{"id":29878,"date":"2019-04-30T23:42:36","date_gmt":"2019-05-01T03:42:36","guid":{"rendered":"https:\/\/kccpositivebusinesspsychology.com\/3-erreurs-courantes-en-matiere-de-gestion-des-performances\/"},"modified":"2025-03-20T16:28:14","modified_gmt":"2025-03-20T20:28:14","slug":"3-erreurs-courantes-en-matiere-de-gestion-des-performances","status":"publish","type":"post","link":"https:\/\/kccpositivebusinesspsychology.com\/fr\/3-erreurs-courantes-en-matiere-de-gestion-des-performances\/","title":{"rendered":"3 erreurs courantes en mati\u00e8re de gestion des performances"},"content":{"rendered":" \n

Une bonne gestion est essentielle<\/span><\/h2> \n

<\/p> \n

Selon Gallup, une soci\u00e9t\u00e9 am\u00e9ricaine sp\u00e9cialis\u00e9e dans la recherche en gestion, dans une enqu\u00eate men\u00e9e aupr\u00e8s de plus d’un million d’Am\u00e9ricains, \u00ab\u00a0les gens quittent leur patron, pas l’organisation\u00a0\u00bb.<\/p> \n

<\/p> \n

Les effets d’une mauvaise gestion sont largement ressentis. Gallup a \u00e9galement d\u00e9termin\u00e9 que les \u00e9quipes mal g\u00e9r\u00e9es sont en moyenne 50 % moins productives et 44 % moins rentables que les \u00e9quipes bien g\u00e9r\u00e9es. <\/p> \n

<\/p> \n

En tant que psychologue organisationnel, je peux confirmer qu’un manque apparent d’engagement de la part des employ\u00e9s est souvent le r\u00e9sultat de l’absence d’un leadership efficace de la part de leur(s) patron(s) !<\/p> \n

<\/p> \n

Voici trois erreurs courantes<\/strong> que j’ai souvent observ\u00e9es dans ma pratique et des conseils qui pourraient vous aider \u00e0 am\u00e9liorer vos comp\u00e9tences en mati\u00e8re de gestion des performances.<\/p> \n

<\/p> \n

1 – Attendre la fin du projet ou de l’ann\u00e9e pour donner un retour d’information<\/span><\/h2> \n

<\/p> \n

Nous attendons souvent avant de donner un retour d’information pour plusieurs raisons : manque de temps, nous ne voulons pas perturber, faire d\u00e9railler ou d\u00e9motiver les gens, c’est d\u00e9sagr\u00e9able, etc. Mais sans moyen concret de mesurer les performances, et sans retour d’information, on ne peut pas s’am\u00e9liorer. <\/p> \n

<\/p> \n

Mon conseil :<\/strong> Pensez \u00e0 \u00ab\u00a0juste \u00e0 temps\u00a0\u00bb. Le retour d’information doit \u00eatre fait rapidement pour \u00eatre utile et avoir l’impact souhait\u00e9. En particulier avec les nouvelles g\u00e9n\u00e9rations aliment\u00e9es par les communications instantan\u00e9es, je recommande d’utiliser le principe des \u00ab\u00a048 heures\u00a0\u00bb : vous disposez d’une fen\u00eatre de deux jours apr\u00e8s un \u00e9v\u00e9nement pour trouver le temps de partager vos observations. <\/p> \n

<\/p> \n

2 – Trop de reconnaissance peut vous jouer des tours<\/span><\/h2> \n

<\/p> \n

Les managers me demandent parfois s’il est vraiment n\u00e9cessaire de f\u00e9liciter quelqu’un pour le travail qu’il est pay\u00e9 \u00e0 faire. Inversement, on me demande aussi si un retour d’information trop positif ne risque pas de rendre l’employ\u00e9 arrogant ou moins assidu dans son travail. Cependant, l’une des plaintes les plus fr\u00e9quentes au travail est le manque de reconnaissance. <\/p> \n

<\/p> \n

Mon conseil :<\/strong> Il y a tr\u00e8s peu de risques \u00e0 souligner fr\u00e9quemment notre appr\u00e9ciation. Donner un retour d’information positif reste, \u00e0 mon avis, un moyen simple et gratuit<\/strong> de valoriser les membres de notre \u00e9quipe tout en ayant un impact direct sur leurs performances. Rappelez-vous que le renforcement positif augmente les comportements et les attitudes souhait\u00e9s. <\/p> \n

