{"id":8536,"date":"2024-01-19T14:55:49","date_gmt":"2024-01-19T14:55:49","guid":{"rendered":"https:\/\/leaderzone.ca\/?p=8536"},"modified":"2024-01-19T15:05:44","modified_gmt":"2024-01-19T15:05:44","slug":"au-dela-de-la-remuneration-lengagement","status":"publish","type":"post","link":"https:\/\/leaderzone.ca\/en\/au-dela-de-la-remuneration-lengagement","title":{"rendered":"Beyond Compensation, Engagement"},"content":{"rendered":"<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-media-text is-stacked-on-mobile is-vertically-aligned-top\" style=\"grid-template-columns:64% auto\"><figure class=\"wp-block-media-text__media\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"654\" src=\"https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-1024x654.jpg\" alt=\"\" class=\"wp-image-8543 size-full\" srcset=\"https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-1024x654.jpg 1024w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-300x192.jpg 300w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-768x491.jpg 768w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-1536x982.jpg 1536w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-2048x1309.jpg 2048w, https:\/\/leaderzone.ca\/wp-content\/uploads\/2024\/01\/christian-dubovan-Y_x747Yshlw-unsplash-18x12.jpg 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h1 class=\"wp-block-heading has-text-color has-large-font-size\" style=\"color:#00accd\"><strong><em><a href=\"https:\/\/www.linkedin.com\/pulse\/au-del%2525C3%2525A0-de-la-r%2525C3%2525A9mun%2525C3%2525A9ration-lengagement-leaderzone-ca-jza5e%3FtrackingId=UhdW%252FXkkCievrd2Odtj1aA%253D%253D\/?trackingId=UhdW%2FXkkCievrd2Odtj1aA%3D%3D\" target=\"_blank\" rel=\"noopener\">Beyond Compensation, Engagement<\/a><\/em><\/strong><\/h1>\n\n\n\n<p><\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"wp-block-stackable-columns stk-block-columns stk-block stk-a93ca57\" data-block-id=\"a93ca57\"><div class=\"stk-row stk-inner-blocks stk-block-content stk-content-align stk-a93ca57-column\">\n<div class=\"wp-block-stackable-column stk-block-column stk-column stk-block stk-ec7c5ec\" data-v=\"4\" data-block-id=\"ec7c5ec\"><div class=\"stk-column-wrapper stk-block-column__content stk-container stk-ec7c5ec-container stk--no-background stk--no-padding\"><div class=\"stk-block-content stk-inner-blocks stk-ec7c5ec-inner-blocks\">\n<div class=\"wp-block-qubely-socialicons qubely-block-530161\"><div class=\"qubely-block-social-icons  qubely-layout-normal qubely-style-default\"><ul class=\"qubely-ul\"><li class=\"qubely-li qubely-social-item qubely-social-linkedin\" arealabel=\"LinkedIn\"><a href=\"https:\/\/www.linkedin.com\/company\/leaderzone-ca\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"><i class=\"qubely-social-icon fab fa-linkedin\"><\/i><span class=\"qubely-social-label\">LinkedIn<\/span><\/a><\/li><li class=\"qubely-li qubely-social-item qubely-social-facebook\" arealabel=\"Facebook\"><a href=\"https:\/\/www.facebook.com\/leaderzone.ca\" target=\"_blank\" rel=\"nofollow noopener noreferrer\"><i class=\"qubely-social-icon fab fa-facebook\"><\/i><span class=\"qubely-social-label\">Facebook<\/span><\/a><\/li><\/ul><\/div><\/div>\n<\/div><\/div><\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>By Janine Karam<\/strong><\/td><\/tr><tr><td><em><mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-black-color\"><span style=\"color: #0f0f0f;\" class=\"stk-highlight\">\u00ab&nbsp;Bien au-del\u00e0 de l\u2019ex\u00e9cution de t\u00e2ches exig\u00e9e par le contrat de travail, il n\u2019est d\u2019engagement que librement consenti. Il ne s\u2019ach\u00e8te pas, sa v\u00e9ritable motivation est intrins\u00e8que. Il est la diff\u00e9rence entre &#8211;&nbsp;je fais ce qu\u2019on me demande et je suis \u00e0 l\u2019heure&nbsp;&#8211; et &#8211;&nbsp;je donne le meilleur de moi-m\u00eame et je refuse une offre de travail ailleurs parce que moi, j\u2019y crois \u00e0 mon entreprise!&nbsp;<em>\u00bb<\/em>.<\/span><\/mark><\/em><br><em>&#8211; <\/em>Janine Karam, employ\u00e9e depuis 25 ans dans diverses entreprises, d\u2019ici et d\u2019ailleurs.<br>&nbsp;<br>Engagement is a key factor in organizational prosperity and has a direct impact on productivity, innovation, brand image, and the overall financial and health of the company. An engaged employee is invested in and believes in the mission of their organization\/team. The quality of engagement directly depends on the quality of the relationship between the employee and their manager, regardless of their leadership style.