{"id":64026,"date":"2022-10-03T20:58:12","date_gmt":"2022-10-03T20:58:12","guid":{"rendered":"https:\/\/explore.local\/blog-archive\/disons-le-clairement-proposer-des-formations-permet-de-lutter-contre-le-quiet-quitting\/"},"modified":"2026-03-29T06:15:07","modified_gmt":"2026-03-29T06:15:07","slug":"disons-le-clairement-proposer-des-formations-permet-de-lutter-contre-le-quiet-quitting","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/disons-le-clairement-proposer-des-formations-permet-de-lutter-contre-le-quiet-quitting\/","title":{"rendered":"Disons-le clairement : proposer des formations permet de lutter contre le \u00ab quiet quitting \u00bb"},"content":{"rendered":"\n

Un nouveau mouvement est en train d\u2019\u00e9merger dans le sillage de la pand\u00e9mie de COVID-19. Dans un contexte o\u00f9 le concept-m\u00eame de travail subit une v\u00e9ritable transformation, certains adh\u00e8rent \u00e0 la tendance du \u00ab\u00a0quiet quitting<\/a>\u00a0\u00bb, autrement dit \u00ab\u00a0travailler \u00e0 hauteur de son salaire\u00a0\u00bb.<\/p>\n\n\n\n

Le concept consiste \u00e0 ne plus faire preuve de z\u00e8le au travail. Au lieu de chercher \u00e0 se surpasser, les collaborateurs se contentent de se conformer aux exigences de leur poste. Il s\u2019agit de travailler pour vivre et non pas vivre pour travailler.<\/p>\n\n\n\n

Cette tendance est n\u00e9e en r\u00e9ponse aux journ\u00e9es trop longues, \u00e0 l\u2019\u00e9puisement professionnel et \u00e0 un manque g\u00e9n\u00e9ral de motivation au travail. Selon le rapport State of the Global Workplace: 2022<\/em><\/a> de Gallup, l\u2019engagement et le bien-\u00eatre des collaborateurs \u00e9taient en hausse dans le monde entier avant la pand\u00e9mie. Aujourd\u2019hui, ils stagnent\u00a0: \u00ab\u00a0Seuls 21\u00a0% des collaborateurs se sentent motiv\u00e9s au travail et 33\u00a0% d\u2019entre eux s\u2019y sentent heureux et \u00e9panouis. La plupart des autres travailleurs diraient que leur travail n\u2019a plus de sens, que leur vie ne les satisfait pas ou qu\u2019ils n\u2019ont pas foi en l\u2019avenir.\u00a0\u00bb<\/p>\n\n\n\n

La productivit\u00e9 des collaborateurs \u00e9tant depuis longtemps l\u2019un des principaux indicateurs de performance et de croissance, le \u00ab\u00a0quiet quitting\u00a0\u00bb est devenu une pr\u00e9occupation majeure<\/a> des entreprises du monde entier. Et cela n\u2019augure rien de bon pour l\u2019\u00e9conomie mondiale\u00a0: le manque d\u2019engagement co\u00fbte au monde 7,8\u00a0milliards de dollars, soit 11\u00a0% du PIB mondial<\/a>.<\/p>\n\n\n\n

Comment les employeurs peuvent-ils inverser cette tendance\u00a0? Une solution consiste \u00e0 accro\u00eetre l\u2019engagement des travailleurs en encourageant la formation. Les collaborateurs ont besoin de reconnaissance et d\u2019une r\u00e9mun\u00e9ration juste, mais ils doivent aussi avoir la libert\u00e9 de choisir leur parcours professionnel, et cela commence par une strat\u00e9gie de formation r\u00e9fl\u00e9chie<\/a>.<\/p>\n\n\n\n

L\u2019implication des managers est essentielle<\/strong><\/strong><\/h2>\n\n\n\n

Les managers ont un r\u00f4le important \u00e0 jouer dans la remobilisation des \u00e9quipes. Dans la plupart des entreprises, les managers sont les mieux plac\u00e9s pour op\u00e9rer des changements susceptibles de produire des r\u00e9sultats. Ce sont aussi eux qui montrent l\u2019exemple\u00a0: dans une culture apprenante positive, les collaborateurs sont 92\u00a0% plus susceptibles de d\u00e9clarer que leur manager les a accompagn\u00e9s dans leur d\u00e9veloppement<\/a>. Pour instaurer un tel environnement, les managers doivent orienter les apprenants en leur expliquant ce qu\u2019ils doivent apprendre et comment le faire, leur proposer des exp\u00e9riences de d\u00e9veloppement vari\u00e9es et stimulantes, leur communiquer des retours, les informer de leurs progr\u00e8s et leur offrir des opportunit\u00e9s de mettre en pratique, d\u2019appliquer et de d\u00e9velopper leurs comp\u00e9tences. Le guide du manager pour une culture apprenante positive<\/em><\/a> de Degreed vous explique comment vous pouvez les aider \u00e0 instaurer une culture apprenante positive et stimuler leur productivit\u00e9.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

D\u00e9couvrez ce qui passionne vos collaborateurs<\/strong><\/strong><\/h2>\n\n\n\n

Une passion est une source de motivation. En aidant vos collaborateurs \u00e0 d\u00e9velopper leurs passions, vous pourrez les mettre sur la voie de la formation. Selon le cabinet Deloitte<\/a>, pour prosp\u00e9rer dans la nouvelle \u00e9conomie dynamique de demain, les entreprises auront besoin de collaborateurs motiv\u00e9s et passionn\u00e9s. Gartner estime \u00e9galement que les int\u00e9r\u00eats personnels seront un facteur cl\u00e9 de l\u2019\u00e9volution du monde du travail au cours de la prochaine d\u00e9cennie<\/a>, puisque les collaborateurs seront toujours d\u00e9sireux de faire correspondre leur travail \u00e0 leurs propres objectifs et app\u00e9tences.<\/p>\n\n\n\n

