Top-Down vs. Bottom-Up Management: Meaning and Differences

By Indeed Editorial Team

Published 24 October 2022

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Managers require an effective leadership style to guide organisations, departments and employees as they pursue objectives. Bottom-up and top-down management are leadership approaches that can help a managing team or manager direct, oversee and control departments or employees. Comparing top-down vs. bottom-up management styles can help you understand their differences and choose a leadership approach that works with the organisation's goals and environment. In this article, we define bottom-up and top-down management, explain their differences, list their advantages and disadvantages and highlight their purposes.

Related: What Is the Importance of Leadership? (Plus Purpose)

What is top-down vs. bottom-up leadership?

If you're interested in different leadership approaches, such as top-down vs. bottom-up, here's information on the two to consider:


The top-down management approach, or autocratic leadership, is when a group of high-ranking individuals make decisions and tell people in lower positions to implement them. These executives or leaders can gather and analyse information before deciding the organisation's plans, strategies and targets. Many institutions and leaders practise autocratic leadership. For example, manufacturing, health care and retail leaders often use top-down management. Some institutions use a hybrid of top-down and bottom-up leadership styles.

Related: 10 Types of Leadership Styles


The bottom-up leadership approach, or the seed model, is when employees from different hierarchical levels make decisions about the steps, strategies and plans they can implement to achieve overall goals. The organisation enjoys the contributions and ideas of employees to establish the institution's goals. This leadership style is more flexible than top-down management. Industries where innovation and disruption are a priority often practise this leadership approach. Examples of bottom-up model management include:

  • Hybrid OKRs: Executives and managers set broader objectives, but teams and individuals set key results (KRs).

  • Scrum teams: Regular meetings involve employees from different cadres who discuss issues and develop plans for pursuing objectives.

  • Democratic management: Executives and managers engage team members and employees to establish the decisions individuals at different levels can make, enhancing collaboration and maintaining structure.

Related: OKR vs. KPI: Similarities, Differences and Examples

Differences between top-down and bottom-up leadership

The following are the differences between the two management approaches:


Executives initiate the planning and management processes in the top-down leadership style. Employees follow their guidance and implement their strategies to achieve organisational objectives. In the bottom-up model, employees and team members can review the details at lower levels and initiate plans to improve services and work processes. They can involve some managers in developing strategies and plans, but their input and insights inform the company's decisions and vision.


Executives, using the top-down leadership style, make decisions for the organisation. They overlook lower-level employees when considering alternatives and developing goals and strategies to guide other interested parties in the organisation. Employees and team members contribute ideas and effort to the decision-making process under the bottom-up leadership style. This involvement allows the organisation to enjoy their contribution and encourages participants to embrace the company's values and plans.

Related: What Is Resistance to Change? (With Tips to Overcome It)


Executives can schedule meetings to develop the company's strategies and objectives. For example, they can meet before starting a project to develop guidelines for team members or employees. They can also have a few more gatherings during implementation or execution to monitor progress and update their plans. In the bottom-up model, team members and employees can identify how to improve profitability or efficiency daily.


Autocratic leadership allows managers and executives to make high-cost or high-risk decisions to change the institution's direction. For example, they can budget the company's resources, choose expensive investments or organise departments to support their vision. The bottom-up model allows employees or team members to collaborate and implement low-cost or small, low-risk changes.


The top-down leadership approach develops the institution's larger goals. Employees and team members can subdivide the goals to implement them. For example, executives can determine the company's customer service direction, while employees outline the specific actions or steps to achieve it. The bottom-up leadership approach allows team members or employees to identify specific measures before combining goals to formulate an overall plan.


Autocratic leadership often involves fewer exchanges between executives or leaders and employees or team members. Leaders or executives can communicate their decisions to team members or employees for implementation. Employees handle daily operations, and they can only give feedback when necessary. In bottom-up management, many exchanges happen between leaders and employees or team members. They communicate when considering alternatives, making decisions and implementing plans or strategies.

