Employees are looking to give meaning to their work and gain in responsibility. In this context, participative management is gaining momentum. This approach consists of involving employees in decision-making and in resolving irritants. It values the active participation and collaboration of all members of the organization.
As this article explains, participative management involves developing long-term relationships between managers and employees. The principle? All the people concerned by a given problem start to dialogue together. The goal is to rely on collective intelligence to improve individual productivity and overall performance. Employees thus participate in the life of the company on a win-win basis.
Participative management is therefore an exercise incollective intelligence. Indeed, it is closely linked to the sharing of expertise and experience, to feedback from the field, to the emergence of ideas, best practices and innovative projects.
Thus, "participative" managers foster a work environment that encourages creativity and innovation. While ensuring that everyone's ideas are heard. They encourage employee participation to boost collaboration and collective decision-making. Everyone's contribution is essential to achieve the company's goals. The results are then more effective and sustainable.
What are the challenges of participative management?
First of all, participative management is based on communication and trust between management and employees. This relationship must be mutual for it to work effectively.
Thus, the challenge is to leave no one on the side of the road. All employees must be mobilized around common projects, objectives and values. Everyone must feel that they are part of a whole and that their opinions and proposals count. And this, as much as those of the other employees of the company.
Participative management also advocates the idea that it is the people on the ground who are best placed to resolve irritants. In other words, as we often say at Beeshake, "it is the one who does, who knows". Employees must exchange, share and understand each other in order to reach a satisfactory solution to problems .
The role of the manager is of course essential. It is up to him to allow more freedom and latitude in the execution of tasks. This allows everyone to grow and develop their individual skills as well as their team spirit(soft skills).
This method leaves a great deal of autonomy to the employees. It is therefore relevant to set up indicators and verification measures. These indicators can of course be co-constructed with the employees.
What are the success factors?
Participative management shakes up work methods. And for everyone to be able to adopt it, it is important to know some success factors.
1- Develop a corporate culture open to participation
Participative management concerns all the company's stakeholders and must be understood by all. This culture of collaborative innovation must be shared by all. Indeed, the company must be an environment of trust, conducive to collaboration and the proposal of ideas.
2- Define the objectives of participative management
What is the direction in which the company is heading? What is the role of each employee? Expectations must be clarified in order toencourage healthy collaboration, team building and a participative corporate culture.
3- Involve employees in decision making
Employees must have the opportunity to participate in strategic decision-making. This can be done through surveys, hackathons or calls for ideas, for example. Moments of exchange and sharing are essential. Indeed, these are the moments that will stimulate the emergence of ideas and solutions to respond to irritants.
4- Communicate regularly
In order to encourage ideas and feedback, participative management requires regular communication. For example, communication about the results of an action, or the next actions to come. It is this regularity that keeps employees engaged and involved.
5- Measuring results
It is important to measure the impact of participative management and collective momentum in order to make improvements. Employees can also be involved in measuring success. Indeed, it is very important for them to know the impact of their participation.
What are the benefits of participative management?
This method is bound to benefit the company and its employees, who will reap many advantages.
First of all, participative management considerably improves well-being at work. Indeed, this practice allows better communication, more transparency and better motivation of the teams. Because the atmosphere is positive and motivating, around a manager-leader!
Secondly, participative management helps to reduce turnover. Indeed, we often notice a correlation between a high turnover and managerial practices considered bad. Thus, with a more participative management, the employee is revalued by his involvement. Their mission within the organization becomes more meaningful. And finally, they gain autonomy, flexibility and self-confidence. In short, these are all factors that help reduce turnover.
Participative management is also linked to an increase in productivity. In fact, thanks to a more efficient collaboration, it allows the company to reach its objectives more easily. Teams work in co-construction and are more productive, often in an inspiring atmosphere. Collective responsibility is encouraged by giving everyone the opportunity to learn from failures and find ways to improve as a team.
Finally, since all employees are on an equal footing, participative management boosts confidence and stimulates creativity. By valuing the experiences of each individual, it allows new leaders to be identified and employees to evolve. The company thus relies more on its internal strengths by encouraging evolution based on shared values.
Beeshake accompanies you in the development of your participative management by placing your employees as the first actors in the proposal of ideas and innovative solutions!
