Theory Y and the Modern Manager

Theory Y is a set of positive assumptions describing employees’ attitudes about work. The Theory Y philosophy is that if you trust your employees and give them responsibilities and meaningful work, they will rise to the challenge.  Employees will be more committed to their job and an organization if they are in an environment that encourages and rewards self-direction, creativity, and innovation (Kreitner & Kinicki, 2016).  Managers have a lot of influence over an employee’s environment.  In a Theory Y-led organization, managers can use that influence to create an atmosphere where employees are empowered to make independent decisions that positively influence the organization.  

Want to embrace Theory Y philosophy? Try to incorporate one or all of these things into your day-to-day routine:

Building Trust.  If you say you are going to do something, follow through, and do it!  When a manager delegates tasks or responsibilities to employees, he or she should step back and let the employee do the task.  The manager can show support by checking on progress and being available for input if the employee needs it; but at the same time, should give the employee enough room to accomplish things on their own.  If the manager steps in and “takes over,” it could damage the trust and empowerment you have worked so hard to build.

Being Present.  Have a “no distractions” policy for one on ones.  Everyone wants to be heard.  If you have a meeting with an employee, show them respect by being “present” and focusing your attention on them. 

Showing Recognition.  Give credit early and often, and make sure it is the “right” kind of recognition.  Get to know your employees and find out what works for each individual.   There is not a one-size-fits all solution for showing recognition.  Some employees may prefer public accolades, while others may cringe at the thought of being “called out” in front of everyone.  Taking the time to find out the best way to show appreciation shows that you care about the individual.

Employees who feel trusted, respected, and appreciated will be more committed – to the organization AND their leaders.

References:

Kreitner, Robert, and Kinicki, Angelo (2016). Theories of Organizational Behavior. New York, NY: McGraw-Hill Education.