{"id":29899,"date":"2022-11-01T12:09:12","date_gmt":"2022-11-01T16:09:12","guid":{"rendered":"https:\/\/kccpositivebusinesspsychology.com\/5-conseils-simples-pour-donner-un-retour-dinformation-aux-employes\/"},"modified":"2022-11-01T12:09:12","modified_gmt":"2022-11-01T16:09:12","slug":"5-conseils-simples-pour-donner-un-retour-dinformation-aux-employes","status":"publish","type":"post","link":"https:\/\/kccpositivebusinesspsychology.com\/fr\/5-conseils-simples-pour-donner-un-retour-dinformation-aux-employes\/","title":{"rendered":"5 conseils simples pour donner un retour d’information aux employ\u00e9s"},"content":{"rendered":"

5 conseils simples pour donner un retour d’information aux employ\u00e9s<\/span><\/h2>\n

Le retour d’information sur les employ\u00e9s est l’un des principaux moyens de formation, de renforcement et de communication avec les membres de notre \u00e9quipe. Un retour d’information efficace motive les employ\u00e9s et accro\u00eet leur confiance dans leurs performances professionnelles. C’est d’ailleurs ce que les membres de l’\u00e9quipe demandent r\u00e9guli\u00e8rement dans les enqu\u00eates sur la satisfaction au travail. Savoir ce que l’on fait, ce que l’on fait bien et ce que l’on peut am\u00e9liorer nous aide \u00e0 nous sentir li\u00e9s \u00e0 notre travail. Cela nous aide \u00e0 comprendre l’importance de nos contributions. Et cela contribue \u00e0 instaurer un climat de confiance avec nos sup\u00e9rieurs. <\/p>\n

Voici 5 conseils simples pour donner un retour d’information \u00e0 vos employ\u00e9s afin d’am\u00e9liorer la r\u00e9ussite de votre \u00e9quipe.<\/p>\n

1. L’importance du retour d’information<\/span><\/h3>\n

Un retour d’information cibl\u00e9 aide les employ\u00e9s. Non seulement il les incite \u00e0 poursuivre leurs t\u00e2ches de mani\u00e8re efficace et b\u00e9n\u00e9fique, mais il renforce \u00e9galement leur confiance dans le travail qu’ils effectuent. Un membre de l’\u00e9quipe qui a confiance en son r\u00f4le dans l’entreprise est un employ\u00e9 plus heureux. Les employ\u00e9s heureux travaillent plus dur et restent plus longtemps chez leur employeur. Je sais que cela peut para\u00eetre ringard, mais je reste persuad\u00e9 que \u00ab\u00a0le retour d’information est le petit d\u00e9jeuner des champions\u00a0\u00bb, car vous ne pouvez pas vous am\u00e9liorer si vous ne savez pas ce que vous pourriez am\u00e9liorer. <\/p>\n

2. Les questions de fr\u00e9quence<\/span><\/h3>\n

Il est tentant de concentrer nos efforts sur les \u00e9valuations annuelles, qui peuvent \u00eatre des outils importants. Mais il y a des centaines de jours de travail entre ces entretiens annuels. Les employ\u00e9s conna\u00eetront une croissance plus r\u00e9guli\u00e8re, auront plus d’\u00e9nergie au travail et seront plus motiv\u00e9s lorsqu’ils recevront un retour d’information beaucoup plus fr\u00e9quent. La nouvelle tendance est plut\u00f4t aux micro-r\u00e9troactions fr\u00e9quentes, sur place. Dans l’id\u00e9al, ils doivent \u00eatre plus positifs que n\u00e9gatifs. Rappelez-vous le chapitre de The One-Minute Manager<\/a>: \u00ab\u00a0Attrapez-les en train de faire quelque chose de bien\u00a0\u00bb ! <\/p>\n

3. Le choix du moment<\/span><\/h3>\n

Il faut parfois un certain temps pour s’habituer \u00e0 donner un retour d’information coh\u00e9rent aux employ\u00e9s. Nous avons tendance \u00e0 nous concentrer plus facilement sur les t\u00e2ches et les \u00e9ch\u00e9ances que sur les personnes qui contribuent \u00e0 la r\u00e9ussite de ces \u00e9ch\u00e9ances. Pour prendre l’habitude de donner r\u00e9guli\u00e8rement un retour d’information, identifiez quelques moments cl\u00e9s o\u00f9 le retour d’information n’interrompt pas le flux de travail et n’embarrasse pas un membre de l’\u00e9quipe. Par exemple, une r\u00e9union d’\u00e9quipe est une excellente occasion de faire un retour d’information. Si le retour d’information concerne l’ensemble de l’\u00e9quipe, ajoutez-le \u00e0 l’ordre du jour de la r\u00e9union. S’il est sp\u00e9cifique \u00e0 un membre de l’\u00e9quipe ou \u00e0 un petit contingent du groupe, demandez \u00e0 ces personnes de rester en retrait \u00e0 la fin de la r\u00e9union. <\/p>\n

