Leadership style has a direct impact on how people experience work. In a small or medium-sized business, where teams are close-knit and resources limited, the way managers lead shapes everything—from morale and motivation to performance and retention.
At PurpleTree, we work closely with Irish SMEs to help them align leadership behaviours with their HR and operational goals. Whether you’re managing a growing team or reviewing your internal culture, understanding the link between management style and employee engagement is a smart place to start.
Management style is how a leader communicates, delegates, motivates, and makes decisions. It affects how employees feel about their role, how confident they are in taking initiative, and how likely they are to stay long-term.
No two teams are the same, so no one style works everywhere. But some approaches clearly support better outcomes—especially when aligned with your company values and team needs.
Employee engagement isn’t just about perks or performance reviews—it’s about how people feel day-to-day. The tone and behaviour of managers play a huge part in that.
Here’s how different management styles can influence engagement:
The most effective managers—those we support through coaching and HR process design—tend to flex their approach based on the situation, while staying consistent in how they treat people.
Transparent, genuine managers build loyalty. When leaders own their decisions, show vulnerability where appropriate, and communicate honestly, employees are more likely to engage with purpose. Mary, our Legal Counsel, often sees trust gaps play out in WRC cases—something authentic leadership helps to avoid.
Involving staff in decisions, particularly those that affect their work, can lead to stronger buy-in and improved team dynamics. It’s not about groupthink—it’s about giving people a voice. In small teams, this often leads to higher retention and innovation.
This style focuses on encouragement, celebrating wins, and aligning personal goals with company objectives. It’s especially useful when building morale or recovering from setbacks. Seán, our Director of Workplace Relations, often coaches managers on simple ways to boost motivation through feedback and informal recognition.
This results-driven style is useful when consistency and output are key. It’s best combined with clear KPIs, performance-based rewards, and well-written job descriptions. Our HR software partner, HR Duo, makes it easier to track goals and ensure fairness in delivery.
Prioritising wellbeing, workload balance, and development goes a long way—especially in SMEs where every team member counts. Leaders who invest in their people see stronger loyalty and better engagement. David, our Head of Safety Compliance, regularly supports managers in building policies that reflect a genuinely people-first culture.
This hands-off style can work well with experienced, self-managing teams—but only when there’s already high trust and strong systems in place. Without structure, it risks confusion and disengagement.
Use pulse surveys or informal check-ins to gauge how employees feel about their roles and line managers. We help clients interpret results and build action plans based on real feedback.
Are there signs of burnout? High turnover? Disengagement in specific teams? Start with what’s not working. Don’t assume—it’s better to ask.
If staff feel micromanaged, more autonomy might help. If they feel directionless, a more structured approach could work better. We regularly help SMEs map concerns to tangible leadership behaviours.
Training shouldn’t be theoretical. Focus on real-world skills like giving feedback, managing underperformance, and conflict resolution. We offer this through in-person sessions and flexible e-learning modules.
After making changes, revisit your engagement data and speak with staff. Are things improving? Engagement is ongoing—not a one-time project.
In a smaller business, every hire counts. When managers lead well, teams thrive. When they don’t, issues escalate quickly—leading to costly turnover, compliance risks, or even WRC claims.
At PurpleTree, we don’t just give you frameworks—we offer practical help that fits your size, budget, and team structure. Whether you need a one-off workshop, policy review, or support with a specific leadership challenge, we’re here to guide you with real-world solutions.
Get in touch with PurpleTree today for practical support with leadership development, employee engagement strategies, or tailored HR advice.
