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Matt Palmquist est un journaliste américain qui fait autorité en matière de management, de stratégie et de gestion des ressources humaines.
Dans cet article, il remet en cause l’idée très répandue selon laquelle les liens d’amitié entre collaborateurs favoriseraient l’efficacité et la productivité au sein des entreprises. En se fondant sur les résultats d’une étude parue dans le n°5 de l’European Management Journal, M. Palmquist démontre qu’une trop grande familiarité entre les membres d’une équipe aboutit au résultat inverse.
Elle constitue un obstacle à la réflexion collective et ralenti l’émergence de nouvelles idées ainsi que l’élaboration de nouvelles stratégies.

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Le bonheur au travail : un sujet qui n’a rien d’évident.
Journaliste à L’Express, spécialiste des risques psycho-professionnels, Vincent Olivier explore dix pistes pour mieux vivre sa vie professionnelle.
Réussir ce pari suppose de tenir compte de paramètres très variés. Cela suppose d’identifier ses motivations profondes, de connaître ses limites, de cultiver l’art de mettre ses émotions à distance… Des conseils judicieux s’appuyant sur les travaux de nombreux coachs et psychologues.

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Le 6 janvier 2015, L’institut Great Place to Work a publié la deuxième édition de son étude sur le bien-être au travail. Menée auprès d’un échantillon de 1000 salariés représentatifs, il révèle que 48% des salariés français sont confrontés de manière directe ou indirecte au burn-out.
39% d’entre eux ressentent une dégradation de l’ambiance au sein de leur entreprise. Cette situation se caractérise notamment par un manque de reconnaissance personnelle.
Seuls 30% des salariés français ont le sentiment que leurs réussites sont vraiment valorisées. Et en ce qui concerne l’avenir ?
83% des personnes interrogées sont pessimistes quant à une possibilité de reprise économique rapide en France. Sale temps pour l’engagement.
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Lancé sur sa belle dynamique, l’Observatoire de l’Engagement poursuit ses activités et vient de créer un Comité d’Orientation. Ses membres se réuniront pour la première fois le 15 Avril prochain.
Ce comité est constitué de personnalités externes, ouvertes sur le monde de l’entreprise. Elles sont complémentaires dans leurs expériences, leurs regards et leurs approches.

-M. Bernard BENATTAR (Philosophe)
-M. François DUPUY (Consultant, Professeur, Auteur de « La faillite de la pensée managériale »)
-M. Bernard COULATY (DRH-Pernod Ricard Asie)
-M. Bruno GUILLEMET (DGRH-Alstom)
-Mme. Sophie PETERS (Psychanalyste et Journaliste : Europe 1, Le Monde, Les Echos)
-Mme. Marie-Sophie RAMSPACHER (Journaliste en charge du management pour Les Echos)

Tous les membres du comité portent un intérêt très actif à la question incontournable de l’engagement des salariés.
Ils sont tous convaincus qu’il s’agit une problématique centrale pour le développement et la performance des collaborateurs et des organisations.
L’objectif du Comité d’orientation est « d’orienter » les actions, les pistes de réflexions, d’études et les champs d’interventions de l’Observatoire. Cette première réunion validera notamment la feuille de route 2015.
Nous sommes très fiers que ces personnalités aient accepté de rejoindre l’aventure de l’Observatoire et soient à nos côtés pour faire évoluer les représentations et faire rayonner cette thématique de l’engagement en entreprise.
Le 19 mars, l’Observatoire organisera une nouvelle table ronde à l’Université de Paris Dauphine en présence des enseignants/chercheurs, Lionel Garreau et Serge Perrot. Les débats porteront sur les questions soulevées par la première étude de l’Observatoire : « L’engagement des salariés vus par les dirigeants ».
Ambition, partage et expérience sont les maîtres mots de notre Think Tank !

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Le dernier numéro de L’International Journal of Management Research and Business Strategy contient une étude de deux chercheurs indiens qui démontre de manière convaincante l’existence de liens « forts » et « directs » entre le niveau d’engagement des salariés et le niveau de productivité et de rentabilité des entreprises pour lesquelles ils travaillent. Parmi les leviers utilisés pour stimuler l’engagement des salariés se trouvent la possibilité de « dialoguer ouvertement avec sa hiérarchie », celle de « participer à la prise de décision » ainsi que « la reconnaissance de la contribution de chacun à l’effort collectif ». Menée dans l’Etat du Maharashtra (Inde ), cette étude est la première du genre à avoir été menée auprès d’un échantillon de 1200 personnes. Pour donner plus de poids à leurs résultats, les deux chercheurs ont pris soin d’interroger autant de cols blancs que de cols bleus.

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Mettre la puissance des instruments de communication digitaux au service de l’engagement des salariés peut s’avérer très payant. Encore faut-il ne pas se contenter d’investir de manière chaotique dans les derniers gadgets high tech à la mode. Travaillant tous deux pour le cabinet de conseil Mc Kinsey, Arne Gast et Raul Lansink démontrent que l’efficacité d’une telle initiative dépend de la capacité de l’entreprise à anticiper l’impact de cette nouvelle technologie sur sa structure hiérachique. Pour entrer avec succès dans l’ère du 2.0, une entreprise doit être prête à revoir en profondeur son modèle d’organisation. De quoi faire réfléchir avant d’inonder ses collaborateurs de mails, de tweets ou de sms.

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Les résultats de la dernière étude de l’Institut Gallup sont alarmants. Seuls 14% des salariés européens se considèrent engagés dans leur travail. En France, ils sont seulement 9%. Il est vital pour les entreprises de remédier rapidement à cette situation. L’holacratie est l’une des réponses possible à cette crise. Dans un monde révolutionné par la dématérialisation numérique, l’holacratie propose un modèle d’entreprise agile et dynamique susceptible d’entraîner les équipes et de motiver les individus.

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Les dirigeants que vous avez interrogés ne semblent pas identifier la rémunération comme l’un des principaux leviers de l’engagement des salariés.

Quels sont les outils utilisés pour mesurer l’engagement des collaborateurs ?

Sur quoi repose la typologie des salariés que vous présentez dans votre étude ?