Incitez vos collaborateurs \u00e0 s’ouvrir et \u00e0 chercher plus loin et aidez-les \u00e0 d\u00e9couvrir ce qui les motive en les encourageant \u00e0 r\u00e9fl\u00e9chir \u00e0 ce qui les int\u00e9resse et les passionne. Votre responsable de l\u2019exp\u00e9rience client s’int\u00e9resse au d\u00e9veloppement de produits ? Si son manager a connaissance de ce penchant, il peut organiser un mentorat avec un membre de l\u2019\u00e9quipe Produit pour lui permettre d\u2019approfondir ses connaissances et de construire un nouveau projet professionnel.<\/p>\n\n\n\n

Encouragez la formation autodirig\u00e9e et offrez de nombreuses possibilit\u00e9s<\/strong><\/strong><\/h2>\n\n\n\n

Tirez parti des sources de motivation de vos collaborateurs et de leur d\u00e9sir d\u2019apprendre. Sans une strat\u00e9gie centr\u00e9e sur l\u2019apprenant, toute tentative de mont\u00e9e en comp\u00e9tences de vos collaborateurs \u00e0 grande \u00e9chelle est vou\u00e9e \u00e0 l\u2019\u00e9chec car ils n\u2019y adh\u00e9reront pas. Encouragez-les \u00e0 se former tout au long de leur carri\u00e8re et \u00e0 devenir autonomes. Les managers leur donnent des conseils, mais ce sont les collaborateurs qui doivent prendre des initiatives.<\/p>\n\n\n\n

D\u00e9mocratisez l\u2019acc\u00e8s aux opportunit\u00e9s de formation et proposez des solutions flexibles. Un processus de formation se doit d\u2019\u00eatre suffisamment souple. Lorsqu\u2019une personne est en mesure d\u2019apprendre selon des modalit\u00e9s qui lui conviennent et de fixer ses propres objectifs, elle devient actrice de son propre d\u00e9veloppement.<\/p>\n\n\n\n

Il convient \u00e9galement de proposer aux apprenants diverses possibilit\u00e9s. On apprend mieux lorsqu\u2019on peut choisir sa m\u00e9thode. Proposez-leur des cours, des livres, des podcasts, des conf\u00e9rences TED et d\u2019autres formules accessibles \u00e0 la demande, afin qu\u2019ils puissent cr\u00e9er leur propre parcours de formation et \u00e9voluer \u00e0 leur propre rythme.<\/p>\n\n\n\n

Instaurez une culture de la formation continue<\/strong><\/strong><\/h2>\n\n\n\n

Parce qu\u2019elle a radicalement transform\u00e9 notre fa\u00e7on de travailler, la pand\u00e9mie a renforc\u00e9 la n\u00e9cessit\u00e9 de la formation continue. Aujourd\u2019hui plus que jamais, il appara\u00eet \u00e9vident que les travailleurs doivent en permanence d\u00e9velopper les comp\u00e9tences dont ils auront besoin demain pour prosp\u00e9rer. La mise en place d\u2019une culture de la formation continue qui renforce l\u2019engagement des collaborateurs est essentielle pour \u00e9tablir une culture apprenante positive. Si vous ne savez pas par o\u00f9 commencer, ne vous en faites pas. Consultez le Guide de survie pour la mont\u00e9e en comp\u00e9tences<\/em><\/a> de Degreed. Les entreprises ne peuvent plus<\/em> se permettre de ne pas investir dans des initiatives de formation et de d\u00e9veloppement. Autrefois consid\u00e9r\u00e9s comme accessoires, ces programmes sont devenus une n\u00e9cessit\u00e9 et une composante essentielle de toute bonne strat\u00e9gie de croissance, surtout lorsqu\u2019il s\u2019agit de freiner le \u00ab\u00a0quiet quitting\u00a0\u00bb.<\/p>\n","protected":false},"excerpt":{"rendered":"

Un nouveau mouvement est en train d\u2019\u00e9merger dans le sillage de la pand\u00e9mie de COVID-19. Dans un contexte o\u00f9 le concept-m\u00eame de travail subit une v\u00e9ritable transformation, certains adh\u00e8rent \u00e0 la tendance du \u00ab\u00a0quiet quitting\u00a0\u00bb, autrement dit \u00ab\u00a0travailler \u00e0 hauteur de son salaire\u00a0\u00bb. Le concept consiste \u00e0 ne plus faire preuve de z\u00e8le au travail. […]<\/p>\n","protected":false},"author":114,"featured_media":64027,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[],"tags":[535],"post_folder":[],"class_list":["post-64026","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","tag-degreed-france"],"acf":[],"yoast_head":"\nDisons-le clairement : proposer des formations permet de lutter contre le \u00ab quiet quitting \u00bb - Degreed<\/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:\/\/degreed.com\/experience\/fr\/blog\/disons-le-clairement-proposer-des-formations-permet-de-lutter-contre-le-quiet-quitting\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Disons-le clairement : proposer des formations permet de lutter contre le \u00ab quiet quitting \u00bb\" \/>\n<meta property=\"og:description\" content=\"Un nouveau mouvement est en train d\u2019\u00e9merger dans le sillage de la pand\u00e9mie de COVID-19. 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