Management is a crucial function in any organisation. It involves planning, organising, directing and controlling resources to achieve objectives. Effective management makes it possible to optimise resources, motivate employees, adapt to change, improve communication, develop skills and create added value for the company. For any organisation seeking to thrive in a dynamic and competitive environment, good internal management is essential. For certain specific projects, it is also possible to choose to be accompanied by management consulting experts.
SUMMARY
5. What type of management should you choose for your company ?
6. 10 tips to manage your teleworking team
There are different types of management within companies and within teams. From the most directive to the most participative, each has its advantages and disadvantages. Studies tend to show that the most horizontal management styles are the most effective at work.
Directive or authoritarian management is a style in which the manager makes all the decisions and strictly controls the actions of his subordinates. Directives are clear and precise, and communication is essentially top-down.
• Quick, clear decisions: rapid, consistent decision-making, useful in emergency or crisis situations.
• Clear instructions : Precise and detailed instructions, eliminating ambiguity, beneficial for new recruits and less experienced employees.
• Control and monitoring: Rigorous monitoring of processes and performance, ensuring compliance with company standards and objectives.
• Employee demotivation: Feeling of undervaluation and low commitment due to lack of involvement in decision-making.
• Lack of creativity and innovation: Limited initiative and autonomy, stifling new ideas and process improvements.
• Increased stress and pressure: Stressful work environment with constant supervision and high expectations without adequate support.
Ideal in times of crisis or for routine tasks requiring strict supervision.
Directive management centralises decisions and tightly controls employees' actions, enabling quick and clear decisions. It is effective in structured environments, reducing internal conflict through rigorous control. Recommended for crises, regulated environments, inexperienced teams and routine tasks, it must be used judiciously to maximise effectiveness and minimise inconvenience.
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Persuasive management uses the manager's charisma and communication skills to convince and motivate employees. Unlike the directive style, it involves active listening and explaining decisions, seeking to obtain the support and commitment of employees rather than imposing strict directives.
In this management style, the manager retains final decision-making power, but values feedback and suggestions from his team. They strive to create an atmosphere of trust and motivation by explaining the reasons behind decisions and showing how they benefit the team as a whole and the organisation.
• Increased motivation: Employees feel valued.
• Team cohesion: Atmosphere of trust.
• Enhanced creativity: Encouragement of new ideas.
• Waste of time: Incessant exchanges delay decisions.
• Difficulty maintaining authority: perception of indecision on the part of the manager.
• Ineffectiveness in a crisis: need for consultation.
To strengthen the corporate culture, manage innovative projects and facilitate transitions.
Persuasive management combines leadership and collaboration. It strengthens team cohesion and motivation and encourages creativity and innovation. It is recommended for innovative projects, transition phases, skills development and promoting corporate culture.
Participative management encourages collaboration and the active participation of employees in decision-making. The manager acts as a facilitator, listening to suggestions and seeking consensus. The aim is to value the contributions of each team member, harness collective intelligence and create an inclusive and motivating working environment.
• Motivation and commitment: A stronger sense of belonging.
• Increased creativity: An environment conducive to new ideas.
• Quality decision-making: Diversified perspectives.
• Decision-making time: lengthy consultations.
• Risk of conflict: Differences of opinion.
• Paralysis by analysis: Too many ideas slowing down action.
To encourage innovation, develop employee skills and manage organisational change.
Participative management stimulates motivation, commitment, creativity and team cohesion. It presents challenges such as slower decision-making and conflict, but is ideal for corporate culture and innovative projects. It improves processes and strengthens commitment. Properly adopted, it creates a collaborative and positive environment, essential for long-term growth.
Delegative management entrusts a large proportion of decisions and responsibilities to employees. In this model, the manager delegates tasks and the powers needed to accomplish them, giving employees a great deal of autonomy to carry out their tasks. The manager offers support and resources, creating an environment conducive to individual initiative.