<br>&nbsp;<br>To prevent Dalida's song \"Paroles, paroles et encore des paroles\" from becoming your employees' mantra, revisit these concrete strategies that will allow you, as a leader, to play an active role in creating, improving and optimizing your employees' engagement.<br><br><strong>1- L\u2019engagement se d\u00e9veloppe d\u00e8s l\u2019entretien d\u2019embauche jusqu\u2019\u00e0 celui du d\u00e9part<br>2- Neither chicken nor pig, moderation tastes much better<br>3- Train Yourself &amp; Train Others<br>4- Favoriser un environnement sain, psychologique et physique<br>5- Optimize Communication<br>6- Oser les sondages<\/strong><br><br><span style=\"color: #cf2e2e;\" class=\"stk-highlight\"><strong>1- <\/strong><\/span><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">Commitment develops from the job interview to the departure&nbsp;<\/span><\/strong><br><br><strong><em>The WHY<\/em><\/strong><br>- From the moment of hiring, the onboarding process has the potential to trigger the new employee's engagement process; if the steps in the process are neglected, the newcomer may already be thinking about leaving.<br>- The departure of an employee can be a golden opportunity to gain insight into variables you have the opportunity to improve.<br><br><strong><em>The HOW<\/em><\/strong><br>&#8211; Embauchez strat\u00e9giquement&nbsp;: privil\u00e9giez des profils qui pourront rentrer en synergie ou am\u00e9liorer cette derni\u00e8re dans l\u2019\u00e9quipe existante.&nbsp;<br>&#8211; Soignez le processus d\u2019accueil et d\u2019int\u00e9gration du nouveau collaborateur&nbsp;: envoi des documents \u00e0 remplir avant sa premi\u00e8re journ\u00e9e, am\u00e9nagement de son espace de travail, disponibilit\u00e9s des \u00e9quipements et logiciels dont il aura besoin, partage de la documentation pertinente, pr\u00e9sentation des coll\u00e8gues et partenaires directs, parrainage par les pairs, etc.<br>- A team-building activity or team training workshop, planned quickly, helps strengthen the integration of the newcomer into the team.<br>- Thank the departing employee and explore the reasons for their departure with them. If there is bitterness, listen; behind the bitterness, there are ways to improve so as not to repeat the mistakes.<br>&nbsp;<br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">2- Neither chicken nor pig, moderation tastes much better&nbsp;<\/span><\/strong><br><br><strong><em>The WHY<\/em><\/strong><br>&#8211; <em>\u201cThe pig said to the hen: eggs, for you, are a partial commitment, bacon, for me, is a total commitment!\u201d<\/em> &#8211; Yvon Deschamps, humoriste qu\u00e9b\u00e9cois.<br>- The leader's role is to ensure the right balance between under-commitment and over-commitment, to understand and remedy the reasons for the former, and to balance the latter to protect their employee from the harmful effects of burnout.<br><br><strong><em>The HOW<\/em><\/strong><br>- Encourage employees to take breaks.<br>- Avoid sending emails after work hours or outside of regular business hours.<br>- Recognize efficiency rather than long hours.<br>- Review workloads and redistribute, if necessary.<br>- Encourage taking vacations and resting.<br>- Allow for disconnection and personal life priorities (going to medical appointments, parent meetings, etc.).<br>- Encourage and celebrate the pursuit of personal projects.<br>- Set an example by knowing and respecting your own limits.<br><br><em>\u00ab&nbsp;Lorsque les gens sont investis financi\u00e8rement, ils veulent un retour. Lorsque les gens sont \u00e9motionnellement investis, ils veulent contribuer.&nbsp;\u00bb<\/em> &#8211; Simon Sinek<br>&nbsp;<br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">3- Train Yourself &amp; Train Others<\/span><\/strong><br><br><strong><em>The WHY for You<\/em><\/strong><br>- Beyond commanding and enforcing deadlines for achieving targets, the leader's responsibility is to support humans by helping them develop their full potential.<br>- Acquiring and adopting the skills inherent in a leader-coach role takes on its full meaning in this context. Fulfilling this role requires training and is far from giving advice over coffee, because the relationship you establish with your employees determines their willingness to commit to the success of your shared project.<br><br><strong><em>The HOW for You<\/em><\/strong><br>- Individual coaching, mentoring, 360 assessment, etc., several possibilities are available to you as a leader to allow you to know yourself and target your challenges.