{"id":3750,"date":"2016-06-03T15:23:35","date_gmt":"2016-06-03T19:23:35","guid":{"rendered":"https:\/\/humance.ca\/?p=3750"},"modified":"2018-12-03T13:59:47","modified_gmt":"2018-12-03T18:59:47","slug":"donner-un-feedback-a-un-employe-sur-la-defensive","status":"publish","type":"post","link":"https:\/\/humance.ca\/fr\/blog\/donner-un-feedback-a-un-employe-sur-la-defensive\/","title":{"rendered":"Donner un feedback \u00e0 un employ\u00e9 sur la d\u00e9fensive"},"content":{"rendered":"<p>Vous avez un employ\u00e9 sur la d\u00e9fensive, argumentateur ou qui se justifie constamment? Visionnez ces vid\u00e9os, qui vous donnent des\u00a0trucs de pro pour g\u00e9rer ces situations!<\/p>\n<h2>Pire approche (\u00e0 proscrire)<\/h2>\n<p><iframe src=\"https:\/\/www.youtube.com\/embed\/t193Yr00FpI\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><\/p>\n<h2>Approche id\u00e9ale (\u00e0 valoriser)<\/h2>\n<p><iframe src=\"https:\/\/www.youtube.com\/embed\/ETFoscOwaLM\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><\/p>\n<p>L\u2019individu n\u2019accepte pas le feedback, se justifie, trouve toutes sortes d\u2019excuses, met le bl\u00e2me sur des causes externes ou sur d\u2019autres personnes.<\/p>\n<div><\/div>\n<div><strong>Les diff\u00e9rentes raisons qui peuvent expliquer ce comportement<\/strong><\/div>\n<ul>\n<li>Il a le sentiment de perdre le contr\u00f4le de la relation et il se comporte pour reprendre ce contr\u00f4le (ex.\u00a0: d\u00e9nigrer le processus et la cr\u00e9dibilit\u00e9 de celui qui lui communique le feedback)<\/li>\n<li>Il est tr\u00e8s exigeant envers lui-m\u00eame et ne se donne pas le droit \u00e0 l\u2019erreur, aux imperfections.<\/li>\n<li>Il veut \u00eatre \u00e0 la hauteur et ne veut pas d\u00e9cevoir.<\/li>\n<li>Il est habit\u00e9 par un sentiment d\u2019ins\u00e9curit\u00e9 et de doute sur ses comp\u00e9tences, ce qui l\u2019am\u00e8ne \u00e0 projeter une image de toute puissance ou qui semble dure de l\u2019ext\u00e9rieur.<\/li>\n<li>Il est fier et orgueilleux, il se pr\u00e9occupe de projeter une image positive et de r\u00e9ussite aux yeux des autres.<\/li>\n<li>Il est comp\u00e9titif et se compare aux autres, il n\u2019accepte pas de perdre, d\u2019\u00e9chouer.<\/li>\n<\/ul>\n<div><strong>Les pi\u00e8ges de l&#8217;intervenant \u00e0 \u00e9viter<\/strong><\/div>\n<ul>\n<li>Craindre la personne et la confrontation et cesser la discussion.<\/li>\n<li>Se laisser intimider et se sentir rabaiss\u00e9, se mettre \u00e0 douter, lui donner raison d\u2019embl\u00e9e.<\/li>\n<li>Le confronter sur le m\u00eame ton argumentateur et monter la situation en escalade, lui dire qu\u2019il n\u2019a pas du tout raison et se justifier \u00e0 son tour.<\/li>\n<li>Utiliser un ton \u00e9motif.<\/li>\n<\/ul>\n<div><strong>Les trucs de pro<\/strong><\/div>\n<ul>\n<li>Rester neutre et objectif.<\/li>\n<li>Recadrer et revenir \u00e0 l\u2019objectif de la rencontre.<\/li>\n<li>Lui donner du pouvoir et de l\u2019importance, lui demander des permissions.<\/li>\n<li>Lui donner raison sur certains aspects et renforcer ces points.<\/li>\n<li>Communiquer de mani\u00e8re strat\u00e9gique et avec tact, mesurer ses propos.<\/li>\n<li>Nommer avec transparence que la situation est difficile \u00ab\u00a0ici et maintenant\u00a0\u00bb.<\/li>\n<li>Le comparer \u00e0 un athl\u00e8te et expliquer que la cl\u00e9 du succ\u00e8s de la performance de l\u2019athl\u00e8te comp\u00e9titif r\u00e9side dans le feedback.<\/li>\n<li>Ajuster la hauteur de la chaise pour \u00eatre au m\u00eame niveau que lui.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Vous avez un employ\u00e9 sur la d\u00e9fensive, argumentateur ou qui se justifie constamment? Visionnez ces vid\u00e9os, qui vous donnent des\u00a0trucs de pro pour g\u00e9rer ces situations! Pire approche (\u00e0 proscrire)&#8230; <br \/><a class=\"read-more\" href=\"https:\/\/humance.ca\/fr\/blog\/donner-un-feedback-a-un-employe-sur-la-defensive\/\">Continuer la lecture<\/a><\/p>\n","protected":false},"author":4,"featured_media":3748,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-3750","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-videos-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Donner un feedback \u00e0 un employ\u00e9 sur la d\u00e9fensive | Humance | Culture &amp; Performance<\/title>\n<meta name=\"description\" content=\"Vous avez un employ\u00e9 sur la d\u00e9fensive, argumentateur ou qui se justifie constamment? 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