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Avez-vous un contrat de mariage?
Présidente-directrice générale
Directrice régionale – Montérégie
On dit souvent qu’il est mieux de prévoir, dès le départ, les règles d’une séparation, et ce, pour éviter les problématiques. Mieux vaut définir les conséquences d’une séparation quand la relation va bien. Lorsque l’un des deux amoureux veut mettre un terme à la relation, l’autre se retrouve souvent dans un état émotif important. Bien évidemment, ça fait mal de se faire rejeter ou de perdre l’amour d’une personne, tout notre univers s’écroule ! Si les termes et les règles ont été prévus dès le départ, le règlement est plus facile et cela évite de longues discussions et argumentations qui peuvent être irrationnelles et manipulatoires.
Dans ce même ordre d’idée, qu’en est-il dans vos relations avec vos employés ? Avez-vous prévu les règles d’une séparation employé-employeur ?
Malheureusement, plusieurs organisations négligent cet aspect de leur gestion des ressources humaines. Certes, les Normes du travail et le Code du travail régissent en partie le cadre des conditions, mais si on veut mettre toutes les chances de notre côté dans cette relation si primordiale de la réussite de notre entreprise, mieux vaut prendre le temps de bien faire les choses.
Une entreprise respectée des meilleurs candidats demeure une entreprise structurée, qui affiche clairement ses règles et qui démontre de la rigueur dans ces processus. Offrir un emploi sur le coin de la table en tenant pour acquis que l’autre partie connaît les règles de l’entreprise n’est certes pas la démonstration d’un travail bien fait. Aucune entreprise n’a le luxe, en pleine rareté et pénurie de main-d’œuvre, d’avoir une mauvaise réputation sur le marché des candidats. Oui, le contrat de travail, qu’il soit à durée déterminée ou non, est une façon de développer sa marque d’employeur sur le marché.
Or, que l’emploi soit permanent ou temporaire, sachez que les gens préféreront recevoir une entente de travail qui régira la relation et qui prévoira la mise à pied ou le départ de l’employé. Sachez aussi que, peu importe le statut de l’emploi, cette entente pourrait vous éviter bien des problèmes.
Je vous invite à lire l’article de ma collègue Caroline Henri intitulé « Contrat à durée déterminée ou indéterminée, lequel choisir ? » qui vous explique quelques notions de base d’entente.
Ce texte ne constitue pas un avis professionnel. Les lecteurs ne devraient pas agir sur la seule foi des informations qui y sont contenues.