{"id":1585,"date":"2012-02-22T09:51:59","date_gmt":"2012-02-22T14:51:59","guid":{"rendered":"https:\/\/www.epsi-inc.com\/?p=1585"},"modified":"2022-09-12T11:24:35","modified_gmt":"2022-09-12T15:24:35","slug":"promoting-engagement-use-stay-interview","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/promoting-engagement-use-stay-interview\/","title":{"rendered":"Promoting Engagement with the use of the Stay Interview"},"content":{"rendered":"\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p>L\u2019engagement des employ\u00e9s envers l\u2019organisation est pr\u00e9sentement l\u2019une des principales pr\u00e9occupations des gestionnaires et des sp\u00e9cialistes de la gestion des ressources humaines. Or, relativement peu de conseillers RH sont familiers avec l\u2019entrevue de fid\u00e9lisation, un outil qui peut s\u2019av\u00e9rer tr\u00e8s efficace pour favoriser l\u2019engagement. Ce court article vise donc \u00e0 pr\u00e9senter succinctement ce qu\u2019est l\u2019entrevue de fid\u00e9lisation et comment il est possible d\u2019en tirer profit.<\/p>\n\n<p>Tout d\u2019abord, il importe de diff\u00e9rencier l\u2019entrevue de fid\u00e9lisation de l\u2019entretien de d\u00e9part. L\u2019entrevue de fid\u00e9lisation vise \u00e0 recueillir des informations sur les facteurs et les raisons qui font en sorte que les employ\u00e9s existants restent avec l\u2019organisation. Pour sa part, l\u2019entretien de d\u00e9part vise \u00e0 recueillir des informations sur les raisons du d\u00e9part d\u2019un employ\u00e9. D\u2019autre part, ces deux types d\u2019entrevue poursuivent des objectifs diff\u00e9rents\u00a0: l\u2019objectif de la premi\u00e8re est d\u2019outiller les gestionnaires pour qu\u2019ils puissent diriger chaque employ\u00e9 plus efficacement alors que l\u2019objectif de la seconde est plut\u00f4t d\u2019am\u00e9liorer l\u2019organisation en g\u00e9n\u00e9ral.<\/p>\n\n<p>L\u2019int\u00e9r\u00eat pour les entrevues de fid\u00e9lisation vient du fait que les informations qu\u2019elle permet de recueillir peuvent servir aux gestionnaires pour motiver leurs employ\u00e9s, favoriser leur engagement, les aider dans leur d\u00e9veloppement professionnel et, ultimement, faire en sorte que ceux-ci demeurent avec l\u2019organisation. Pour ce faire, les entrevues de fid\u00e9lisation doivent \u00eatre r\u00e9alis\u00e9es par les gestionnaires eux-m\u00eames, en face \u00e0 face, avec leurs employ\u00e9s. Comme l\u2019accent est dirig\u00e9 sur chaque individu, il importe de discuter directement avec eux, lors d\u2019une entrevue qui ressemble beaucoup plus \u00e0 une discussion que ce que le terme \u00ab\u00a0entrevue\u00a0\u00bb laisse habituellement entendre. Par la suite, le gestionnaire peut transmettre un r\u00e9sum\u00e9 de l\u2019information aux gestionnaires RH, ce qui leur permettra de bonifier les informations organisationnelles qu\u2019ils poss\u00e8dent d\u00e9j\u00e0 sur l\u2019engagement et la satisfaction.<\/p>\n\n<p>Id\u00e9alement, les gestionnaires devraient conduire un entretien de fid\u00e9lisation avec chaque employ\u00e9 \u00ab\u00a0A\u00a0\u00bb et \u00ab\u00a0B\u00a0\u00bb, et ce, une fois par ann\u00e9e. Cela sera d\u2019autant plus vrai pour les emplois o\u00f9 il existe une certaine p\u00e9nurie de main-d\u2019\u0153uvre ainsi qu\u2019en ce qui concerne les employ\u00e9s formellement identifi\u00e9s comme \u00ab\u00a0haut potentiel\u00a0\u00bb. En effet, \u00e0 l\u2019air de la guerre pour les talents, les organisations peuvent difficilement se permettre de perdre les employ\u00e9s de talents. D\u2019autre part, il peut \u00eatre pertinent d\u2019utiliser les cycles de roulement du personnel pour planifier la tenue des entrevues de fid\u00e9lisation. Par exemple, si pour un emploi pr\u00e9cis les nouveaux employ\u00e9s quittent leurs fonctions en moyenne au sixi\u00e8me mois, les gestionnaires devraient rencontrer ceux-ci d\u00e8s le troisi\u00e8me mois.