{"id":8545,"date":"2021-07-22T00:39:53","date_gmt":"2021-07-22T04:39:53","guid":{"rendered":"https:\/\/epsi-inc.com\/?p=8545"},"modified":"2023-02-07T10:22:01","modified_gmt":"2023-02-07T15:22:01","slug":"the-different-approaches-to-recognition-at-work","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/the-different-approaches-to-recognition-at-work\/","title":{"rendered":"The Different Approaches to Recognition at Work"},"content":{"rendered":"\n
Qu\u2019est-ce que la reconnaissance des employ\u00e9s ?<\/strong><\/h5>\n\n

Il s\u2019agit d\u2019une r\u00e9ponse constructive et d\u2019un jugement port\u00e9, de fa\u00e7on opportune, sur la contribution d\u2019un employ\u00e9, non seulement pour ses efforts ou ses r\u00e9sultats \u00e0 l\u2019\u00e9gard des valeurs et des objectifs organisationnels, mais \u00e9galement envers son d\u00e9vouement et son engagement (Brun & Dugas, 2008). Certains chercheurs mentionnent que la reconnaissance doit \u00eatre tangible, mais non mon\u00e9taire (Long & Shields, 2010; Par\u00e9 & Tremblay, 2007) et que celle-ci doit renforcer les comportements souhait\u00e9s par un employ\u00e9 apr\u00e8s que les comportements se sont produits (Haines & St-Onge, 2012; Long & Shields, 2010).<\/p>\n\n

Les statistiques des derni\u00e8res d\u00e9cennies le d\u00e9montrent encore et encore\u00a0: plus une organisation est reconnaissante, plus elle est performante. Il existe plusieurs fa\u00e7ons de reconnaitre un employ\u00e9, que ce soit par le biais de la personne qui donne la reconnaissance, le format de la reconnaissance ainsi que le contexte dans laquelle elle a \u00e9t\u00e9 donn\u00e9e. Une chose est toutefois certaine\u00a0: peu importe la fa\u00e7on dont la reconnaissance est donn\u00e9e, elle doit d\u00e9montrer aux employ\u00e9s qu\u2019ils se sentent appr\u00e9ci\u00e9s et valoris\u00e9s. Est-ce vraiment aussi simple que cela?<\/p>\n\n

Une \u00e9tude effectu\u00e9e par Gallup (2016) a d\u00e9montr\u00e9 que la reconnaissance \u00e9tait plus efficace lorsqu\u2019elle \u00e9tait honn\u00eate, authentique et personnalis\u00e9e selon la mani\u00e8re dont chaque employ\u00e9 souhaite \u00eatre reconnu. La cl\u00e9 du succ\u00e8s pour bien reconnaitre les employ\u00e9s est donc de savoir ce qui rend la reconnaissance significative et m\u00e9morable pour l\u2019employ\u00e9 et qui fait la reconnaissance. Gallup a \u00e9galement demand\u00e9 \u00e0 des employ\u00e9s de se souvenir qui leur a donn\u00e9 la reconnaissance la plus significative et m\u00e9morable. Les r\u00e9sultats ont d\u00e9montr\u00e9 que dans la plupart des cas, la reconnaissance venait du gestionnaire imm\u00e9diat de l\u2019employ\u00e9 (28 %), suivi d\u2019un membre de la haute direction (24 %), du gestionnaire du gestionnaire imm\u00e9diat (12 %), d\u2019un client (10 %) et de ses pairs (9 %). Puisque chaque employ\u00e9 a une pr\u00e9f\u00e9rence sur la fa\u00e7on d\u2019\u00eatre reconnu, voici une liste non exhaustive des fa\u00e7ons les plus fr\u00e9quemment utilis\u00e9es pour reconnaitre un employ\u00e9.<\/p>\n\n

Types de reconnaissance\u00a0<\/strong><\/h5>\n\n
    \n
  1. Reconnaissance publique \u00e9crite ou verbale<\/strong><\/li>\n<\/ol>\n\n

    Il s\u2019agit de la meilleure reconnaissance lorsqu\u2019on la compare \u00e0 une reconnaissance en priv\u00e9, car non seulement elle donne au(x) r\u00e9cipiendaire(s) la reconnaissance qu\u2019il(s) m\u00e9rite(nt), mais elle renforce \u00e9galement l\u2019\u00e9thique de travail et l\u2019initiative pour toute votre \u00e9quipe. En effet, les recherches d\u00e9montrent que lorsqu\u2019un succ\u00e8s est diffus\u00e9 dans l\u2019organisation, il y a une augmentation du sentiment que l\u2019organisation r\u00e9ussit, et que les employ\u00e9s veulent faire partie de ce succ\u00e8s (Long & Shields, 2010).<\/p>\n\n