<\/p> \n

3 – S’approcher trop pr\u00e8s des employ\u00e9s<\/span><\/h2> \n

<\/p> \n

Traditionnellement, il \u00e9tait recommand\u00e9 aux managers de maintenir une \u00ab\u00a0distance professionnelle\u00a0\u00bb avec les employ\u00e9s. Les choses ont chang\u00e9. En mars 2015, le magazine Forbes cite plusieurs \u00e9tudes qui montrent que les amiti\u00e9s au travail ont plusieurs effets positifs. <\/p> \n

<\/p> \n

Mon conseil :<\/strong> nous voulons travailler avec des gens que nous aimons. Nous travaillons plus dur pour un patron qui s’int\u00e9resse \u00e0 nous, et pas seulement sur le plan professionnel. Je vous sugg\u00e8re de revoir votre position et de consid\u00e9rer les diff\u00e9rentes formes d’amiti\u00e9. Red\u00e9finissez votre d\u00e9finition de \u00ab\u00a0l’amiti\u00e9 professionnelle\u00a0\u00bb. Un contact interpersonnel plus \u00e9troit avec les gens g\u00e9n\u00e8re un engagement g\u00e9n\u00e9ralement suivi de r\u00e9sultats positifs ! <\/p> \n

<\/p> \n

Am\u00e9liorez votre gestion des performances en comprenant votre \u00e9quipe<\/span><\/h2> \n

<\/p> \n

Vous cherchez des moyens d’am\u00e9liorer l’efficacit\u00e9 de votre \u00e9quipe ? Cet outil d’\u00e9valuation du renforcement de l’esprit d’\u00e9quipe<\/a><\/strong> est sp\u00e9cialement con\u00e7u pour am\u00e9liorer la synergie de l’\u00e9quipe. Apprenez \u00e0 g\u00e9rer plus efficacement les membres de votre \u00e9quipe en fonction de leur personnalit\u00e9 et de leurs forces et faiblesses naturelles. En am\u00e9liorant l’efficacit\u00e9 de votre \u00e9quipe, vous augmentez la r\u00e9ussite de votre entreprise. C’est un investissement qui en vaut la peine. Commandez votre test<\/a> <\/strong>d\u00e8s aujourd’hui. <\/p> \n

<\/p> \n

Ingrid Kelada<\/p> \n

<\/p> \n

Psychologue d’entreprise\/expert en bonheur<\/p> \n

<\/p> \n

KCC Inc.<\/p> \n

<\/p><\/p>\n","protected":false},"excerpt":{"rendered":"

Une bonne gestion est essentielle Selon Gallup, une soci\u00e9t\u00e9 am\u00e9ricaine sp\u00e9cialis\u00e9e dans la recherche en gestion, dans une enqu\u00eate men\u00e9e aupr\u00e8s de plus d’un million d’Am\u00e9ricains, \u00ab\u00a0les gens quittent leur patron, pas l’organisation\u00a0\u00bb. Les effets d’une mauvaise gestion sont largement ressentis. Gallup a \u00e9galement d\u00e9termin\u00e9 que les \u00e9quipes mal g\u00e9r\u00e9es […]<\/p>\n","protected":false},"author":4,"featured_media":27398,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[392,412],"tags":[427,431,420,419,436,429],"class_list":["post-29878","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-conseils-en-leadership","category-tests-de-personnalite","tag-competences-en-matiere-de-leadership","tag-erreurs-de-gestion","tag-gestion","tag-leadership-fr","tag-performance-fr","tag-strategies-de-gestion"],"yoast_head":"\n3 erreurs courantes en mati\u00e8re de gestion des performances – KCC Positive Business Psychology<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kccpositivebusinesspsychology.com\/fr\/3-erreurs-courantes-en-matiere-de-gestion-des-performances\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"3 erreurs courantes en mati\u00e8re de gestion des performances – KCC Positive Business Psychology\" \/>\n<meta property=\"og:description\" content=\" Une bonne gestion est essentielle Selon Gallup, une soci\u00e9t\u00e9 am\u00e9ricaine sp\u00e9cialis\u00e9e dans la recherche en gestion, dans une enqu\u00eate men\u00e9e aupr\u00e8s de plus d’un million d’Am\u00e9ricains, \u00ab\u00a0les gens quittent leur patron, pas l’organisation\u00a0\u00bb. 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