagues.
• Freedom for employees: Managers who adopt this approach will typically allow employees to work in whatever way they wish to complete the task at hand. Their focus is on the successful and efficient completion of a task, ideally, enabling autonomy, self-efficacy and productivity in their employees. Again, trust is an essential aspect of the working relationship and therefore independent working is the norm. – Hint and tip: As an employee, it may feel like the responsibility of ensuring the success of a task or project falls solely on your shoulders – far from it. Whilst your manager may take a more laid back and, seemingly, indifferent approach as to the process you go through to complete your work tasks, ultimately the successful output lies with them. Again, communication here is key. If at any point you are feeling unsure about how to approach a project, and/or feel you would benefit from their intervention or support, it is important to be forthcoming with this information and open to constructive feedback. This brings us on to…
• Providing constructive criticism for employees: Whilst it may be initially perceived as negative or undermining, leaders who adopt a hands-off approach with their employees need to be prepared to offer constructive criticism, when required. This process enables employees to improve and succeed in their roles. – Hint and tip: Whilst anything other than positive feedback can be hard to hear, being receptive to your manager’s feedback will be essential. If you identify that this is something you are likely to struggle with, keep an open dialogue with them about your preferences for receiving such feedback.

Pros and cons of laissez-faire leadership

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

Advantages of working with a laissez-faire manager

Typically employees who excel under laissez-faire leadership have proven experience of working in a self-directed environment, with little guidance, tend to be highly creative and enjoy a workplace that allows them to develop their own ideas and approach to tasks. They also demonstrate a high level of self-motivation, with the ability to set their own goals and work to timelines, avoiding situations where they are likely to be micromanaged.
Therefore laissez-faire leadership and management can really suit those employees with creative tendencies, who enjoy innovative thinking and working either independently or collaboratively to develop new and compelling products. This approach also allows individual employees to take responsibility for their own successes and challenges, increasing their personal investment in the process. Employees also typically enjoy a work environment with less structure and rules, which for some employees can lead to greater productivity and higher overall job satisfaction.

Disadvantages of working with a laissez-faire manager

For others, however, this approach to leadership might present its own challenges. For instance, there can often be confusion about the role of a manager which can lead to both resentment and issues relating to an imbalance in power. Additionally, for new employees entering the workplace and joining a team with a laissez-faire manager, it can be difficult to establish and understand their role within the team, leading to an individual feeling overwhelmed and the risk of underperformance.

For others, the lack of structure to both the workplace and the day-to-day can lead to them feeling unsupported in their roles – potentially leading to low morale and difficulties in retaining staff. Another factor that can contribute to employee dissatisfaction is a lack of clarity over who to go to if there is an issue.

A clear guide to addressing your management needs

Given the potential challenges a hands-off, laissez-faire manager could present, it is important to consider how you can manage your relationship and get the best out of your role and the work environment.

1. Establish clear boundaries from the outset: Understanding how you and your manager are going to “operate” on a daily, weekly and monthly basis will be essential and therefore understanding each other’s expectations will be crucial to your success. Have that conversation early on once you have established their approach to leadership and management.
2. Demonstrate a willingness to communicate: Communication is key. Whilst your laissez-faire manager may seem disinterested in your day to day tasks, they remain accountable for the success of your output. If something isn’t working and you need their guidance, be open and willing to communicate this to them.
3. Identify and communicate your own strengths: Over time your manager will be able to observe and appreciate your strengths as an individual employee, and will delegate work to you accordingly, but if there is something they have missed, make sure you shout about it. The opportunity to utilise your talents and abilities to their full potential will increase your own satisfaction in your work and role. Utilise any review and appraisal process to share your achievements and successes with your manager.
4. Be open to constructive feedback: Due to the nature of their approach to leadership, your manager will likely only look to intervene in your work if they have perceived that something could be improved upon, and/or they feel you might need some support or guidance. In this instance, try to be receptive to their feedback. Equally, if you don’t feel you are getting any or enough feedback on your work, schedule a specific time in your calendars to discuss this.
5. Ask for the tools and resources you need: Regardless of your manager’s approach to leadership, ensuring you have the ability and confidence to ask for the resources needed is crucial. When a task or project is set,  provide a clear outline of your needs – in terms of time, tools and resources – to increase the likelihood of success. Ultimately, your manager should also be invested in both the success of your work and in you as a professional.

Share this article