{"id":2411,"date":"2022-02-03T10:39:48","date_gmt":"2022-02-03T10:39:48","guid":{"rendered":"https:\/\/marbl.be\/van-beoordeling-naar-waardering\/"},"modified":"2022-10-27T08:48:47","modified_gmt":"2022-10-27T08:48:47","slug":"de-levaluation-a-la-gratitude","status":"publish","type":"post","link":"https:\/\/marbl.be\/fr\/de-levaluation-a-la-gratitude\/","title":{"rendered":"De l\u2019\u00e9valuation \u00e0 la gratitude"},"content":{"rendered":"\n[et_pb_section fb_built=\u00a0\u00bb1&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb use_background_color_gradient=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_stops=\u00a0\u00bbrgba(224,63,56,0.5) 0%|rgba(224,63,56,0.5) 100%\u00a0\u00bb background_color_gradient_overlays_image=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_start=\u00a0\u00bbrgba(224,63,56,0.5)\u00a0\u00bb background_color_gradient_end=\u00a0\u00bbrgba(224,63,56,0.5)\u00a0\u00bb background_image=\u00a0\u00bbmarbl.be\/wp-content\/uploads\/2022\/02\/Marbl-banner-corporate-positivity.jpg\u00a0\u00bb background_position=\u00a0\u00bbtop_center\u00a0\u00bb custom_padding=\u00a0\u00bb50px||50px||true|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|800|||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb text_font_size=\u00a0\u00bb45px\u00a0\u00bb header_font=\u00a0\u00bb|800|||||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_font_size=\u00a0\u00bb40px\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h1>De l\u2019\u00e9valuation \u00e0 la gratitude<\/h1>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb50px||27px||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb3_5,2_5&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_margin=\u00a0\u00bb0px||||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb3_5&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bb|800|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbleft\u00a0\u00bb header_2_font_size=\u00a0\u00bb22px\u00a0\u00bb custom_margin=\u00a0\u00bb||0px||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0&Prime; global_colors_info=\u00a0\u00bb{}\u00a0\u00bb sticky_enabled=\u00a0\u00bb0&Prime;]<h2>Introduction<\/h2>[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<p>L\u2019adage du jour : autant se tourner vers les talents, les qualit\u00e9s, les comp\u00e9tences et les moyens de les d\u00e9velopper que de marteler des id\u00e9es pour apporter des am\u00e9liorations.<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb2_5&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_image src=\u00a0\u00bbhttps:\/\/marbl.be\/wp-content\/uploads\/2022\/02\/Waardering-e1646568873680.png\u00a0\u00bb alt=\u00a0\u00bbMarbl banner corporate positivity\u00a0\u00bb title_text=\u00a0\u00bbWaardering\u00a0\u00bb _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\u00a0\u00bb1_2,1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb header_3_font=\u00a0\u00bb|600|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h3>Tendances en mati\u00e8re de gestion des performances<\/h3>\n<p>Comme il est de coutume chaque ann\u00e9e, les managers pr\u00e9parent leurs \u00e9valuations de fonctionnement et en discutent ensuite.<\/p>\n<p>\u00a0Les objectifs donnent la marche \u00e0 suivre, d\u00e9finissent les priorit\u00e9s et expliquent les r\u00e9sultats qu\u2019une entreprise souhaite atteindre \u00e0 court et \u00e0 long terme. L\u2019agence de recrutement Hudson a men\u00e9 une enqu\u00eate sur les tendances en mati\u00e8re de gestion des performances. Il en ressort que 40\u00a0% des travailleurs sont r\u00e9ellement motiv\u00e9s par des conversations portant sur leurs performances. Mais la question est de savoir comment nous menons ce type d\u2019entretien aujourd\u2019hui.<\/p>\n<p>\u00a0Dans plus de 8\u00a0entreprises sur 10, la gestion des performances reste limit\u00e9e \u00e0 un entretien d\u2019\u00e9valuation annuel. Ce constat est notable, dans la mesure o\u00f9 l\u2019organisation \u00e9volue rapidement.