Decision-making : moving towards more collaborative management

Taking employees’ opinions into account in your company’s decision-making process can be a real asset in strengthening their engagement toward both their work and the organization. Indeed, it represents not only a sign of trust but also a feeling of being heard and considered, which has positive effects on employees’ well-being. Empowerment can support you in this approach.

Empowerment, what is it?

Empowerment is an Anglo-Saxon management practice that is becoming increasingly popular. It involves giving employees greater responsibility and influence in a company’s various decision-making processes. Empowerment therefore represents a genuine form of collaborative management.

The benefits of empowerment

First, adopting collaborative management strengthens the positive image of both the organization and, in particular, the manager. Second, empowerment also helps to value and involve employees, encouraging them to give their best, which in turn improves productivity and efficiency. Moreover, group cohesion and team spirit are also strengthened. Finally, the sense of belonging to the organization is significantly enhanced.

How can a more collaborative management style be implemented ?

To ensure the proper establishment of collaborative management, some tips may be useful :

• Define clear objectives : it is essential to clearly communicate the objectives to be achieved and to discuss the action plans that will enable them to be achieved.
• Moving from manager to leader : the idea is no longer to maintain a vertical hierarchy, but to adopt a more horizontal structure in which the manager acts as a guide and support for employees, ensuring continuous follow-up of projects.
• Proper use and management of NTICs : new information and communication technologies can enable more productive collaboration.
• Ensure proper transmission of information : establishing regular meetings where each team member can have the floor allows for a better flow of information.
• Investing in training : transitioning from a managerial role to a leadership role can sometimes be challenging, as it involves a partial loss of direct control. It is therefore valuable to train managers so they can better understand the characteristics and expectations of their new role.