{"id":69911,"date":"2025-01-25T14:59:40","date_gmt":"2025-01-25T19:59:40","guid":{"rendered":"https:\/\/complx.ca\/?p=69911"},"modified":"2025-07-22T08:48:01","modified_gmt":"2025-07-22T12:48:01","slug":"gestionnaires-la-performance-nest-pas-tabou","status":"publish","type":"post","link":"https:\/\/complx.ca\/en\/gestionnaires-la-performance-nest-pas-tabou\/","title":{"rendered":"Gestionnaires, la performance n’est pas tabou."},"content":{"rendered":"
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Depuis la pand\u00e9mie, tout a chang\u00e9 dans le monde du travail. Le manque de personnel et le taux de roulement \u00e9lev\u00e9 ont amen\u00e9 les gestionnaires et les entreprises \u00e0 avoir peur de parler de performance. De nouveaux concepts ont \u00e9merg\u00e9 pour devenir l\u2019employeur \u00e0 l\u2019\u00e9coute des besoins de leurs employ\u00e9.es. Tout \u00e0 coup, il est devenu tabou de mettre en lumi\u00e8re les lacunes et de demander des r\u00e9sultats. Comme si le d\u00e9passement de soi \u00e9tait exag\u00e9r\u00e9, laissant plus de place au plaisir et \u00e0 la l\u00e9g\u00e8ret\u00e9 au travail. Le probl\u00e8me est \u00e9vident. La bienveillance au travail ne garantit en rien des r\u00e9sultats sup\u00e9rieurs.<\/p>

Le tabou de la performance.<\/h3>

\u00ab\u00a0Je suis d\u00e9sol\u00e9.e, mais ce n\u2019est pas suffisant comme effort\u00a0\u00bb. Je suis certaine que vous l\u2019avez pens\u00e9 dans vos r\u00eaves les plus fous sans oser le dire \u00e0 voix haute. La transparence a laiss\u00e9 place \u00e0 l\u2019omerta\u2026et \u00e0 la frustration des gestionnaires.<\/p>

La preuve que \u00e7a ne fonctionne pas? La majorit\u00e9 des gestionnaires \u00e9prouvent un stress psychologique \u00e9lev\u00e9 au travail et le taux de roulement n\u2019a pas baiss\u00e9. Quand nous posons cette question aux gestionnaires : Avez-vous l\u2019impression d\u2019avoir besoin d\u2019un BAC en psychologie pour g\u00e9rer vos employ\u00e9.es?, la tr\u00e8s grande majorit\u00e9 \u00e9clate de rire, avec une r\u00e9ponse tant\u00f4t sarcastique et tant\u00f4t parsem\u00e9e de d\u00e9couragement. Le leadership courageux est sur toutes les l\u00e8vres des dirigeant.es, sans pourtant appuyer ouvertement des d\u00e9marches pour mieux outiller les gestionnaires \u00e0 remettre de l\u2019ordre dans des \u00e9quipes de travail en sous-performance. Il est temps de lever les tabous autour de la performance et de demander plus en termes d\u2019efficience. Dans une \u00e9conomie aussi comp\u00e9titive que la n\u00f4tre, le minimum acceptable n\u2019est pas suffisant.<\/p>

Personne ne se l\u00e8ve le matin en voulant \u00eatre mauvais dans son travail.<\/h3>

Cependant, beaucoup tombent dans les automatismes et perdent de vue la notion de d\u00e9passement. Ainsi nait la complaisance et le d\u00e9but d\u2019une histoire de d\u00e9motivation. L\u2019humain a besoin de s\u2019actualiser pour r\u00e9pondre \u00e0 ses besoins psychologiques. L\u00e0 o\u00f9 il n\u2019y a pas de possibilit\u00e9s de briller, le cancer professionnel commence \u00e0 s\u2019installer \u00e0 petit feu. L\u00e0 o\u00f9 le cancer s\u2019installe, l\u2019\u00e9nergie se dissout. Et c\u2019est comme \u00e7a que tout plein de gens restent dans des emplois moches, sans performance et en attente de leur paye. Ce n\u2019est ni gagnant pour l\u2019employeur, ni gagnant pour la force de travail. Les attentes et les buts donnent une raison aux employ\u00e9.es de continuer de s\u2019actualiser et de devenir meilleur.es. Nous avons besoin de performance pour se sentir valoris\u00e9.es.<\/p>

