Delegative management in business: Why adopt it?
Publié le 04 Aug 2023

Delegative management in business: Why adopt it?

Is it possible to lead a team by giving it greater autonomy? How can managers empower their employees without losing control? These questions are at the heart of delegative management, a situational and so-called “win-win” managerial style, such as directive , persuasive and participative management. But concretely what is delegative management? How does it work and what are the benefits? In this article, we give you some keys to apprehend and understand delegative management , a management approach based on trust and autonomy.

The 5 key principles of delegating management

The 5 key principles of delegative management | Reactive Executive

This management is a style of management which consists, for the manager, in delegating part of his responsibilities to his collaborators . This approach aims to encourage employees to make decisions independently and become more engaged in their work, which can significantly increase their motivation.

This type of management is based on five fundamental and essential principles to empower employees, give them greater autonomy and help them achieve their objectives while contributing to the company’s results:

1) Accountability

This approach allows employees to feel valued and to have greater autonomy in their work, which encourages the emergence of new ideas and the taking of initiatives. To put this principle into practice, managers must give clear objectives to their employees.

2) Trust

This principle is based on a relationship of mutual trust between employees and their managers. Employees need to feel that their manager trusts them to make decisions and work effectively without any pressure. Managers must therefore be available to listen to and support their employees while leaving them the latitude to accomplish their tasks. They must also encourage measured risk-taking and accept that failures can happen, to foster learning and innovation.

3) Communication

Regular communication between managers and employees is essential to ensure that everyone’s roles and responsibilities are well understood. Communication should be two-way, employees can ask questions or give feedback to express their ideas and concerns. This approach helps to strengthen collaboration and team cohesion.

4) Accompaniment

Managers must provide employees with the means and resources they need to do their jobs. This may include appropriate training, adequate technological tools or additional information. Managers must also provide regular constructive feedback to help their employees progress and develop their skills. With a coaching rather than controlling approach, managers can encourage employees to feel empowered, creative, and responsible.

5) Evaluation

Evaluation is a key tool for measuring individual and collective performance, and for ensuring effective management of the company’s human resources. Indeed, managers must ensure that the objectives are achieved and that each employee is on the right track. This involves taking into account the results obtained, the skills acquired and areas for improvement.

6 Benefits of delegating management for the company

6 Benefits of delegating management for the company | Reactive Executive

Many advantages are associated with delegative management. These advantages impact both the company and the various actors involved.

1) Improved productivity and quality

Each employee has their own approach to carrying out their missions. Although the manager transmits directives upstream, delegative management enhances the skills of employees, leaving them more freedom and autonomy. This delegation encourages employees to find the most appropriate and effective solutions to the problems encountered, which stimulates their creativity. Overall, this process improves everyone’s productivity.

2) Strengthening team cohesion

Delegative management often involves greater collaboration between team members. Employees are encouraged to work together and share ideas to achieve goals. This helps to strengthen team cohesion and create a more harmonious work environment.

3) Development of employee skills

By encouraging employees to take responsibility and engage, the delegating manager plays a crucial role in the development of employee skills. They can acquire new skills and experience by working on various projects and managing more or less complex tasks. This development can be beneficial for the company in the long term, as it can make employees more versatile and competent.

4) Valuation and loyalty of employees

Delegative management is also a way of helping everyone to feel considered within the company. This sense of belonging further encourages long-term involvement. This therefore contributes to the retention of employees and helps to reduce the rate of employee turnover .

5) Decreased feelings of anxiety

Present only punctually to control the results, the manager leaves space for his collaborators to carry out their tasks without too much pressure. As a result, employees feel less stressed in their daily work.

6) Save time for the manager

The delegation of certain tasks allows the manager to lighten his workload and thus devote more time to strategic and productive tasks.

The 4 mistakes to avoid in the implementation of delegating management

6 mistakes to avoid in delegating management | Reactive Executive

Delegative management can be a very effective approach to improving productivity and employee satisfaction within a company, but its implementation must be carried out with care and reflection. Indeed, some errors can quickly compromise its effectiveness:

  1. Failure to respect the hierarchy : one of the common pitfalls to avoid in the implementation of delegating management is failure to respect the hierarchy. Indeed, the absence of authority can lead to a loss of respect on the part of employees towards the manager.
  2. Imbalance between delegation and decision-making : too much responsibility can cause a lack of control and supervision over work. Conversely, not delegating enough can lead to feelings of frustration and underutilization of skills.
  3. Lack of communication or inadequate communication : Inadequate communication can lead to misunderstandings and confusion about roles and responsibilities.
  4. Non-compliance with objectives and deadlines : managers must ensure that objectives are realistic and achievable, because if these objectives are not achieved, employees may experience a drop in motivation and satisfaction.

In summary, delegating management is a management method based on trust and individual accountability, which can bring significant benefits to a company, but which also requires careful and thoughtful implementation. With good communication, rigorous organization, effective collaboration and a clear strategic vision, delegative management can help companies achieve their goals and thrive in a positive and productive work environment.

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