<br\/>En ce qui concerne l\u2019entrevue de fid\u00e9lisation, les sp\u00e9cialistes de la GRH ont principalement un r\u00f4le de formateur. En effet, ce sont les professionnels les mieux plac\u00e9s pour former les gestionnaires sur les bonnes pratiques en mati\u00e8re d\u2019entrevue et pour les aider \u00e0 d\u00e9terminer les principales questions \u00e0 poser pour orienter la discussion. Celles-ci peuvent ressembler \u00e0 \u00ab\u00a0Comment pourrais-je mieux te soutenir?\u00a0\u00bb, \u00ab\u00a0Qu\u2019aimerais-tu d\u00e9velopper ou apprendre ici?\u00a0\u00bb, \u00ab\u00a0Qu\u2019est-ce qui fait que tu es enthousiaste de te rendre au travail chaque matin?\u00a0\u00bb, etc.<\/p>\n\n<p>\u00c9videmment, l\u2019entrevue de fid\u00e9lisation donnera de bons r\u00e9sultats si, par la suite, les gestionnaires et sp\u00e9cialistes HR agissent en fonction des informations recueillies. D\u2019ailleurs, il peut \u00eatre grandement utile d\u2019utiliser ces informations pour \u00e9valuer l\u2019efficacit\u00e9 des entrevues elles-m\u00eames ainsi que des moyens qui sont pris pour favoriser l\u2019engagement.<\/p>\n\n<p>En somme, la pratique de l\u2019entrevue de fid\u00e9lisation ne garantit pas que les employ\u00e9s \u00e0 haut potentiel ne quitteront pas \u00e9ventuellement l\u2019organisation, mais elle peut certainement contribuer \u00e0 identifier les facteurs qui sont importants pour les meilleurs employ\u00e9s. De plus, elle permettra aux gestionnaires et aux conseillers RH d\u2019adopter une approche pr\u00e9ventive plut\u00f4t que r\u00e9active pour g\u00e9rer le roulement, la r\u00e9tention et les probl\u00e8mes de productivit\u00e9. C\u2019est un \u00ab\u00a0pensez-y bien\u00a0\u00bb\u2026<\/p>\n\n<p>[1] Tyler, K. (2011). Who will stay and who wil go?\u00a0<em>HR Magazine, December<\/em>, 101-103. Society for Human resource management.<\/p>\n\n<p><strong><a href=\"mailto:plongpr%C3%A9@epsi-inc.com\">Philippe Longpr\u00e9, Ph.D. (cdt)<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019engagement des employ\u00e9s envers l\u2019organisation est pr\u00e9sentement l\u2019une des principales pr\u00e9occupations des gestionnaires et des sp\u00e9cialistes de la gestion des ressources humaines. Or, relativement peu de conseillers RH sont familiers avec l\u2019entrevue de fid\u00e9lisation, un outil qui peut s\u2019av\u00e9rer tr\u00e8s efficace pour favoriser l\u2019engagement. Ce court article vise donc \u00e0 pr\u00e9senter succinctement ce qu\u2019est l\u2019entrevue [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":9436,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[79],"tags":[],"class_list":["post-1585","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-trends"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Promoting Engagement with the use of the Stay Interview &#8211; EPSI<\/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:\/\/epsi-inc.com\/en\/promoting-engagement-use-stay-interview\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Promoting Engagement with the use of the Stay Interview &#8211; EPSI\" \/>\n<meta property=\"og:description\" content=\"L\u2019engagement des employ\u00e9s envers l\u2019organisation est pr\u00e9sentement l\u2019une des principales pr\u00e9occupations des gestionnaires et des sp\u00e9cialistes de la gestion des ressources humaines. Or, relativement peu de conseillers RH sont familiers avec l\u2019entrevue de fid\u00e9lisation, un outil qui peut s\u2019av\u00e9rer tr\u00e8s efficace pour favoriser l\u2019engagement. 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Or, relativement peu de conseillers RH sont familiers avec l\u2019entrevue de fid\u00e9lisation, un outil qui peut s\u2019av\u00e9rer tr\u00e8s efficace pour favoriser l\u2019engagement. 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