Trust: the key to better performance
Are you a group or advertising manager, responsible for the smooth running of a project? Permanent control of your teams is not synonymous with efficiency – quite the contrary. Companies that provide their employees with a calm relational environment conducive to initiative are also the most successful.
Give them all the cards.
Whatever your level of expertise, communication and collaboration are essential to the success of your project. Establishing a climate of trust within your team will enable you to reveal the potential of all your collaborators. Give your teams a global vision of the project, don’t filter information. This will enable them to take the initiative and meet your expectations as closely as possible.
Eliminate unnecessary, time-wasting meetings.
The majority of employees sincerely believe that most meetings are too long, don’t require everyone to be present and even prevent them from doing their real work. Set an end time in advance so that the meeting doesn’t drag on unnecessarily. Ask your teams to prepare a 1-minute progress report, and above all, don’t leave the room until the next steps are clearly defined.
Allow teleworking.
The greatest symbol of management’s fear of losing authority, telecommuting nevertheless offers significant productivity gains. What’s more, it boosts employee motivation, reduces absenteeism and lowers staff turnover.
With all these benefits identified for the company, the only obstacle to the development of telecommuting remains that 45%¹ of managers are unfavorable to this new mode of operation, citing difficulties in managing and organizing employees, or even a loss of responsibility. A problem of trust.
Send fewer emails.
A McKinsey study has shown that 14% of an average working week is spent on internal communications. And yet, 96% of employees believe that in most cases, these emails waste their time. Letting your employees concentrate on their work should be a top priority, especially when it takes several minutes to refocus on a task after this kind of interruption. So, before sending an e-mail, ask yourself seriously if it’s really necessary.
Never say “6pm? Did you take the afternoon off?
Productivity is not measured by the number of hours spent in the office. Pushing your teams to show up is the best way to demotivate them and stretch tasks over time. Why get the job done in 5 hours if you have to spend 8 hours in the office anyway? If the job is done – and done well – let them go. This trust-based strategy will encourage them to optimize their own efficiency.
The independence you give your teams, and the trust you place in them, will have a clear impact on their performance. Why not just give it a try? Gradually give them more freedom, evaluate the results, and adjust accordingly. If the approach proves productive, renew your trust in them with other responsibilities. And if not, there’s nothing to stop you going backwards.