{"id":12549,"date":"2022-12-05T21:51:18","date_gmt":"2022-12-05T21:51:18","guid":{"rendered":"https:\/\/saragilbert.coach\/?p=12549"},"modified":"2022-12-05T21:51:18","modified_gmt":"2022-12-05T21:51:18","slug":"le-quiet-firing-un-faux-pas-en-leadership","status":"publish","type":"post","link":"https:\/\/saragilbert.coach\/fr\/le-quiet-firing-un-faux-pas-en-leadership\/","title":{"rendered":"Le \u00ab quiet firing \u00bb, un faux pas en leadership"},"content":{"rendered":"<div style=\"margin-top: 0px; margin-bottom: 0px;\" class=\"sharethis-inline-share-buttons\" ><\/div><div style=\"margin-bottom: 50px;\"><strong>\u00c9coutez l\u2019article<\/strong><\/div>\n<!--[if lt IE 9]><script>document.createElement('audio');<\/script><![endif]-->\n<audio class=\"wp-audio-shortcode\" id=\"audio-12549-1\" preload=\"none\" style=\"width: 100%;\" controls=\"controls\"><source type=\"audio\/mpeg\" src=\"https:\/\/saragilbert.coach\/wp-content\/uploads\/2022\/12\/QuiteFiring_FR.mp3?_=1\" \/><a href=\"https:\/\/saragilbert.coach\/wp-content\/uploads\/2022\/12\/QuiteFiring_FR.mp3\">https:\/\/saragilbert.coach\/wp-content\/uploads\/2022\/12\/QuiteFiring_FR.mp3<\/a><\/audio>\n<p>&nbsp;<\/p>\n<p><em>Parfois intentionnel, souvent inconscient\u2026en \u00eates-vous coupable?<\/em><\/p>\n<p>Le mois dernier, nous avons discut\u00e9 du \u00ab\u00a0<a href=\"https:\/\/saragilbert.coach\/fr\/le-quiet-quitting-une-realite-a-grand-impact\/\" target=\"_blank\" rel=\"noopener\">quiet quitting\u00a0<\/a>\u00bb, ce mouvement o\u00f9 les employ\u00e9s deviennent d\u00e9sengag\u00e9s et se tiennent \u00e0 faire le minimum, bref, s\u2019en tiennent \u00e0 leur description de t\u00e2ches \u2013 rien de plus.<\/p>\n<p>Alors qu\u2019on parle de plus en plus de ce mouvement, on entend \u00e9galement parler d\u2019un autre ph\u00e9nom\u00e8ne\u00a0: le \u00ab\u00a0quiet firing\u00a0\u00bb ou le licenciement silencieux.<\/p>\n<p><a href=\"https:\/\/www.forbes.com\/sites\/carolinecastrillon\/2022\/09\/11\/10-signs-your-boss-is-guilty-of-quiet-firing\/?sh=441482f24818\" target=\"_blank\" rel=\"noopener\">Forbes<\/a> d\u00e9crit ce ph\u00e9nom\u00e8ne comme\u00a0:<\/p>\n<p><em>\u00ab\u00a0\u2026un ph\u00e9nom\u00e8ne dans lequel les employeurs d\u00e9moralisent les employ\u00e9s ind\u00e9sirables <\/em><\/p>\n<p><em>au point qu&rsquo;ils d\u00e9cident de d\u00e9missionner.\u00a0\u00bb<\/em><\/p>\n<p>Je sais ce que vous vous dites \u00ab\u00a0bien, moi je ne fais pas \u00e7a!\u00a0\u00bb<\/p>\n<p>Sans aller jusqu\u2019\u00e0 cet extr\u00eame, est-ce possible que certains leaders d\u00e9motivent leurs employ\u00e9s sans s\u2019en rendre compte?<\/p>\n<p>Selon un sondage effectu\u00e9 par <a href=\"https:\/\/www.linkedin.com\/posts\/linkedin-news_leadership-development-activity-6967593664978022400-TDGE\/\" target=\"_blank\" rel=\"noopener\">LinkedIn<\/a>, 35 % des 20 000 r\u00e9pondants ont r\u00e9v\u00e9l\u00e9 avoir v\u00e9cu des actes de licenciement silencieux eux-m\u00eames, et 48 % en ont \u00e9t\u00e9 t\u00e9moin \u00e0 leur travail. Ensemble, c\u2019est plus de 83 % des r\u00e9pondants qui disent en avoir \u00e9t\u00e9 victimes ou t\u00e9moins!<\/p>\n<p>Certes certains leaders sont malveillants et agissent en bourreau, mais je ne crois pas que ce soit la majorit\u00e9 \u2013 au contraire, je crois sinc\u00e8rement que c\u2019est une infime minorit\u00e9.<\/p>\n<p>Ceci dit, apr\u00e8s avoir accompagn\u00e9 un grand nombre de leaders, j\u2019ai remarqu\u00e9 que certains comportements sont souvent r\u00e9p\u00e9t\u00e9s \u2013 parfois, inconsciemment, parfois par d\u00e9sespoir \u2013 et engendrent la d\u00e9motivation des membres de leur \u00e9quipe.