Business organizational models have evolved throughout modern history. The Taylorist organization, developed in the mid-19th century, is based on management described as scientific,” focused on intensive and standardized production in a relatively stable economic climate. Lean management, for its part, emerged in the 1970s in Toyota factories. Managers here relied on the just-in-time principle, which can be summarized as follows: no defects (quality first), no waste, on-time delivery, and customer satisfaction.
Understanding collaborative management
Collaborative management definition
Collaborative management refers to a type of managerial practice. Its fundamental characteristic: the elimination of barriers between managers, executives, and employees to enable them to work together effectively . This management model is therefore positioned as the opposite of more traditional top-down and directive management.
Participative management is sometimes referred to as collaborative management. However, there is a (subtle) difference between collaborative and participatory management. It lies in the decision-making process. Collaborative management relies on the active participation of employees in decisions, whereas in participatory management, the final decision rests with the manager, who takes diverse opinions into account and then makes a decision.
Collaborative management and cooperative management
In cooperative management, work is segmented. Based on an overall mission or project, each team member is assigned a specific task; their responsibility remains “limited” to the accomplishment of that task. Sharing and collaboration are de-emphasized.
Conflict Resolution in Collaborative Management
The human dimension of the company relies largely on managers, who are at the center of interpersonal relationships. On the one hand, as frontline managers, they interact with their employees daily. As such, their choices and management methods directly impact the work environment and mindset of their teams. On the other hand, managers are employees themselves, and the quality of their relationship with their superiors has direct repercussions on their teams. In short, managers are in a position conducive to the emergence of relational difficulties, even conflicts.
However, a conflict between manager and employee is rarer in collaborative management. Indeed, daily collaboration encourages open-mindedness, the acceptance of objections and criticism, the sharing of possible blockages, and the ability to find solutions collegially.
The 4 pillars of collaborative management
Trust
Collaborative management necessarily implies mutual trust. In a horizontal work model, where everyone’s voice is listened to and taken into account, it is much easier and more natural to build bonds of trust, both between employees and between employee and manager. This is reinforced by the feeling of contributing to a common mission, but also by relationships that tend to be more authentic because they are frank and open between team members.
Flexibility
Another pillar of collaborative management iis sflexibilityy. Employees enjoy great freedom in their work organization. Empowered in their missions, they choose for themselves the best way to achieve their objectives. Flexibility also refers to the possibility of experimenting and exploring new practices.
Cooperation
Cooperation is part of a collaborative management style. Moving forward together means co-creating and helping each other. Everyone brings complementary resources and expertise that are useful to the group.
Friendliness
Finally, among the pillars of collaborative management, conviviality must be mentioned. This management model promotes a healthy and stimulating working environment, where speech is free and bonds are strengthened . The result is a pleasant and friendly working climate.
The benefits of collaborative management
Strengthening employee engagement
The Asanareport“The Anatomy of Work 2025” reveals that 79% of employees from companies that have opted for collaborative work management feel ready to take on new business challenges, while only 20% do so in organizations where collaboration remains weak. This is a clear sign of increased work engagement when collaborative management is implemented. Collaborative management fosters the sharing of a vision and common values. In addition, a shared meaning is given to work, and an interest in collective success is present.
Improving productivity
Natural benefits of collaborative management, in line with the employee engagement: increased productivity and performance at work. The Asana report mentions that 55% of companies that prioritize collaboration have seen an increase in their revenue over the past three years; only 28% of organizations with weak collaborative management have seen the same increase.
This type of management actually stimulates creativity, a sense of innovation, and even risk-taking. The emergence of original solutions and new perspectives makes teams more agile. Furthermore, working harmoniously together automatically leads to smoother, faster, and more efficient work . Finally, by highlighting collective intelligence, collaborative management optimizes the skills of team members.
Development of individual skills and performance
Practicing collaborative management means providing employees with the means to grow, strengthen their expertise, and broaden their skill set. As a result,a focus is placed on training, in particular thepersonalized trainingManagers help make it easier for employees to access the learning resources they need and encourage them to include learning in their daily lives. The most effective LMSs provide ideal support here, integrating with the tools used every day by employees. The Rise Up solution is thus integrated intoMicrosoft Teamsand in the CRM softwareSalesforce.
Let us also emphasize that a working method based on exchange and collegial decision-making contributesto developingp interpersonal skills (listening, communication, mutual assistance, adaptation, problem solving) and transverse skills (creativity, spirit of initiative, sense of responsibility, as we have seen). Beyond that, the sharing of skills leads to informal learning daily, also promoting professional development.
Boosting the employer brand
Employees who benefit from collaborative management convey a positive image of the employer. Fulfilled in their work and recognized, employees ensure a positive reputation for the company, strengthening its attractiveness. Organizations must, therefore capitalize on their choice of collaborative management by integrating it into the employer brand strategy.
How to implement collaborative management?
THE 2025 employee experience barometer off Let’s Talk HR shows that collaborative management still characterizes a minority of companies. An interesting point is the difference in approach to managerial practices depending on whether the organization places the employee experience at the heart of its strategy or not. The survey thus reveals that collaborative management is implemented in 51% of companies focused on employee experience but in only 28% of companies resistant to a policy focused primarily on a better employee experienc.e