<br>&#8211; Formez-vous&nbsp;: certaines comp\u00e9tences sont primordiales et transversales pour d\u00e9velopper votre leadership en vue de r\u00e9ussir la relation avec vos collaborateurs, telles que l\u2019intelligence \u00e9motionnelle, la communication engageante, le feedback constructif, etc. et peuvent\/doivent \u00eatre acquises et am\u00e9lior\u00e9es.<br><br><strong><em>The WHY for Them<\/em><\/strong><br>- The annual Workplace Learning Report (2023) survey conducted by Linkedin shows that 94% of employees surveyed would continue working in the same company longer if it invested in their professional training, 94%!<br>- An employee stuck in a role that doesn't allow them to reach their full potential becomes bored and demotivated. If nothing changes, disengagement is the order of the day.<br>- If employees are encouraged and given the opportunity to develop their skills within the company, they can consider a long-term career within the company, both laterally and upwardly. This allows the company to retain and benefit from its talent, rather than losing it to competitors.<br><br><strong><em>The HOW for Them<\/em><\/strong><br>- Prioritize skills development, allocate the necessary budget and time to it.<br>- Any training aimed at improving physical and\/or mental health will have a direct impact on the level of engagement, even if it concerns personal finance management, nutrition, etc. and is not directly linked to the team's objectives.<br>- Involve your colleagues in becoming mentors for new members of the team. There's nothing more rewarding than sharing your knowledge and expertise. It also facilitates knowledge transfer.<br>- Team-building activities, happy hours, and lunch &amp; learns are also great opportunities that promote closeness, the learning of new skills, and the sharing of ideas and best practices.<br>&nbsp;<br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">4- Promote a safe and healthy environment, psychologically and physically<\/span><\/strong><br><br><strong><em>The WHY<\/em><\/strong><br>- Well-being at work promotes employee engagement. It's a driver of performance and a legal obligation. Employees increasingly aspire to a seamless integration of their professional experience into their personal lives.<br>- The climate of psychological safety at work is now considered to be a crucial condition and an important lever for increasing retention, improving satisfaction and impacting employee engagement within organizations.<br>- Work-life balance is a key requirement, especially after the pandemic and in the current context of global conflicts, labor shortages and economic instability.<br><br><strong><em>The HOW<\/em><\/strong><br>- You can't invite yourself into your colleagues' virtual offices, but you can ensure they have the right equipment and software to perform their tasks and that they know who to contact if they have any problems.<br>- Ensure that the physical environment in the office is healthy and pleasant (temperature, noise, brightness, ergonomic chairs and desks, indoor plants, etc.), safe (mold, electrical wires, etc.) and promotes productivity.<br>- Encourage your employees to express themselves honestly, to give and share feedback with each other without fear of reprisal, to admit their mistakes and see them as learning opportunities.<br>- Trust them, give them autonomy and celebrate their initiatives in finding solutions and creative ideas.<br>- Develop teamwork projects, especially if daily tasks don't provide the opportunity. A sense of belonging can be difficult to develop alone. &nbsp;<br>&#8211; Le collaborateur veut qu\u2019on lui donne une r\u00e9troaction constructive&nbsp;: n\u2019ayez pas peur de le faire r\u00e9guli\u00e8rement. C\u2019est comme un enfant qui passe un test, mais qui n\u2019en re\u00e7oit jamais le corrig\u00e9. Juste une note qui ne veut pas dire grand-chose.<br>&#8211; Honorez qui ils sont et pas seulement ce qu\u2019ils font. Organiser des activit\u00e9s et \u00e9v\u00e8nements de c\u00e9l\u00e9bration de leurs r\u00e9ussites, au travail et en dehors de celui-ci, permet de satisfaire un besoin de base chez tout \u00eatre humain&nbsp;: la reconnaissance.<br>- Provide a gym or physical activity classes at work or virtually, or a bonus for purchasing sports equipment or joining a fitness center.<br>&nbsp;<br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">5- Optimize Communication<\/span><\/strong><br><br><strong><em>The WHY<\/em><\/strong><br>- Uninformed colleagues tend to fill the void with stories from their imagination, and unheard colleagues will feel betrayed. Hallway conversations will be heated, but for the wrong reasons.