<\/p>\n<p><strong>1. Manque (ou peu) de r\u00e9troaction<\/strong><\/p>\n<p>Par exemple, voici un exemple que je vois r\u00e9guli\u00e8rement\u00a0: on demande \u00e0 un membre de notre \u00e9quipe d\u2019effectuer des t\u00e2ches. Elles sont faites, mais avec des erreurs. On le mentionne \u00e0 la personne en question et elle les fait encore.<\/p>\n<p>Au fil du temps, on arr\u00eate de mentionner les erreurs et on les corrige nous m\u00eame ou on de demande \u00e0 quelqu\u2019un d\u2019autre dans notre \u00e9quipe ou on fait les t\u00e2ches sans en faire mention \u00e0 la personne concern\u00e9e.<\/p>\n<p><em>R\u00e9sultats<\/em>\u00a0: la confiance se perd, la communication diminue. L\u2019employ\u00e9 se sent comme un simple <em>ex\u00e9cutant<\/em>, s\u2019implique de moins en moins. Au bout d\u2019un moment, il se dit \u00ab\u00a0<em>what\u2019s the point<\/em>\u00a0\u00bb et ne fait m\u00eame plus un effort.<\/p>\n<p><strong>2. R\u00e9ductions des projets int\u00e9ressants, motivants<\/strong><\/p>\n<p>Un employ\u00e9 semble toujours submerg\u00e9 de travail, toujours tr\u00e8s occup\u00e9. Au lieu d\u2019\u00e9couter pour des besoins d\u2019\u00eatre <em>coach\u00e9<\/em>, mieux guid\u00e9 ou des besoins de formation qui aideraient l\u2019employ\u00e9 \u00e0 performer plus efficacement ou avec une meilleure clart\u00e9 &#8211; on donne les projets plus motivants \u00e0 un autre membre de notre \u00e9quipe ou on embauche une nouvelle ressource.<\/p>\n<p><em>R\u00e9sultat<\/em>\u00a0: l\u2019estime personnelle de la personne commence \u00e0 se d\u00e9t\u00e9riorer, elle commence \u00e0 croire de moins en moins \u00e0 ses comp\u00e9tences, \u00e0 son potentiel. De nouveau, au bout d\u2019un moment, elle se dit \u00ab\u00a0what\u2019s the point\u00a0\u00bb et ne fait m\u00eame plus un effort.<\/p>\n<p><strong>3. Embauche d\u2019une nouvelle ressource<\/strong><\/p>\n<p>On embauche une nouvelle ressource afin de prendre en charge des t\u00e2ches plus complexes, plus avanc\u00e9es sans valider l\u2019int\u00e9r\u00eat d\u2019avancement aupr\u00e8s des gens actuellement en place dans notre \u00e9quipe.<\/p>\n<p><em>R\u00e9sultat<\/em>\u00a0: les gens de notre \u00e9quipe ne voient pas de possibilit\u00e9s d\u2019avancement ou d\u2019\u00e9volution personnelle au sein de notre pratique d\u2019affaires et iront possiblement voir d\u2019autres opportunit\u00e9s ailleurs.<\/p>\n<p>Maintenant, je ne sais pas si le \u00ab\u00a0quiet quitting\u00a0\u00bb vient avant ou apr\u00e8s le \u00ab\u00a0quiet firing\u00a0\u00bb ou vice-versa. Mais certes, ils vont main dans la main.<\/p>\n<p>J\u2019aimerais vous dire que j\u2019ai toutes les r\u00e9ponses pour garder nos \u00e9quipes pleinement engag\u00e9es, mais je ne les ai pas (je suis \u00e9galement coupable de certains de ces comportements\u2026). Moi aussi, en tant que leader, j\u2019\u00e9volue, j\u2019apprends, je fais des erreurs, j\u2019apprends encore plus.<\/p>\n<p>Mais s\u2019il y a une chose que je peux vous partager et que je sais assur\u00e9ment\u2026notre leadership est le reflet de notre self-leadership et de notre conscience de soi.<\/p>\n<p>En prenant un moment afin de conscientiser pourquoi <em>nous<\/em> agissons de telle ou telle fa\u00e7on, on met au jour certains comportements que <em>nous<\/em> avons.<\/p>\n<p>Donc, prendre le temps de prendre le temps ET se demander\u00a0:<\/p>\n<ul>\n<li>Qu\u2019est-ce qui fait que j\u2019ai agi ainsi? Qu\u2019est-ce qui se cache <em>vraiment<\/em> derri\u00e8re mon comportement?<\/li>\n<li>Est-ce que j\u2019ai confiance en cette personne?\n<ul>\n<li>Si oui, comment puis-je l\u00e2cher prise? De quoi ai-je besoin? De quoi cette personne a-t-elle besoin?<\/li>\n<li>Sinon, comment pourrais-je lui faire confiance un peu plus aujourd\u2019hui?<\/li>\n<\/ul>\n<\/li>\n<li>O\u00f9, en tant que leader, ai-je manqu\u00e9 dans mon leadership?<\/li>\n<li>Est-ce la bonne personne dans mon \u00e9quipe? Est-elle dans le bon r\u00f4le?