Participative Management: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.
Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions.
Participative Management: Set Goals for your Employees. Here are some examples:
- Set goals that are challenging the employees and provide the required support as well
- Create a culture of praising and appreciating them each time they do their level best
- Work through conflicts to ensure a productive resolution that is not favoring any side is reached
- Use delegation to plan for the projects and tasks workable methods
- Present topics for discussion that help employees develop their presentation skills
- Remain consistent in the interpretation and application of the company policy
- Ask others to give their honest feedback concerning how management is carried out
- Present new roles to employees and allow them to study them before they are allocated
- Recognize individual needs and skills when delegating tasks to the workers
- Capitalize on moments that opportunities to build trust present themselves
Participative Management: Improve and master this core skill with these ideas
- The learning attitude. Everyone should carry a learning attitude because we don't know it all. There is still so much we all ought to learn no matter your level of education. The learning attitude can be influenced by acknowledging and respecting the opinions of others. To be able to do this effectively, it requires recognizing local expertise and the knowledge shared in the teams. The roles of the facilitator are to enhance the involvement of all the interested parties in each process including carrying out analyses, evaluations of problems, creating opportunities and the taking of informed, timely decisions. The learning attitude should also be cultivated by using training sessions, workshops, innovations, creative thinking and any platform that seeks to educate the employees and management.
- Interactive process. Develop an interactive process in the office to brood a culture of team members who are willing to share with one another. Participation in the interactive process is developed over a significant period. It cannot be developed or implemented overnight because of different personalities in the workplace. Therefore, create a culture of participation right from the onset of the company to allow the employees to grow with it and interact with each other every day. Such a culture will grow to become an innate quality to many employees who stick around long enough and practice it without pressure. Disagreements should be handled carefully to ensure this process is not tampered with or employees shattered,
- Keep a positive working style. A positive working attitude attracts others to you and encourages an openness that leads to active listening to critical viewpoints and sharing of opinions without reacting in a way that offsets a poor working condition. This attitude also carried an open mind that can think creatively of solutions to emerging problems quickly.
- Transparency. Transparency is a must in any team or working place because too much is at stake that cannot be hidden. An atmosphere of mutual interest is the basis for compromise; therefore, transparency and constructive cooperation should be emphasized and practiced by all parties as a primary requirement. Transparency brings into the light the hidden agendas and suspicion among the team members exposed to facts.
- Flexibility. Be open to other people's ideas and opinions. This is a challenging aspect to human kind in the aspect of participatory processes. Everyone's perspectives and views are right according to their thinking but when put under scrutiny only a few measure up. Accept this reality and be willing to accommodate the other people's views even if they are not as sensitive as you would love them to be. Do not give a negative response to those whose contribution does not sound as sophisticated as others.