Why does the employee agree to be managed? Because labor law speaks of a “link of subordination”. Receive instructions, a mission letter and apply it, in exchange for a salary… We always “report” to the one who is above, and who checks, acquiesces, judges. By placing its camera at the top of the pyramid, it does not stop at CEOs: some very senior managers are also accountable to their boards of directors or investment funds. However, what employee has never said to themselves, after an endless end-of-day meeting, that they would prefer to be their own boss?
For those who remain in the company and have difficulty with the accumulation of processes and controls, this idea can progress. But it is the manager who finds himself on the front line, required to respect deadlines, a mission, a team with characters who sometimes prove to be completely free from the constraints inherent to the work. Be careful: the terrain is slippery. At a time when psychological distress now affects 48% of employees, including 17% at a very high level (Empreinte Humaine/Opinionway, November 2023) and 53% of French people say they are disengaged at work (53%, Qualisocial/Ipsos, January 2024), the manager must commit to reflection to avoid contamination of “non-managers”.
So who are those who challenge the established order? There are certainly the “old hands”, who know everything about the company. Each new manager is scrutinized. True memories of the company, especially in smaller ones, the managers have a special bond with them. Instead of attempting a standoff, we must highlight their expertise, recognize their background, their knowledge, offer to guide the new ones and, why not, consult them, integrate them into decision-making.
Generally speaking, if you find yourself faced with a subordinate who seeks to abstract himself from the managerial relationship, ask him about his needs, his expectations and check the symbiosis of the employee with his ecosystem: in fact, 83% of employees think that It’s important to work for a company that shares their values (ING/OpinionWay, 2021). It is also necessary to identify if the person does not want to be managed systematically or if it is with this manager in particular that this poses a problem. This introspection is not a bad advisor: “The first role of the manager is to understand himself. It is on this condition that he will be able to reduce the interference that he himself generates. The second role of the manager is to understand the others It is in this way that he will be able to release their potential”, underlines Stéphane Moriou in his work. Feedback: the power of conversations (Dunod, 2023).
These actions to be implemented
Finally, there is a rule that the manager must keep in mind: “what is not important for someone can be crucial for someone else”, indicates Laure Brignone who has the double vision of economist and psychologist. Forgetting to thank an employee who worked hard on a file can be devastating for future relationships. Discussing during feedback allows you to resolve any sticking points.
To bring the restive into a framework, there are several avenues: knowing what motivates them, how to get them to move forward. In addition, 22% of workers cite autonomy in their work as a reason for satisfaction (Ifop, March 2022), a figure which rises to 63% for executives in their choice to leave or stay in a company (Apec, January 2024). The manager must therefore think about what he can put in place to empower people and make regular updates. Tailor-made and skillful. If this is not possible, explain why to the employee. Does this one feel excluded? It is the question of motivation and usefulness in the company that then arises.
Several remedies are possible: organize visits to factories, design offices or see the usefulness of the finished product. Combine it when you can. It also means raising customer satisfaction and congratulating the employee, to anchor them in their company, so that they find their place there. The first request (42%) from employees is that their manager shows them recognition (Apec, “Managerial Practices 2022”).
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