{"id":2481,"date":"2019-01-09T13:31:31","date_gmt":"2019-01-09T18:31:31","guid":{"rendered":"https:\/\/humance.ca\/?p=2481"},"modified":"2019-11-06T10:15:49","modified_gmt":"2019-11-06T15:15:49","slug":"connecter-pour-mieux-sintegrer","status":"publish","type":"post","link":"https:\/\/humance.ca\/fr\/blog\/connecter-pour-mieux-sintegrer\/","title":{"rendered":"Connecter pour mieux s&#8217;int\u00e9grer"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"2481\" class=\"elementor elementor-2481\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-157154c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"157154c\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-54e6494\" data-id=\"54e6494\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-372bc7f elementor-widget elementor-widget-text-editor\" data-id=\"372bc7f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>La p\u00e9nurie de main-d\u2019\u0153uvre et le faible taux de r\u00e9tention obligent les sp\u00e9cialistes \u00e0 r\u00e9\u00e9valuer les pratiques d\u2019accueil traditionnelles, plus proches de l\u2019assimilation que de l\u2019int\u00e9gration.<\/p><p><strong>De nouvelles pratiques d\u2019int\u00e9gration sont mises de l\u2019avant.<\/strong><\/p><p>Ces pratiques soutiennent v\u00e9ritablement la personne qui occupe une nouvelle fonction. Elles visent \u00e0 :<\/p><ul><li>Reconna\u00eetre les forces et les talents qu\u2019elle apporte \u00e0 son nouveau r\u00e9seau et l\u2019impact de son int\u00e9gration sur l\u2019\u00e9quipe;<\/li><li>Soutenir le d\u00e9veloppement d\u2019un r\u00e9seau de relations professionnelles \u00e0 travers lesquelles son expertise sera partag\u00e9e;<\/li><li>Soutenir son sup\u00e9rieur imm\u00e9diat dans l\u2019\u00e9tablissement d\u2019une relation de partenariat avec elle.<\/li><\/ul><h2>Le sociogramme l\u2019emporte sur l\u2019organigramme<\/h2><p>Traditionnellement, les organisations ont toujours consid\u00e9r\u00e9 qu\u2019il revenait \u00e0 l\u2019employ\u00e9 de s\u2019adapter au poste, \u00e0 son patron et \u00e0 la culture d\u2019entreprise.<\/p><p>Aujourd\u2019hui, la nouvelle \u00e9conomie digitale fait \u00e9merger un nouveau mod\u00e8le d\u2019organisation du travail o\u00f9 les relations sont au c\u0153ur de la capacit\u00e9 de production : le sociogramme l\u2019emporte maintenant sur l\u2019organigramme.<\/p><p>Ce mod\u00e8le implique que les personnes \u00e9tablissent des relations avec ceux et celles qui vont les informer, \u00eatre leurs alli\u00e9es, les soutenir et les reconna\u00eetre.<\/p><h2>Respectez le besoin d&#8217;\u00eatre reconnu<\/h2><p>Dor\u00e9navant dans un processus d\u2019int\u00e9gration, <strong>mieux vaut identifier, mettre en valeur et partager les forces, talents et exp\u00e9riences du nouveau titulaire du poste<\/strong> que de faire l\u2019\u00e9loge de la mission et des valeurs de l\u2019organisation.<\/p><p>La reconnaissance sera le point de d\u00e9part de toute interaction :<\/p><p><img decoding=\"async\" class=\"alignnone wp-image-2494\" src=\"https:\/\/www.spb.ca\/wp-content\/uploads\/2018\/10\/schema-1.png\" alt=\"\" width=\"600\" srcset=\"https:\/\/humance.ca\/wp-content\/uploads\/2018\/10\/schema-1.png 600w, https:\/\/humance.ca\/wp-content\/uploads\/2018\/10\/schema-1-300x33.png 300w, https:\/\/humance.ca\/wp-content\/uploads\/2018\/10\/schema-1-150x17.png 150w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/><\/p><p><strong>Accepteriez-vous l\u2019influence d\u2019une personne en qui vous n\u2019avez pas confiance? Feriez-vous confiance \u00e0 quelqu\u2019un qui ne s\u2019est pas int\u00e9ress\u00e9 \u00e0 vous?<\/strong><\/p><p>La reconnaissance s\u2019av\u00e8re plus efficace en termes de r\u00e9tention et de performance, ses b\u00e9n\u00e9fices sont connus.