Related: What Is Leadership Communication? (Definition and Examples)

Pros and cons of top-down leadership

Reviewing the advantages and disadvantages of autocratic leadership can show you whether this management approach suits your needs. The following are its pros and cons:

Pros of top-down leadership

The following are the advantages of top-down leadership:

  • Improves decision-making: Qualified leaders can determine the organisation's strategies, goals and plans. They can leverage their training, experience and knowledge to make decisions for the institution.

  • Enhances management: Managers and executives can leverage their leadership skills to provide guidance and strategies for the entire organisation. They can promote cooperation and harmonise departments, teams and employees to ensure they collaborate to support organisational objectives.

  • Introduces change quickly: Leaders can consider fewer views and make decisions faster. They communicate these decisions to team members or employees in various positions to implement them.

  • Improves organisation: Executives and managers prioritise tasks for employees and the company. They can overlook non-management and external views that hinder performance, plans and targets.

  • Reduces costs: Managers and executives make decisions and communicate them to employees for implementation. Employees can be more productive because they prioritise their daily tasks and use their labour hours well.

Cons of top-down management

The following are the disadvantages of the top-down style:

  • Limits creativity: Managers and executives only use their knowledge to make decisions. They miss the input of team members and employees who can provide creative solutions and ideas to help the organisation.

  • Reduces the sense of ownership: Managers and executives communicate their decisions to employees who implement them. Employees can consider the strategies, plans and ideas foreign because of their limited involvement during decision-making.

  • Slows the adjustment process: Executives and managers can take time to get information and make decisions. These processes can delay the organisation's capacity to address new challenges.

Pros and cons of bottom-up leadership

Reviewing the advantages and disadvantages of the bottom-up leadership style can show whether this management approach can help you. The following are its pros and cons:

Pros of bottom-up management

The following are the advantages of bottom-up leadership:

  • Enhances creativity: The organisation's leadership can enjoy creative ideas, strategies and steps because it involves many people in various positions. Employees, team members and leaders can leverage their varying experiences to develop creative solutions.

  • Improves communication: The bottom-up leadership style encourages people across positions to communicate. They can share ideas, plans and strategies through meetings and written messages to improve the organisation's performance and decision-making.

  • Increases collaboration: A bottom-up management style encourages employees and team members to share ideas, plans and strategies. The enhanced collaboration can improve the organisation's decision-making and yield better plans and strategies.

  • Elevates morale: A bottom-up leadership approach involves employees and team members. They can feel valued and included in decision-making, encouraging them to embrace the decisions or strategies and champion their implementation.

  • Increases trust: The bottom-up leadership approach allows employees or team members to contribute ideas or alternatives during decision-making. They can view the considerations and process, increasing their trust in the company's goals, strategies and plans.

Cons of bottom-up leadership

The following are the disadvantages of bottom-up management:

  • Impedes employees: Employees can prioritise the decision-making process over their work. They can also have distractions if they consider their contribution to the decision-making process when they work.

  • Causes conflict: Encouraging employees with diverse views to share them during the decision-making process can cause conflict. Contrary views can make employees disagree, especially when they lack conflict management skills.

  • Takes time: Considering the different ideas, plans and strategies of employees can take time. Interested parties can also spend a significant time communicating during the decision-making process.

  • Increases mistakes: As many people collaborate, they can use inaccurate data and make mistakes. Individuals may also lack the experience to make decisions without clear guidance from managers and executives, increasing their likelihood of making mistakes.

Related: Pros and Cons of 10 Common Management Styles (With Examples)

Purposes of bottom-up and top-down management approaches

Various industries can use either approach to meet their needs and goals. The following are the applications of the leadership styles:

  • Finance: The finance industry often practises the top-down approach because macroeconomic considerations drive prices and the market, influencing business decisions. Some banking deals use the bottom-up approach as microeconomic factors affect the company's performance in its larger industry.

  • Public health: Governments practise the top-down approach when solving worldwide health issues. They can utilise the bottom-up approach when addressing local health challenges.

  • Technology: The technology industry prefers the bottom-up approach because it maximises employees' expertise and creativity. This management style can also promote innovation.

  • Business: Businesses using autocratic leadership allow professionals with adequate experience and training to make decisions. Some enterprises use the bottom-up style to encourage employees to contribute and own the company's decisions and plans.

Explore more articles