Does management still have its virtues?

Many of the managers with whom we met recently discuss economic uncertainties such as shortages, the announced arrival of new distribution models and the ever-postponed deadline for returning to a rising market, which would lead some of their employees to question many everyday things. These include involvement in work, dedication to the company, recognition of the fairness of remuneration systems and, especially, the authority of the manager himself. These executives then describe their efforts to perpetuate procedures or motivate performance as futile. From a rather pessimistic point of view, they denounce the fact of being singled out in every reframing attempt and explain in part the phenomenon by news that would mediate too much in the position of defiance of the authorities and calls for disobedience. . They often describe a more or less deleterious atmosphere. His decisions would be immediately scrutinized and immediately criticized as if his collaborators had entered politics and sought to democratically debate in excess the directives that had just been set. They still tell us that they are criticized quite systematically for their decision-making, but also that they are criticized for their lack of resources or organization in the face of changing regulations. Anything that goes wrong will inevitably be blamed on them, as they are supposed to be the holders of the information and tools that should provide solutions.

In response, maintaining authority is often cited as the healthiest attitude to maintain. For most, a manager’s quick decision-making ability is by far an important skill that determines his or her effectiveness. Decide, guide and help employees to see more clearly, to get out of the blur. Firmness would bring better, despite everything, performance in an uncertain period avoiding generating too much stress. From the opinions collected, it can be deduced that if, in the professional field, benevolence and support have given way to greater autonomy that allows the adaptation of work, especially at a distance, the doubt generated casts doubt on the meaning and usefulness of the established procedures. . Autonomy is not independence and, in fact, a more directive mode of management would no longer be contraindicated. A managerial management based on strict training in methods and the firm establishment of clear and precise objectives would facilitate the establishment of a solid framework to guide employees more effectively in their missions. The managers who seem most successful are convinced that the evolution of car distribution and the changes that lie ahead will force us to change our business as usual. Without a doubt, a directive management would better help the employees to identify their missions and the corresponding organization, to guide them in carrying out both historical and new tasks.

Managers who have adopted this way of operating tell us that changing management implies more transparency and communication, so that everyone can understand decision-making as soon as possible. This requires factual and rational explanations of the necessity of the choices made, especially if the decisions made are not pleasant to listen to. They also tell us not to miss the opportunity to remember that the role of the manager today, more than ever, is to make decisions for the sustainability of the structure and the maintenance of jobs, that the role of the manager is to put them into practice. enforce them and that occupy a prominent place among the duties of the employees in exchange for their remuneration, observe the directives, apply the methods and respect the rules of the organization, show their trust in the manager. According to them, it would continue to be this trust in the leader that would limit the questioning of his own authority. Authority resulting in obedience.

The coming months will make it possible to measure the impact of executive management on the performance and rebound capacity of companies, between those who claim it and others.