<\/p><p>Les recherches de Gallup d\u00e9montrent que lorsque le sup\u00e9rieur met l\u2019accent sur les forces des collaborateurs, la performance individuelle augmente de 20 % tandis que les probabilit\u00e9s de d\u00e9part diminuent de 32 % (MIT).<\/p><h2>L&#8217;int\u00e9gration, une affaire de relation<\/h2><p>L\u2019\u00eatre humain a toujours con\u00e7u les organisations comme il les comprenait. Depuis plus d\u2019un si\u00e8cle, on fragmente les t\u00e2ches, s\u00e9parant la planification de l\u2019ex\u00e9cution, selon la croyance que ces t\u00e2ches doivent s\u2019encha\u00eener de fa\u00e7on lin\u00e9aire.<\/p><p>Beaucoup d\u2019organisations traditionnelles op\u00e8rent encore selon ce mod\u00e8le.<\/p><p><strong>L\u2019unit\u00e9 de base de l\u2019organisation du travail, c\u2019est l\u2019\u00e9quipe.<\/strong><\/p><p>Aujourd\u2019hui, la science et la technologie nous am\u00e8nent \u00e0 comprendre le monde diff\u00e9remment et \u00e0 concevoir des organisations o\u00f9 :<\/p><ul><li>la raison d\u2019\u00eatre est partag\u00e9e;<\/li><li>la confiance g\u00e9n\u00e8re la coop\u00e9ration;<\/li><li>l\u2019interd\u00e9pendance permet d\u2019appr\u00e9hender la complexit\u00e9.<\/li><\/ul><p>Dans la nouvelle \u00e9conomie digitale, l\u2019unit\u00e9 de base de l\u2019organisation du travail n\u2019est plus le contributeur individuel, c\u2019est l\u2019\u00e9quipe.<\/p><p>Ce nouveau paradigme exige une transformation dans la fa\u00e7on d\u2019\u00e9tablir des relations. Il est m\u00eame possible que cette transformation remette en question les fondements de l\u2019identit\u00e9 professionnelle. Dans une organisation complexe, le mythe du leader-h\u00e9ros doit faire place \u00e0 un leadership collectif.<\/p><p>Dans l\u2019organisation traditionnelle, l\u2019expertise pr\u00e9vaut sur les relations. Dans la nouvelle organisation, le niveau d\u2019expertise est directement proportionnel \u00e0 la capacit\u00e9 de susciter la collaboration de ses coll\u00e8gues.<\/p><p>Le meilleur indice annonciateur du succ\u00e8s ou de l\u2019\u00e9chec de l\u2019int\u00e9gration est l\u2019habilet\u00e9 \u00e0 d\u00e9velopper des relations harmonieuses et efficaces avec des personnes cl\u00e9s de l\u2019organisation.<\/p><h2>Le partenariat plut\u00f4t que la subordination<\/h2><p>Des recherches du Center for Creative Leadership ont d\u00e9montr\u00e9 que moins du tiers des personnes nouvellement embauch\u00e9es ont re\u00e7u du soutien lors de leur int\u00e9gration et que moins de 1 sur 4 en ont re\u00e7u de leur sup\u00e9rieur.<\/p><p>Au cours des premi\u00e8res semaines, il arrive fr\u00e9quemment qu\u2019un sup\u00e9rieur se tienne plut\u00f4t en retrait pour \u00e9viter de donner l\u2019impression qu\u2019il n\u2019a pas confiance en son nouveau collaborateur.<\/p><p>Quant au nouveau collaborateur, il veut prouver que son sup\u00e9rieur a eu raison de lui confier ce poste en d\u00e9montrant sa valeur et sa comp\u00e9tence. Il aura ainsi tendance \u00e0 \u00e9viter de lui demander conseil.<\/p><p>Or, c\u2019est durant cette p\u00e9riode que le sup\u00e9rieur peut le plus aider son \u00ab prot\u00e9g\u00e9 \u00bb et l\u2019aiguiller dans la bonne direction.<\/p><p><strong>Le mythe du leader-h\u00e9ros doit faire place au leadership collectif<\/strong><\/p><p>L\u2019engagement du sup\u00e9rieur \u00e0 l\u2019\u00e9gard de son nouveau dirigeant est un gage de succ\u00e8s dans l\u2019int\u00e9gration. Il permet d\u2019\u00e9viter ce que des chercheurs de l\u2019INSEAD ont appel\u00e9 le \u00ab syndrome de l\u2019\u00e9chec appr\u00e9hend\u00e9 \u00bb.<\/p><p>Cet engagement implique que chacun :<\/p><ul><li>accepte de prendre le risque de se rendre vuln\u00e9rable;<\/li><li>s\u2019engage \u00e0 \u00eatre loyal \u00e0 la personne qui prend le risque de lui faire confiance.