• Increased motivation and commitment: Autonomy reinforces belonging and motivation.
• Developing skills and leadership: Encouraging expertise and identifying future leaders.
• Promoting creativity and innovation: Freedom of decision encouraging innovation.
• Improved responsiveness and flexibility: rapid decision-making without waiting for approval.
• Lack of direction: Risk of ambiguity and errors without sufficient guidance.
• Employee burnout: Risk of stress and burnout with too much responsibility.
• Loss of control for the manager: Difficulty in monitoring progress and detecting problems.
To encourage innovation, develop individual skills and optimise operational efficiency.
Delegative management offers significant benefits, such as increased motivation, skills and leadership development and an overall improvement in job satisfaction. It also fosters responsiveness, flexibility and a positive corporate culture, adapted to flexible working environments and innovation.
Strictly speaking, there is no one right or best management style... Every manager needs to adapt his management style to the personality and profile of each member of staff, as well as to the context...
Before choosing a management style, it's crucial to understand the unique characteristics of your business, such as..:
• Company size: Smaller companies may benefit from more flexible management styles such as participative or delegative, while larger companies may require more structured styles such as directive.
• Company culture: If your company values innovation and creativity, participative or delegative management may be more appropriate. On the other hand, a culture focused on efficiency and compliance might prefer a directive or persuasive style.
• Sector: Some sectors, such as healthcare or finance, require stricter, regulated management styles, while creative or technological industries may benefit from more flexible styles.
Skill level: For teams made up of experienced and skilled employees, a delegative management style can be effective, as it values autonomy and taking responsibility.
Experience level: Teams with less experienced members may need a more directive management style to provide clear direction and close supervision.
Short-term objectives: If the company needs to achieve specific short-term objectives, a directive or persuasive style may be more appropriate to ensure rapid and precise execution.
Long-term objectives: For long-term objectives involving innovation and growth, a participative or delegative management style may be more beneficial.
Stable environment: In stable working environments, delegative management can encourage growth and innovation.
Turbulent environment: In times of crisis or rapid change, a directive style may be needed to maintain order and discipline.
The choice of management style depends on many factors, including the characteristics of your business, the skills and experience of your employees, your objectives and challenges, and the context and working environment. By carefully assessing these elements, you can choose the most appropriate management style to maximise effectiveness, commitment and satisfaction within your organisation. It is also important to remain flexible and to be able to adapt your management style according to the profiles of your employees and the company's changing needs and developments.
According to an IFOP study in 2023, 69% of managers and directors believe that teleworking will be more common in 2030 than it is today. That's why it's vital for managers to adopt good teleworking management practices.
Here are a few tips for managing a teleworking team, depending on the type of management chosen by the company:
1. Establish clear guidelines: precise instructions for each task.
2. Set strict deadlines: Clear deadlines for each project.
3. Use tracking tools: Project management software such as Trello or Asana.
4. Maintain regular checks: Frequent meetings to check progress.
5. Communicate objectives: Clear objectives and their importance.
6. Encourage questions and initiative: Openness to employee concerns.
7. Motivate through recognition: Celebrate employee successes.
8. Use communication and collaboration tools: Platforms such as Slack or Teams.
9. Establish a relationship of trust and offer autonomy: Concern for employees' well-being.
10. Give regular, constructive feedback: Constructive feedback and advice on how to improve.
Managing a teleworking team requires adjustments depending on the management style adopted by the company. By following these tips adapted to each type of management, you can maintain effective communication, boost employee motivation and ensure high productivity, even at a distance. Technological tools and a flexible, empathetic approach will play a crucial role in the success of teleworking management.
Management is a fundamental pillar of any organisation, encompassing the planning, organising, directing and controlling of resources to achieve set objectives. Effective management helps to optimise resources, motivate employees and create added value for the company. In a dynamic and competitive environment, choosing the right management style is crucial. From directive to participative management, each style has its advantages and disadvantages, and effectiveness often depends on the context and culture of the company.
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