<br><br><strong><em>Le comment<\/em><\/strong><br>- Communicate the organization's mission, vision, and values \u200b\u200bclearly and regularly. Not just when hiring.<br>- Present the purpose of the team and the employees who make it up, highlighting the meaning of what you accomplish and the connections between the different roles.<br>- Discuss transparently changes, both small and large, internal and external, that directly and indirectly impact employees' daily lives. Clarity paves the way for trust.<br>- Get to know each member of your team, build trust, engage in transparent conversations, and practice active listening.<br>&#8211; Faites des collaborateurs que vous percevez comme les moins engag\u00e9s vos meilleurs alli\u00e9s&nbsp;: Approfondissez vos discussions avec eux et \u00e9coutez-le&nbsp;: c\u2019est dans leurs r\u00e9ponses que se trouve le Sens qu\u2019ils souhaitent donner \u00e0 leur engagement et les \u00e9l\u00e9ments sur lesquels vous pouvez intervenir.<br>- During your individual meetings with your colleagues, dare to ask the question: If today you decide to leave the organization, for what reasons will you do so?<br>- Talk to him about his career goals, what he enjoys most about his work, what changes he would like to see implemented, and what might lead him to consider leaving the organization.<br>&nbsp;<br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">6- Dare to take surveys<\/span><\/strong><br><br><strong><em>The WHY<\/em><\/strong><em><br><\/em>- Survey data, when analyzed intelligently and used effectively, are a wealth of information relevant to the issues raised and thus enable targeted and effective interventions. They are also a source of new ideas.<br>- Being evaluated by your team, managers, and partners clearly indicates that you want to grow as a leader and help your team develop. This improves your employees' experience and boosts their engagement.&nbsp;<br><br><strong><em>Le comment<\/em><\/strong><br>- Explore opinion and retention surveys, even those where you are the central subject.<br>- To get optimal buy-in, be sure to clearly communicate the reason for collecting information and what you plan to do with the results.<br>- To maintain a climate of psychological safety, respect anonymity.<br>- Share aggregated results in a team meeting where you can continue the discussion with your colleagues. Don't just send an email with numbers and graphs.<br>- Take concrete action: A survey that goes unanswered is a missed opportunity that breaks trust and is a source of frustration for employees.<br><br><strong><span style=\"color: #cf2e2e;\" class=\"stk-highlight\">The committed human<\/span><\/strong><br><br>Between the advent of artificial intelligence, the development of robot machines, the idea of \u200b\u200buniversal basic income that is back in societal debates, economic instability and the generalized shortage of labor, commitment goes beyond that of the employee towards his organization to that of the human towards his society. The list of strategies that you, as a leader, can adopt to optimize this commitment is even longer, richer and more diversified, its source being the human that is your employee and the human that is you. <br><\/td><\/tr><\/tbody><\/table><\/figure>","protected":false},"excerpt":{"rendered":"<p>Il est la diff\u00e9rence entre &#8211;\u00a0je fais ce qu\u2019on me demande et je suis \u00e0 l\u2019heure\u00a0&#8211; et &#8211;\u00a0je donne le meilleur de moi-m\u00eame et je refuse une offre de travail ailleurs parce que moi, j\u2019y crois \u00e0 mon entreprise!\u00a0<\/p>","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[15],"tags":[53],"class_list":["post-8536","post","type-post","status-publish","format-standard","hentry","category-ressources","tag-article"],"acf":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8536","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/comments?post=8536"}],"version-history":[{"count":5,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8536\/revisions"}],"predecessor-version":[{"id":8560,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/posts\/8536\/revisions\/8560"}],"wp:attachment":[{"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/media?parent=8536"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/categories?post=8536"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leaderzone.ca\/en\/wp-json\/wp\/v2\/tags?post=8536"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}