Right to manage is the authority given to managers within an organization to make decisions and take actions without having to obtain higher approval. 

This term refers to a management style in which leaders or managers govern the organization in their own way without involvement of external parties.

This may be given to senior managers in a regional division of a multinational organization, for example. Most employers allow their senior managers the right to manage to offer them the opportunity to showcase their leadership skills and to also reassure them that they are trusted; this can be an employee retention strategy.

Reasons why employers introduce a “Right to manage” policy

There are various reasons why employers introduce a right to manage policy into their workplaces. Below are some of the main reasons:

• It builds trust and employee engagement: The right to manage, offers employers the opportunity to showcase their leadership skills. Doing this builds a feeling of trust and accountability for managers. Micromanagement from senior leadership can discourage employees in developing their leadership; hence right to manage, allows each manager to feel engaged and trusted to lead their departments (or teams). 
• It is an employee retention strategy: This type of management can indeed be a retention strategy as it allows managers to develop their leadership skills, and offers them the opportunity to bring up new ideas or new ways of managing. This will make employees feel that their ideas are thought of and considered by the employer.