    Vous n\u2019avez pas besoin d’un programme de reconnaissance complexe pour reconnaitre le travail accompli. La reconnaissance verbale ou \u00e9crite est la fa\u00e7on la plus simple et c\u2019est quelque chose que vous pouvez commencer d\u00e8s maintenant. Int\u00e9grez la reconnaissance verbale ou \u00e9crite dans votre culture pour montrer une appr\u00e9ciation authentique et r\u00e9guli\u00e8re pour les petites victoires. Apr\u00e8s tout, parfois, la meilleure fa\u00e7on de montrer votre gratitude est un simple \u00ab\u00a0merci\u00a0\u00bb, mais soyez sp\u00e9cifique. Un \u00ab\u00a0merci\u00a0\u00bb mettra un sourire sur le visage de quelqu\u2019un, mais il sourira pendant des jours si vous ajoutez\u00a0: \u00ab\u00a0Sans ton aide, nous n\u2019aurions jamais \u00e9t\u00e9 en mesure de trouver une solution adapt\u00e9e pour r\u00e9pondre au besoin du client. Ta cr\u00e9ativit\u00e9 et ta prise en charge du client m\u2019impressionnent toujours. Merci pour ton aide! \u00bb<\/p>\n\n

    Il est facile d\u2019utiliser le site Web de votre entreprise ou les m\u00e9dias sociaux pour mettre r\u00e9guli\u00e8rement en \u00e9vidence les r\u00e9alisations et les succ\u00e8s des employ\u00e9s au travail, m\u00eame ceux de leur vie personnelle (anniversaire, ann\u00e9es de service, maternit\u00e9, dipl\u00f4me, \u00e9v\u00e8nements sportifs, etc.,) ou d\u2019incorporer la reconnaissance dans les r\u00e9unions d\u2019entreprise.<\/p>\n\n

    Mettre en lumi\u00e8re les r\u00e9alisations des employ\u00e9s a de multiples avantages, car il transforme le moment de reconnaissance en une exp\u00e9rience sinc\u00e8re de gratitude. Cela aide les dirigeants et les autres employ\u00e9s de l\u2019organisation \u00e0 prendre davantage conscience de l\u2019excellent travail qu\u2019ils ne voient pas tous les jours. Cela donne donc aux autres une opportunit\u00e9 de faire leurs propres \u00e9loges sur l\u2019accomplissement et de f\u00e9liciter la contribution de cette personne.<\/p>\n\n

      \n
    1. Reconnaissance entre pairs<\/strong><\/li>\n<\/ol>\n\n

      La reconnaissance entre pairs se produit lorsque les employ\u00e9s se reconnaissent mutuellement pour leurs r\u00e9alisations. M\u00eame si seulement 9 % ont obtenu une reconnaissance significative de leurs pairs, il demeure que ce type de reconnaissance est indispensable puisqu\u2019il permet aux individus de se sentir connect\u00e9s \u00e0 leur \u00ab\u00a0deuxi\u00e8me famille\u00a0\u00bb. La reconnaissance entre pairs vient souvent combler le vide laiss\u00e9 par les gestionnaires et dirigeants qui n\u2019ont pas la chance de voir l\u2019ensemble du travail accompli quotidiennement.<\/p>\n\n

      Quand une organisation encourage la reconnaissance entre pairs, les yeux de tous s\u2019ouvrent sur les accomplissements qui les entourent et la reconnaissance commence \u00e0 circuler de fa\u00e7on plus fr\u00e9quente \u00e0 travers l\u2019\u00e9quipe, le d\u00e9partement, la direction et l\u2019organisation. Cela a pour effet d\u2019am\u00e9liorer le climat de travail et la collaboration et cons\u00e9quemment la productivit\u00e9. Lorsque la productivit\u00e9 augmente, les gens sont reconnus pour leur travail et la roue de la reconnaissance continue de tourner.<\/p>\n\n

      La reconnaissance entre pairs ne vient pas naturellement \u00e0 tout le monde. Certains peuvent avoir besoin d\u2019\u00eatre coach\u00e9s sur la fa\u00e7on de donner de la reconnaissance et \u00e0 quoi cela ressemble, tandis que pour d\u2019autres, partager leurs remerciements est facile. Il est possible de mettre en place un mode de fonctionnement simple et efficace qui permettrait \u00e0 tous de reconnaitre le travail des autres. Par exemple, une boite de commentaires, soit par un courriel ou une boite r\u00e9elle, d\u00e9di\u00e9e aux commentaires des coll\u00e8gues envers le travail de leurs coll\u00e8gues. Les commentaires pourraient \u00eatre lus \u00e0 chaque rencontre d\u2019\u00e9quipe pour souligner les bons coups.<\/p>\n\n

        \n
      1. Reconnaissance par prix<\/strong><\/li>\n<\/ol>\n\n

        Pour cette cat\u00e9gorie de reconnaissance, il suffit d\u2019\u00eatre cr\u00e9atif. Des \u00ab\u00a0prix\u00a0\u00bb peuvent \u00eatre attribu\u00e9s mensuellement lors des rencontres d\u2019\u00e9quipe, par infolettre ou sur un mur de la renomm\u00e9e afin de reconnaitre les efforts de tous. Bien que la r\u00e9compense de l\u2019employ\u00e9 du mois soit int\u00e9ressante, vous pouvez les rendre fantastiques. Cr\u00e9ez des titres de reconnaissance unique pour chaque employ\u00e9 pour qu\u2019ils voient ce qu\u2019ils offrent que personne d\u2019autre ne puisse offrir. L\u2019important est de montrer \u00e0 quel point les employ\u00e9s sont appr\u00e9ci\u00e9s pour la mani\u00e8re unique dont ils contribuent \u00e0 l\u2019organisation, que se soit par le prix du Leadership, le prix de la Reine des clients ou le prix d\u2019Einstein. N\u2019ayez pas peur de vous amuser!<\/p>\n\n