<\/li>\n<li>Est-ce que je suis le leader que <a href=\"https:\/\/saragilbert.coach\/fr\/etes-vous-trop-exigeant\/\" target=\"_blank\" rel=\"noopener\">j\u2019aimerais avoir pour moi-m\u00eame<\/a>?<\/li>\n<\/ul>\n<p>\u00catre conseiller de confiance pour ses clients, \u00eatre entrepreneur, \u00eatre leader sont trois chapeaux diff\u00e9rents qui requi\u00e8rent des habilet\u00e9s diff\u00e9rentes.<\/p>\n<p>La beaut\u00e9 avec le leadership c\u2019est qu\u2019il n\u2019y a pas de comp\u00e9tence \u00e0 acqu\u00e9rir, mais une meilleure <em>conscience<\/em> de soi \u00e0 mettre au jour et des <em>habilet\u00e9s<\/em> \u00e0 pratiquer.<\/p>\n<p>En offrant la meilleure version de nous-m\u00eames, on se lib\u00e8re de la \u00ab\u00a0gestion\u00a0\u00bb d\u2019\u00e9quipe et on se concentre sur la \u00ab\u00a0cr\u00e9ation\u00a0\u00bb de leaders internes pleinement engag\u00e9s et motiv\u00e9s.<\/p>\n<p>Car, le monde a besoin de plus de leaders qui cr\u00e9ent plus de leaders!<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-8378\" src=\"https:\/\/saragilbert.coach\/wp-content\/uploads\/2020\/08\/Logo-Sara-Gilbert-Consultante-et-coach-2-1.png\" alt=\"Sara\" width=\"163\" height=\"145\" \/><\/p>\n<p>C\u2019est toujours avec plaisir que je lis vos commentaires. Vous pouvez me joindre<a href=\"https:\/\/saragilbert.coach\/fr\/nous-joindre\/\"> ici<\/a> et rester en contact avec moi via les m\u00e9dias sociaux :<a href=\"https:\/\/www.linkedin.com\/in\/saragilbert\/\" target=\"_blank\" rel=\"noopener\"> LinkedIn<\/a>, <a href=\"https:\/\/www.facebook.com\/SaraGilbertStrategist\" target=\"_blank\" rel=\"noopener\">Facebook<\/a>, <a href=\"https:\/\/www.saragilbert.tv\/\" target=\"_blank\" rel=\"noopener\">YouTube<\/a> et <a href=\"https:\/\/www.instagram.com\/saragilbertstrategist\/\" target=\"_blank\" rel=\"noopener\">Instagram<\/a><u>.<\/u><\/p>\n<span class=\"et_bloom_bottom_trigger\"><\/span>","protected":false},"excerpt":{"rendered":"<p>\u00c9coutez l\u2019article &nbsp; Parfois intentionnel, souvent inconscient\u2026en \u00eates-vous coupable? Le mois dernier, nous avons discut\u00e9 du \u00ab\u00a0quiet quitting\u00a0\u00bb, ce mouvement o\u00f9 les employ\u00e9s deviennent d\u00e9sengag\u00e9s et se tiennent \u00e0 faire le minimum, bref, s\u2019en tiennent \u00e0 leur description de t\u00e2ches \u2013 rien de plus. Alors qu\u2019on parle de plus en plus de ce mouvement, on [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":12548,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[2],"tags":[],"class_list":["post-12549","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-non-classifiee"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Le \u00ab quiet firing \u00bb, un faux pas en leadership - Strategist<\/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:\/\/saragilbert.coach\/fr\/le-quiet-firing-un-faux-pas-en-leadership\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le \u00ab quiet firing \u00bb, un faux pas en leadership - Strategist\" \/>\n<meta property=\"og:description\" content=\"\u00c9coutez l\u2019article &nbsp; Parfois intentionnel, souvent inconscient\u2026en \u00eates-vous coupable? Le mois dernier, nous avons discut\u00e9 du \u00ab\u00a0quiet quitting\u00a0\u00bb, ce mouvement o\u00f9 les employ\u00e9s deviennent d\u00e9sengag\u00e9s et se tiennent \u00e0 faire le minimum, bref, s\u2019en tiennent \u00e0 leur description de t\u00e2ches \u2013 rien de plus. 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Le mois dernier, nous avons discut\u00e9 du \u00ab\u00a0quiet quitting\u00a0\u00bb, ce mouvement o\u00f9 les employ\u00e9s deviennent d\u00e9sengag\u00e9s et se tiennent \u00e0 faire le minimum, bref, s\u2019en tiennent \u00e0 leur description de t\u00e2ches \u2013 rien de plus. 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