<\/p>\n<p>\u00a0Les discussions sur l\u2019\u00e9volution de carri\u00e8re et les attentes professionnelles des travailleurs ont certainement un impact positif sur les performances, mais la m\u00e9thodologie utilis\u00e9e doit changer. Il arrive trop souvent que les managers ne consid\u00e8rent que le pass\u00e9 et se focalisent pendant l\u2019entretien sur le comportement du collaborateur au cours de l\u2019ann\u00e9e \u00e9coul\u00e9e.<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb header_3_font=\u00a0\u00bbOpen Sans|600|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h3>De l\u2019entretien de fonctionnement \u00e0 la reconnaissance de part et d\u2019autre<\/h3>\n<p>Les syst\u00e8mes d\u2019\u00e9valuation classiques visent en g\u00e9n\u00e9ral \u00e0 identifier les moyens permettant de faire progresser les performances. L\u2019enqu\u00eate Hudson indique l\u2019incoh\u00e9rence de cette d\u00e9marche. Mieux vaut privil\u00e9gier les qualit\u00e9s et les talents ainsi que les moyens de les mettre en valeur, plut\u00f4t que de s\u2019acharner \u00e0 les am\u00e9liorer.<\/p>[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb header_3_font=\u00a0\u00bbOpen Sans|600|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h3><span lang=\"NL-BE\">La gestion des performances\u2009? Un dialogue, avant tout\u2009!<br \/><\/span><b><\/b><\/h3>\n<ul>\n<li>\n<p>En ligne directe avec la gratitude<\/p>\n<\/li>\n<li>\n<p>Engagement r\u00e9ciproque<\/p>\n<\/li>\n<li>\n<p>Motivation r\u00e9ciproque<\/p>\n<\/li>\n<li>\n<p>L\u2019avenir<\/p>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\u00a0\u00bb1_2,1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb header_3_font=\u00a0\u00bbOpen Sans|600|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h3>Pourquoi la gestion des performances est-elle essentielle\u2009?<\/h3>\n<p>Un objectif commun, savoir sur quoi on travaille, \u00e0 titre individuel et en \u00e9quipe\u00a0: tout cela contribue \u00e0 une meilleure mobilisation. La plupart des syst\u00e8mes actuels de gestion des performances ne sont pas \u00e0 la hauteur, car encore trop centr\u00e9s sur l\u2019individu. Le dialogue n\u2019y trouve pas sa place. Un syst\u00e8me optimal permettrait de visualiser comment un travailleur et une \u00e9quipe contribuent aux objectifs globaux de l\u2019entreprise.<\/p>\n<p>Un objectif commun, savoir sur quoi on travaille, \u00e0 titre individuel et en \u00e9quipe\u00a0: tout cela contribue \u00e0 une meilleure mobilisation. La plupart des syst\u00e8mes actuels de gestion des performances ne sont pas \u00e0 la hauteur, car encore trop centr\u00e9s sur l\u2019individu. Le dialogue n\u2019y trouve pas sa place. Un syst\u00e8me optimal permettrait de visualiser comment un travailleur et une \u00e9quipe contribuent aux objectifs globaux de l\u2019entreprise.<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.17.3&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb|300|||||||\u00a0\u00bb header_3_font=\u00a0\u00bbOpen Sans|600|||||||\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h3>Et marbl dans tout \u00e7a\u2009?<\/h3>\n<p>marbl aspire \u00e0 l\u2019\u00e9panouissement et au bien-\u00eatre de chacun. Nous soutenons toute entreprise d\u00e9sireuse de mettre en place et de p\u00e9renniser des entretiens qualitatifs au sein de sa propre culture. Nous proposons \u00e0 nos clients de nouveaux outils de gestion des performances pour leur permettre de proc\u00e9der \u00e0 ces entretiens qualitatifs et de les mettre en \u0153uvre dans la dur\u00e9e.<\/p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"<p>L\u2019adage du jour : autant se tourner vers les talents, les qualit\u00e9s, les comp\u00e9tences et les moyens de les d\u00e9velopper que de marteler des id\u00e9es pour apporter des am\u00e9liorations.<\/p>\n","protected":false},"author":4,"featured_media":2193,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":""},"categories":[13],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v18.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>De l\u2019\u00e9valuation \u00e0 la gratitude - Marbl<\/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:\/\/marbl.be\/fr\/de-levaluation-a-la-gratitude\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"De l\u2019\u00e9valuation \u00e0 la gratitude - 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