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Toute l’équipe de Perreault & Associés vous souhaite une année 2018 stimulante. Que cette année soit à la hauteur de vos aspirations personnelles et professionnelles.

 


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Certes, l’année 2017 a été forte en émotions. Notre société vit un tournant dans son histoire. L’automne s’est terminé sous le signe de la dénonciation et les relations de travail de certaines organisations en ont été fortement affectées. Il est certain que de gérer une organisation avec tous les aspects légaux, éthiques et humains n’est pas une mince tâche et, à vous chers gestionnaires, je vous félicite !

Mais au-delà de ces problématiques relationnelles et de la rareté de main-d’oeuvre (je n’ai pas utilisé le mot « pénurie » d’une façon délibérée) que vit le Québec, il y a d’autres avenues à réfléchir en gestion des ressources humaines qui mériteraient de s’y attarder afin d’améliorer quelque peu le rendement de vos organisations.

Plusieurs activités sont nécessaires à une saine gestion des ressources humaines. Ainsi, une entreprise qui veut optimiser sa GRH et assurer le plein rendement de ses équipes doit entre autres:

Avoir un processus de recrutement efficace afin d’attirer les meilleurs talents

Ceci veut dire réfléchir et innover dans la recherche de personne compétente, assurer la visibilité de son entreprise sur le marché et être structuré dans son processus. Encore trop d’entreprises font des entrevues sur le coin de la table et ne savent pas ce qu’ils recherchent comme compétences. Le marketing RH 2.0 a bonne figure en 2018. Attention aussi à vos attentes ! Sachez être réaliste !

Avoir une structure de rémunération globale intéressante

Si vous souhaitez assurer le succès de votre organisation en 2018, vous devez avoir un programme de rémunération compétitif et qui répond aux besoins de vos équipes. Je ne parle pas d’argent nécessairement. Soyez créatifs et surtout, vérifiez auprès de vos employés leurs besoins. Dans le cas des petites entreprises, la créativité en matière de rémunération a toute sa place. À cet égard, je vous réfère à des articles (voir ci-dessous) rédigés par ma collègue qui ont encore toute leur place.

Intervenez dans vos relations avec vos équipes

Enfin la gestion des ressources humaines ne se résume pas à bien recruter et à rémunérer ses employés à leur juste valeur. Après ces deux grandes étapes réussies, il faut maintenant maintenir vos relations. Cela passe par une saine communication, mais surtout UNE communication. Malheureusement, on pense souvent à tort que tous pensent comme nous. Eh bien non malheureusement ! Si nous avions des leçons à tirer des événements de l’automne, voici ce qu’il faudrait retenir à mon avis:

  • Assurer de nos attentes soient bien verbalisées à nos employés
  • Assurer que leurs attentes soient entendues et comprises et surtout, leur revenir si leurs attentes sont réalistes ou non.
  • Apprendre et ne pas avoir peur de dire NON
  • Intervenir au DÉBUT dans le cas d’écarts de conduite. Si cela ne fait pas partie de vos habitudes, ce sera plus difficile de commencer, mais combien payant (d’un point de vue des relations) après très peu de temps.

Nous souhaitons que vos relations avec vos employés soient authentiques, saines et empreintes d’humour et de gaieté. Il en va de la survie de vos organisations.

Bonne année 2018

Manon Perreault CRHA

 

 

Articles à lire :
Un régime FLEX, ça mange quoi?
Qu’est-ce qui motive vos employés? L’argent?

 

Ce texte ne constitue pas un avis professionnel. Les lecteurs ne devraient pas agir sur la seule foi des informations qui y sont contenues.


À propos de Manon Perreault

À la tête de Perreault & Associés, Manon Perreault, CRHA, conseille et accompagne les gestionnaires et chefs d’entreprise de PME québécoises et d’OSBL dans leurs pratiques de gestion des ressources humaines et de gouvernance. Elle concentre sa pratique professionnelle en prévention du harcèlement psychologique et en climats de travail sains. Elle rêve d’ailleurs que les organisations voient le harcèlement dans une perspective éthique plutôt que juridique. Elle a développé une démarche unique quant à la prévention de toutes formes de conflits. Outre sa formation en prévention du harcèlement, Manon donne aussi des formations en éthique ainsi qu’en gouvernance au sein des organismes sans but lucratif tout en les accompagnant dans la mise en place de cadres éthiques et de gouvernance. Elle met aux services des organisations les réflexions et les concepts éthiques développés dans le cadre de sa maitrise en éthique appliquée obtenue en 2018. Elle connait bien le système professionnel québécois ayant siégé à plusieurs conseils d’administration, notamment celui de l’Ordre des conseillers en ressources humaines où elle a été membre du comité exécutif et présidente du comité de gouvernance et d’éthique pendant 6 années. Elle a dirigé la refonte du cadre de gouvernance et chapeauté plusieurs dossiers notamment le déploiement d’un cadre éthique pour les administrateurs ainsi que l’acception d’une première politique de rémunération des administrateurs. Comme elle ne trouvait pas d’équilibre entre le travail et la famille dans les entreprises pour lesquelles elle a travaillé, elle devient entrepreneure en 2003 afin de répondre à ce besoin. Aujourd’hui, entourée d’une équipe de 10 professionnelles, elle est fière d’avoir créé une organisation axée sur la conciliation famille-travail. Manon Perreault est également chargée de cours à l’École de gestion de l’Université de Sherbrooke où elle sensibilise de futurs dirigeants à l’importance de la gestion socialement responsable Elle est récipiendaire du prix CIQ remis par l’ordre des CRHA en 2020. Elle est le deuxième récipiendaire de ce prix dans l’histoire de l’ordre