Engager la performance par le refus du statut quo.<\/h3>

Il n\u2019y a rien de pire pour le d\u00e9veloppement d\u2019une organisation que d\u2019avoir des \u00e9quipes de travail qui r\u00e9p\u00e8tent les m\u00eames proc\u00e9dures jour apr\u00e8s jour sans jamais se questionner sur les potentiels d\u2019am\u00e9lioration. Pour rester dans la performance, il est primordial de d\u00e9velopper une culture apprenante.<\/p>

C\u2019est parce que le monde change \u00e0 une vitesse grand V qu\u2019il est n\u00e9cessaire d\u2019investir dans le d\u00e9veloppement des \u00e9quipes. C\u2019est par l\u2019\u00e9volution des mentalit\u00e9s qu\u2019il est possible d\u2019innover. La r\u00e9sistance aux changements est un frein \u00e0 la performance. Trop d\u2019investissements en optimisation des syst\u00e8mes de travail m\u00e8nent \u00e0 des r\u00e9sultats inf\u00e9rieurs \u00e0 la performance escompt\u00e9e, parce que les humains refusent les changements. Nous devons plus que jamais redonner un sens au leadership pour r\u00e9veiller nos troupes.<\/p>

La performance ne devrait pas \u00eatre tabou. R\u00e9veillons notre d\u00e9sir d\u2019\u00eatre meilleur.es. Travaillons diff\u00e9remment pour obtenir des r\u00e9sultats diff\u00e9rents. Sinon, ce sera seulement une autre ann\u00e9e de plus dans l’attente de la retraite.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Consultez notre catalogue de formation en ligne: https:\/\/complx.ca\/boutique\/<\/a><\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\tJulie Dupuis\t\t\t\t\t\t<\/h4>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\tJulie Dupuis is passionate about human behaviour and personal development, a passion she has been putting to good use for over 20 years.\r\n\r\nWith several university degrees in social sciences, human relations and administration, she is a NOVA-certified NLP coach, Black Belt Lean SixSigma, ND, speaker and expert in organisational development. She also holds a doctorate in naturopathy, and has developed her knowledge of health and well-being to understand and integrate a holistic approach into her relationship with performance. She works with businesses and municipal organisations, and is also a municipal administrator.\r\n\r\nThe author of the book \"Fracasser les portes\", she shares her difficult journey, which has made her stronger and more resilient. As CEO of Complexe X, she and her team are working to democratise skills development, aiming to influence as many people as possible to maximise their personal and organisational potential.\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Depuis la pand\u00e9mie, tout a chang\u00e9 dans le monde du travail. Le manque de personnel et le taux de roulement \u00e9lev\u00e9 ont amen\u00e9 les gestionnaires et les entreprises \u00e0 avoir peur de parler de performance. De nouveaux concepts ont \u00e9merg\u00e9 pour devenir l\u2019employeur \u00e0 l\u2019\u00e9coute des besoins de leurs employ\u00e9.es. Tout \u00e0 coup, il est devenu tabou de mettre en lumi\u00e8re les lacunes et de demander des r\u00e9sultats. Comme si le d\u00e9passement de soi \u00e9tait exag\u00e9r\u00e9, laissant plus de place au plaisir et \u00e0 la l\u00e9g\u00e8ret\u00e9 au travail. Le probl\u00e8me est \u00e9vident. La bienveillance au travail ne garanti en rien des r\u00e9sultats sup\u00e9rieurs.<\/p>","protected":false},"author":3,"featured_media":74317,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[202],"tags":[203],"class_list":["post-69911","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competences-de-gestion","tag-performance"],"acf":[],"_links":{"self":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/69911","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/comments?post=69911"}],"version-history":[{"count":2,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/69911\/revisions"}],"predecessor-version":[{"id":74318,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/69911\/revisions\/74318"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/media\/74317"}],"wp:attachment":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/media?parent=69911"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/categories?post=69911"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/tags?post=69911"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}