In an ever-changing professional world, where companies compete to attract and retain the best talent, the role of the manager is more crucial than ever. Once associated with rigid authority and top-down management methods, management has evolved to adapt to a context where individuals seek a balance between personal fulfillment and professional success. It is in this context that the concept of benevolent management is emerging as an innovative response to contemporary leadership challenges. In this article, we will explore in depth the principles and practices of benevolent management, as well as its implications for individuals, teams and organizations as a whole. 

Understanding Benevolent Management 

Preconceived ideas and clichés 

There are many preconceived ideas and clichés surrounding benevolent management, which are often perceived as obstacles to its adoption. Some may see this approach as a form of weakness, where the manager is perceived as being too flexible or incapable of making firm decisions. Others may think that benevolent management is synonymous with complacency, where performance is neglected in favor of employee well-being. There is also often confusion between benevolent management and lack of professionalism, where an emphasis on human relations is interpreted as a loss of seriousness in a professional environment. These preconceived ideas can dissuade some managers from adopting this approach, even though it offers numerous advantages in terms of commitment, productivity and job satisfaction. Particularly when you really know what you're talking about when you hear the term benevolent management. 

Vision of success 

A caring manager knows how to create a work environment where every team member feels valued, supported and encouraged to give their best. Unlike an authoritarian or purely results-oriented approach, he or she recognizes that employee well-being and the quality of interpersonal relationships are key success factors. 

This management style has many advantages, both for individuals and for the organization as a whole. By fostering a climate of trust, collaboration and mutual respect, it contributes to :

• Improve employee well-being by reducing stress and promoting work-life balance.
• Increase employee motivation and commitment, leading to greater productivity and performance.
• Foster innovation and creativity by encouraging initiative and active contribution from everyone.
• Strengthen talent retention by creating an environment where individuals feel valued and supported in their professional development.

The best recipe for a high-performance, committed team. 

The key skills of a benevolent manager 

Beyond any one particular skill, benevolent management requires a fairly comprehensive skill set to combine performance and collective well-being. 

Know how to listen and let opinions be heard 

To foster an environment where everyone can flourish, you need to create an atmosphere where everyone feels free to put forward their ideas, share their doubts and take the initiative. To achieve this, encourage a spirit of continuous improvement, whether you're developing new products, improving existing ones or carrying out internal projects. By allowing free expression and encouraging people to speak up, you build trust within the team and enable everyone to dare to express their opinions and name problems. 

Practice active listening and ask the right questions to establish constructive dialogues. In addition, allow opinions to be expressed freely, and accept disagreements as opportunities for learning and collective growth.

To find out more about this collaborative leadership style and how to develop your skills in it, discover the Numa resource kit dedicated to the Developer Manager. 

Knowing how to motivate and encourage

To maintain constant motivation within your team, you need to know how to motivate and remobilize your employees on an ongoing basis. It's up to you to : 

• Define simple habits that you can adopt on a daily basis, in all your interactions, especially at a distance. What's more, it's vital that you react effectively in more difficult situations, whether it's when one person or your whole team is demotivated. This approach is beneficial not only for boosting performance, commitment and happiness at work, but also for developing genuine leadership. 
• Excel in motivation by establishing the right automatisms such as active listening, even in difficult situations, and by taking an interest in your employees' individual motivations, encouraging them through constructive feedback and sincere recognition. 
• Communicate effectively on a day-to-day basis by providing meaning and vision, setting clear objectives and preparing relevant messages for meetings, while remaining transparent when faced with difficulties. 
• Know how to remobilize a team, distinguishing between a slump and the end of a cycle, and effectively manage a demotivated employee or team.

Delegate and trust 

Rather than controlling every aspect of their employees' work, caring managers give them a certain amount of autonomy. They trust them to make decisions and carry out their tasks responsibly, which fosters a sense of responsibility and commitment.

To achieve this, start by establishing clear frameworks and delegations. Make sure your employees fully understand what is expected of them, and that they have the resources they need to accomplish their tasks. When the unexpected happens, use the right postures to deal with problems. Stay calm and focused, analyze the situation and propose appropriate solutions.

And of course, don't hesitate to frame and delegate tasks to people you don't directly manage. Establish clear communication and make sure that objectives and expectations are understood by all team members.

By following these tips, you'll foster a working environment where everyone feels responsible and committed, which will contribute to the success of your projects.

How to become a benevolent manager?

To become a benevolent manager, there are two essential points to consider:

Practicing kindness in everyday life

Knowing how to manage effectively in order to develop high-performance, committed teams is not something you can improvise, and requires a wide range of skills. The best way to develop these skills is through practice, on a daily basis. 

Examples of initiatives and rituals: 

• Take the time to celebrate victories to motivate your team 
• Organize regular training and mentoring sessions to continuously develop employees
• Individual and group praise, orally or by message 
  

We mustn't forget that benevolence also means open, respectful communication, taking emotions into account and maintaining a balance between demanding and supportive.

Training to develop the right skills: 

Becoming a benevolent manager often requires continuous learning and development of interpersonal and emotional skills. In particular, we recommend training in : 

• Impactful communication
• Managing emotions and conflicts 
• Collaborative leadership
• Delegation and performance 
• Team motivation 

These techniques are essential pillars in reinforcing the ability to exercise benevolent management. Values such as empathy, respect and recognition play a central role in this approach. By taking on the role of coach, the manager becomes a guide for his employees, helping them to reach their full potential. Participating in professional training courses provides the skills needed to put these principles into practice, whether face-to-face or remotely. However, the real challenge lies in putting these skills into practice on a day-to-day basis, in real and sometimes complex situations.