<\/li><\/ul><p>Pour faciliter cet engagement, il est bon de valoriser les aspects positifs et de cr\u00e9er une spirale d\u2019appr\u00e9ciation ascendante. On cr\u00e9e ainsi un contexte propice \u00e0 l\u2019apprentissage, au d\u00e9veloppement et, ultimement, \u00e0 l\u2019int\u00e9gration du nouveau collaborateur.<\/p><p>Voici trois actions que le sup\u00e9rieur peut faire pour cristalliser cet engagement :<\/p><ol><li><strong>Cr\u00e9er un contexte propice \u00e0 l\u2019\u00e9change<\/strong> : consacrer une heure\/semaine au nouveau collaborateur et lui laisser d\u00e9terminer l\u2019agenda de la rencontre;<\/li><li><strong>Suspendre le jugement pour r\u00e9fl\u00e9chir ensemble<\/strong> : r\u00e9sister \u00e0 l\u2019id\u00e9e de juger trop rapidement du style du nouveau \u00ab prot\u00e9g\u00e9 \u00bb;<\/li><li><strong>Communiquer r\u00e9guli\u00e8rement le feedback<\/strong> : communiquer ses perceptions et demander la perspective de l\u2019autre.<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d9187af elementor-widget elementor-widget-text-editor\" data-id=\"d9187af\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2>Une plus grande r\u00e9tention et une performance accrue<\/h2><p>Bref, pour am\u00e9liorer la r\u00e9tention et accro\u00eetre la performance, il faut :<\/p><p>reconna\u00eetre l\u2019unicit\u00e9 de la personne qui se joint \u00e0 l\u2019organisation;<br \/>faciliter le d\u00e9veloppement d\u2019un r\u00e9seau de relations interpersonnelles;<br \/>moduler l\u2019organisation du travail en fonction des forces et des talents des personnes.<br \/>Dites-nous : quelle est votre exp\u00e9rience d\u2019une int\u00e9gration \u00e0 succ\u00e8s?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-093efda elementor-widget elementor-widget-text-editor\" data-id=\"093efda\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Ressources utiles pour aller plus loin<\/strong><\/p><ul><li>Ferrazzi, Keith. \u00abTechnology Can Save Onboarding from Itself\u00bb, Harvard Business Re-view, mars 25 2015<\/li><li>Cable, Daniel M., Gino, Francesca, Staats, Bradley R. \u00ab Reinventing Employee Onboarding\u00bb, MIT Sloan Management Review, Spring 2013<\/li><li>Goler, Lori., Gale, Janelle., Harrington, Brynn., Grant, Adam., \u00abWhy People Really Quit Their Jobs\u00bb Harvard Business Review, January 11, 201<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>La p\u00e9nurie de main-d\u2019\u0153uvre et le faible taux de r\u00e9tention obligent les sp\u00e9cialistes \u00e0 r\u00e9\u00e9valuer les pratiques d\u2019accueil traditionnelles, plus proches de l\u2019assimilation que de l\u2019int\u00e9gration. De nouvelles pratiques d\u2019int\u00e9gration&#8230; <br \/><a class=\"read-more\" href=\"https:\/\/humance.ca\/fr\/blog\/connecter-pour-mieux-sintegrer\/\">Continuer la lecture<\/a><\/p>\n","protected":false},"author":1,"featured_media":3998,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[48],"tags":[55],"class_list":["post-2481","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles-fr","tag-se-developper-pour-se-demarquer"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Connecter pour mieux s&#039;int\u00e9grer | Humance | Culture &amp; Performance<\/title>\n<meta name=\"description\" content=\"La p\u00e9nurie de main-d\u2019\u0153uvre et le faible taux de r\u00e9tention obligent les sp\u00e9cialistes \u00e0 r\u00e9\u00e9valuer les pratiques d\u2019accueil traditionnelles, plus proches de\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/humance.ca\/fr\/blog\/connecter-pour-mieux-sintegrer\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Connecter pour mieux s&#039;int\u00e9grer | Humance | Culture &amp; 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