How to establish management through trust in hybrid mode?

Since the health crisis, work models have been disrupted and collaborator/manager relationships have also had to evolve.

However, the management through trust seems to be the ideal solution for manage your teams remotely.

In fact, the trust Allows you to motivate, engage, innovate or even promote the well-being of employees.

Here are 4 best practices to apply to implement management through trust within your company!

What is management through trust?

As the name suggests, Management through trust implies mutual trust between a manager and his collaborators.

This is a principle that, with the democratization of teleworking, is more suitable than the traditional one. “management through control”.

Indeed, management through trust implies autonomy, decision-making, employee responsibility and manager support.

In addition, nearly 70% of 18-30-year-olds have the help and trust of their manager as a priority, according to the barometer of With Equal Competence.

4 tips for establishing management through trust within your company

#1: Trust through accountability

One of the major principles of management through trust is to enable employees to take responsibility, simply by trusting them.

Indeed, remotely, employees must be able to carry out tasks as well as in the office and to take initiatives.

Here are some ways to empower remote employees:

Define the optimal level of autonomy for each employee

For example, the manager and his collaborator will be able to define together the frequency, location and times of their points/calls, according to the tasks to be carried out.

Have confidence in your collaborator

We cannot repeat it enough in this article, remotely, the manager must have confidence in the work provided by his collaborator.

Letting go

The manager should let the employee work alone and outside the office, without overwhelming him with messages, calls or emails.

Encourage the collaborator

At the first signs of success or accomplishment of a mission, the manager will be able to support the employee and encourage him in carrying out his missions.

On the other hand, the manager should, for example, avoid setting unattainable goals for him, leaving him completely alone or even delegating and then taking over the work of his collaborator.

#2: Trust through goals

Previously, the manager occupied the role of controlling and verifying tasks. ‍ Indeed, in the office, the autonomy of employees is limited by the physical proximity with the manager.

However, in teleworking, the manager now manages interactions between team members remotely. It thus plays a role of facilitator and must have a full confidence in its collaborators.

Thus, trusting your collaborator implies that he hasAssign achievable goals both professional and personal.

First of all, the professional goals that the employee and his manager define together, make it possible to create a solid bond of trust between them.

On the other hand, the objectives should ideally be in line with personal goals. This may involve entrusting management tasks in order to develop an employee's desire to learn how to manage a team.

The company will thus be able to set up training courses or personal development courses in order to allow the employee to define his objectives and thus to evolve internally.

This is about create close relationships in order to know the professional as well as personal expectations of the employee.

The objectives, thus balanced, will make it possible to promote climate of trust established between them.

#3: Trust through recognition

According to The Odoxa barometer, only 11% of French employees feel they receive positive feedback and recognition.

However, Show your employees recognition is an essential lever for loyalty, motivation and the development of a relationship of trust.

To do this, nothing could be simpler: you have to say it regularly. For example, a manager can, when giving a mission to an employee, tell him: “I trust you” !

Subsequently, the manager must highlight the successes of each of his employees and thus show his recognition.

The recognition will be maximum for employees when the manager congratulates them in public, at an unexpected moment or even by involving the other members of the team.

In addition, showing him recognition in public will inspire other collaborators and increase a climate of trust within the team.

#4: Trust through exemplarity

Management through trust implies mutual trust employees and managers.

First of all, the manager's role is to give confidence to his employees, through his exemplarity and his behavior.

Indeed, it is by being an example himself in terms of the qualities he expects from his teams that his legitimacy and trust will be established.

It will then be about create a climate of safety within the team, by allowing its collaborators a period of adjustment, testing and errors.

Afterwards, each employee, more autonomous, authentic and confident, will in turn be able to trust their manager.

m-work and hybrid management

The solution M-Work makes it possible to promote work flexibility while maintaining a efficient organization and committed employees. Thanks to a simple and fun application, teams can easily organize themselves, and find the right people in the right place at the right time in a few clicks.

Are you interested in the subject? Try m-work now!