          \n
        1. Reconnaissance de groupe<\/strong><\/li>\n<\/ol>\n\n

          De nos jours, les r\u00e9alisations au travail sont souvent effectu\u00e9es en collaboration. Il peut donc \u00eatre mal vu de souligner le travail d\u2019une seule personne lorsque plusieurs y ont contribu\u00e9. La reconnaissance d\u2019un groupe au m\u00eame titre qu\u2019un individu est parfois la meilleure fa\u00e7on de proc\u00e9der. De plus, ce type de reconnaissance mettra l\u2019emphase sur la solidification du climat d\u2019\u00e9quipe. Il est toutefois important de r\u00e9compenser l\u2019\u00e9quipe qui s\u2019est r\u00e9ellement r\u00e9unie pour atteindre un objectif, terminer un projet audacieux ou offrir un excellent service de mani\u00e8re constante.<\/p>\n\n

            \n
          1. Reconnaissance mon\u00e9taire<\/strong><\/li>\n<\/ol>\n\n

            Bien que l\u2019argent ou les r\u00e9compenses mon\u00e9taires ne devraient jamais \u00eatre le point culminant d\u2019une reconnaissance, cette cat\u00e9gorie ne doit pas \u00eatre compl\u00e8tement \u00e9limin\u00e9e. Les primes annuelles de performance sont des m\u00e9thodes de reconnaissance importantes, surtout si la r\u00e9compense contribue \u00e0 la s\u00e9curit\u00e9 financi\u00e8re pr\u00e9sente et future des employ\u00e9s, comme les r\u00e9gimes de fonds de pension ou d\u2019assurance.<\/p>\n\n

            Si les cartes cadeaux s\u2019inscrivent mieux dans votre limite budg\u00e9taire, faites l\u2019effort suppl\u00e9mentaire d\u2019apprendre o\u00f9 vos employ\u00e9s aiment faire leurs achats et donnez \u00e0 chaque employ\u00e9 une carte qui lui est propre. Envisagez aussi de demander \u00e0 vos employ\u00e9s une liste de souhaits o\u00f9 vous pouvez acheter vous-m\u00eame les articles; un cadeau semble toujours plus personnel que l\u2019argent.<\/p>\n\n

            Conclusion<\/strong><\/h5>\n\n

            Il n\u2019y a pas de limite \u00e0 reconnaitre le travail des autres si la reconnaissance est sp\u00e9cifique \u00e0 un succ\u00e8s, honn\u00eate et authentique, et si elle est effectu\u00e9e le plus rapidement possible. De plus, l\u2019impact de votre reconnaissance sera encore plus fort si celle-ci est personnalis\u00e9e selon les int\u00e9r\u00eats de chacun. Il est donc essentiel d\u2019explorer et de vous renseigner sur les int\u00e9r\u00eats personnels de vos employ\u00e9s afin de leur offrir de la reconnaissance centr\u00e9e sur eux. Finalement, ne n\u2019abordez pas la reconnaissance comme une corv\u00e9e que vous devez cocher de votre liste de To Do. La vraie gratitude permet de parler avec sinc\u00e9rit\u00e9 de la contribution de chaque personne et en personnalisant davantage votre reconnaissance, votre relation avec l\u2019employ\u00e9 sera encore plus renforc\u00e9e.<\/p>\n","protected":false},"excerpt":{"rendered":"

            Qu\u2019est-ce que la reconnaissance des employ\u00e9s ? Il s\u2019agit d\u2019une r\u00e9ponse constructive et d\u2019un jugement port\u00e9, de fa\u00e7on opportune, sur la contribution d\u2019un employ\u00e9, non seulement pour ses efforts ou ses r\u00e9sultats \u00e0 l\u2019\u00e9gard des valeurs et des objectifs organisationnels, mais \u00e9galement envers son d\u00e9vouement et son engagement (Brun & Dugas, 2008). Certains chercheurs mentionnent […]<\/p>\n","protected":false},"author":2,"featured_media":8547,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[76,79],"tags":[],"class_list":["post-8545","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-post","category-hr-trends"],"acf":[],"yoast_head":"\nThe Different Approaches to Recognition at Work – EPSI Blog<\/title>\n<meta name=\"description\" content=\"In this article by Eric Donahue, M.Ps., Ph.D., discover different approaches on how to implement employee recognition in your organization.\" \/>\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\/the-different-approaches-to-recognition-at-work\/\" \/>\n<meta property=\"og:locale\" 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