Management by trust, definition and implementation

Is trust the keystone of effective management? This is a question that many companies are asking themselves, especially in the context of the health crisis and remote management. A driving force for performance and well-being in the workplace, management by trust is becoming increasingly attractive. What is trust-based management? Why and how should it be implemented? Here are some explanations.  

The definition of management by trust

Management by trust is a managerial style that aims to create strong bonds of mutual trust between managers and employees. The manager must both gain the trust of teams and have confidence in them on a daily basis. This innovative managerial philosophy is in line with the times and responds to the desire of companies to move away from the pyramid model and to establish more transversal relationships. Indeed, management by trust implies deconstructing any hierarchy. Managerial competence is decentralised, and employees are involved in decision-making. They are responsible, autonomous and able to collaborate effectively. This style of leadership is therefore opposed to authoritarian management, guided by constraint. Management by trust also means developing individual self-confidence, a real booster for productivity and operational efficiency.  

Why should you implement management by trust?

Management by trust is based on the fact that an employee will be much more efficient, motivated and fulfilled if they feel confident and encouraged. This management method has multiple advantages, such as:

• Improving well-being at work and reducing stress and absenteeism.
• Boosting productivity and operational performance.
• Increasing motivation, commitment, a sense of pride and belonging, job satisfaction, etc.
• Strengthening team cohesion and mutual aid, and encouraging collective intelligence.
• Bringing out the talents and full potential of each individual.
• Developing creativity and innovation.
• Reducing conflicts and tensions.
• Creating a benevolent and stimulating work environment.

Management by trust can therefore greatly contribute to improving a company’s competitiveness, its agility, and the commitment and fulfilment of its teams.  

How can you implement management by trust?

Implementing trust-based management involves making several profound changes. The role of the manager is to succeed in:

• Gaining the trust of teams.
• Being credible and respected by subordinates, by inspiring confidence, above all.

To do this, they must demonstrate a certain number of managerial qualities, such as

• Benevolence
• Optimism
• Exemplarity
• Fairness
• Transparency
• Integrity

To create a relationship of trust, respect and closeness with employees, the manager must also show listening skills and empathy, and deliver benevolent feedback.  

Establish a climate of trust

Implementing such a management style also implies establishing a real climate of trust, in order to reinforce mutual confidence between peers. To achieve this, the manager can:

• Organise teambuilding activities to strengthen team cohesion.
• Convey the company's values to give meaning to the work and unite the teams around a common vision.
• Set realistic, clear and achievable objectives to generate a sense of success.
• Organise events (role-playing games, sports competitions, cultural activities, after-work sessions, etc.) and informal exchanges to strengthen human ties and foster trust and empathy
• Value, reward and congratulate employees.
• Take an interest in the personal life, individual aspirations and well-being of each individual.

 

Trust your teams

Another fundamental pillar in management by trust is the ability to have confidence in your teams. The manager must delegate, give responsibility, motivate teams, encourage autonomy and share decision-making power. They must listen to suggestions, encourage initiative, allow the right to make mistakes, etc.  In short, they play a managerial coaching role, rather than a hierarchical role. Indeed, to establish management by trust, it is essential to make room for horizontal and participative management. Abusive authority, permanent control and micro-management have no place and will only generate mistrust and suspicion. Be careful, however, not to have "blind trust"; you should still maintain control and use monitoring tools to establish leadership, but without excess. Implementing management by trust is an often time-consuming transformation, which develops gradually. For it to be effective and sustainable, it is important to integrate this management style into a company's values and culture, and to make it part of a continuous improvement process.