4. C\u00e9l\u00e9brez, ne manipulez pas<\/span><\/h3>\n

Dans son livre, Nonviolent Communication<\/a>, l’auteur et psychologue Marshall B. Rosenberg pr\u00e9sente son approche de l’expression de la reconnaissance. Il s’inqui\u00e8te de certaines formes de retour d’information positif, car les employ\u00e9s peuvent perdre leur motivation s’ils ont l’impression qu’un manager ou un dirigeant les a compliment\u00e9s dans le but de les manipuler. Au lieu de cela, il recommande d’exprimer l’appr\u00e9ciation avec trois \u00e9l\u00e9ments sp\u00e9cifiques. Tout d’abord, indiquez l’action sp\u00e9cifique que le membre de l’\u00e9quipe a accomplie et qui a fait une diff\u00e9rence positive. Ensuite, expliquez ce que vous avez ressenti en r\u00e9action \u00e0 ces actions. Enfin, expliquez comment ces actions ont r\u00e9pondu \u00e0 un besoin. <\/p>\n

L’ordre est moins important que le fait de s’assurer que les \u00e9l\u00e9ments de la reconnaissance sont pr\u00e9sents. N’oubliez pas qu’une reconnaissance authentique<\/strong> stimule fortement le moral des gens. <\/p>\n

5. Retour d’information critique<\/span><\/h3>\n

Donner un feedback positif fait du bien et donne le sourire \u00e0 tout le monde. Qu’en est-il lorsque le retour d’information est moins bon ? <\/p>\n

N’oubliez pas votre objectif. Corriger un employ\u00e9 ne consiste pas \u00e0 lui faire honte des choix qu’il a faits. Il s’agit de r\u00e9orienter son \u00e9nergie vers des m\u00e9thodes ou des comportements qui lui permettront, ainsi qu’\u00e0 l’ensemble de l’\u00e9quipe, de mieux r\u00e9ussir. <\/p>\n

Soyez pr\u00e9cis quant au comportement que vous souhaitez modifier. Expliquez en quoi le changement est utile \u00e0 l’\u00e9quipe. C’est particuli\u00e8rement important si le changement entra\u00eene une charge de travail suppl\u00e9mentaire ou un processus plus long pour le membre de l’\u00e9quipe. <\/p>\n

Approfondissez vos connaissances avec la session de formation L’art du feedback et les conversations difficiles<\/span><\/h3>\n

Un feedback efficace permet de cr\u00e9er une \u00e9quipe motiv\u00e9e, confiante et performante, mais cela ne se fait pas par hasard. Apprenez \u00e0 renforcer la confiance de vos employ\u00e9s gr\u00e2ce \u00e0 un retour d’information positif. Obtenez les meilleures strat\u00e9gies et solutions pour g\u00e9rer les situations difficiles. <\/p>\n

Contactez-nous d\u00e8s maintenant<\/a> pour planifier une session de formation compl\u00e8te sur l’art du retour d’information.<\/p>\n","protected":false},"excerpt":{"rendered":"

5 conseils simples pour donner un retour d’information aux employ\u00e9s Le retour d’information sur les employ\u00e9s est l’un des principaux moyens de formation, de renforcement et de communication avec les membres de notre \u00e9quipe. Un retour d’information efficace motive les employ\u00e9s et accro\u00eet leur confiance dans leurs performances professionnelles. C’est d’ailleurs ce que les membres […]<\/p>\n","protected":false},"author":4,"featured_media":27487,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[392],"tags":[479,477,440,420,442,478],"class_list":["post-29899","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-conseils-en-leadership","tag-appreciation-fr","tag-appreciation-des-employes","tag-communication-fr","tag-gestion","tag-les-meilleures-pratiques-de-leadership","tag-retour-dinformation-des-salaries"],"yoast_head":"\n5 conseils simples pour donner un retour d'information aux employ\u00e9s – KCC Positive Business Psychology<\/title>\n<meta name=\"description\" content=\"Donner un feedback efficace aux employ\u00e9s peut faire toute la diff\u00e9rence dans la r\u00e9ussite de votre \u00e9quipe. 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