{"id":66026,"date":"2022-10-25T15:55:00","date_gmt":"2022-10-25T13:55:00","guid":{"rendered":"https:\/\/isarta.fr\/infos\/?p=66026"},"modified":"2022-10-24T16:03:37","modified_gmt":"2022-10-24T14:03:37","slug":"les-4-c-du-retour-au-bureau-culture-connexion-coaching-et-creativite","status":"publish","type":"post","link":"https:\/\/isarta.fr\/infos\/les-4-c-du-retour-au-bureau-culture-connexion-coaching-et-creativite\/","title":{"rendered":"Les 4 \u00ab\u00a0C\u00a0\u00bb du retour au bureau : Culture, Connexion, Coaching et Cr\u00e9ativit\u00e9"},"content":{"rendered":"\n
\"L\u2019attribut
Maryjo Charbonnier, dirigeante principale des ressources humaines de Kyndryl (source: Kyndryl<\/a>)<\/figcaption><\/figure>\n\n\n\n

25 octobre 2022<\/p>\n\n\n\n

Maryjo Charbonnier est la dirigeante principale des ressources humaines de Kyndryl, soit l\u2019ancienne division d\u2019infrastructures d\u2019IBM rescind\u00e9e en une entreprise ind\u00e9pendante de 90\u00a0000 employ\u00e9s r\u00e9partis dans 63 pays<\/a>. Pan\u00e9liste vedette \u00e0 C2 Montr\u00e9al, conf\u00e9rence qui s’est tenue du 26 au 28 septembre dernier, la responsable RH a donn\u00e9 une vue des coulisses du retour au bureau dans une entreprise num\u00e9rique d’envergure mondiale. La bonne nouvelle, c\u2019est que plusieurs des conseils livr\u00e9s lors de la conf\u00e9rence L’\u00e9volution du travail et des loisirs : comment nos comportements fa\u00e7onnent l’avenir<\/a>, s\u2019appliquent aussi aux petites et moyennes entreprises.<\/strong><\/p>\n\n\n\n

La cr\u00e9ation de Kyndryl a \u00e9t\u00e9 officialis\u00e9e en novembre 2021. Et d\u00e8s la premi\u00e8re retraite strat\u00e9gique, il a \u00e9t\u00e9 question de la culture d\u2019entreprise.<\/p>\n\n\n\n

Sur deux jours, nous avons consacr\u00e9 une journ\u00e9e enti\u00e8re \u00e0 parler de notre culture [qui s\u2019incarne par l’acronyme RED <\/a>– \u00ab\u00a0relentless<\/em>\u00a0\u00bb en innovation, \u00ab\u00a0empathetic<\/em>\u00a0\u00bb envers les employ\u00e9s et \u00ab\u00a0devoted<\/em>\u00a0\u00bb \u00e0 partager le succ\u00e8s – et les 3F – \u00ab\u00a0flat<\/em>\u00a0\u00bb, \u00ab\u00a0fast<\/em>\u00a0\u00bb et\u00a0\u00abfocused\u00a0<\/em>\u00bb] ; par les \u00e9chos que nous avons eus, les gens \u00e9taient surpris, rapportant que, par le pass\u00e9, les dirigeants n’abordaient que le c\u00f4t\u00e9 affaires dans ces rencontres.\u00a0\u00bb<\/p><\/blockquote>\n\n\n\n

La dirigeante RH explique l’importance du sujet, dans un contexte de retour au bureau.<\/p>\n\n\n\n

Aujourd’hui, nous nous devons de r\u00e9fl\u00e9chir \u00e0 la culture dans les milieux de travail. C’est un des \u00abCs\u00bb conditionnels au retour au bureau. Nous retournons au bureau pour la Culture, la Connexion, le Coaching et la Cr\u00e9ativit\u00e9\u00bb, fait-elle valoir.<\/p><\/blockquote>\n\n\n\n

\u00c0 ses yeux, la culture se d\u00e9finit comme l’ensemble des messages \u00abdits\u00bb et \u00abnon dits\u00bb qui mod\u00e8lent les comportements \u00e0 travers trois vecteurs, celui des syst\u00e8mes, des symboles et des comportements organisationnels.<\/p>\n\n\n\n

Si vous voulez changez la culture, commencez par identifier les comportements [d\u00e9sir\u00e9s] et identifiez comment ils occurrent ou non dans l’organisation. (…) Si vous voulez changer la culture, demandez \u00e0 vos employ\u00e9s quels sont les syst\u00e8mes qui leur causent le plus de frustration, et voyez si vous pouvez faire des gains rapides [en les am\u00e9liorant]. \u00c7a va envoyer un message plus fort que tout.\u00bb<\/p><\/blockquote>\n\n\n\n

La question du retour au bureau<\/strong><\/p>\n\n\n\n

Au sortir de la pand\u00e9mie, la jeune entreprise aux allures de multinationale devait d\u00e9cider \u00ab comment \u00bb et surtout \u00ab pourquoi \u00bb elle allait ramener des employ\u00e9s dans ses bureaux.<\/p>\n\n\n\n

Allons-nous simplement faire comme nous faisions avant? demande la responsable RH. En tant qu\u2019employeurs de choix, comment pouvons-nous donner \u00e0 nos gens la flexibilit\u00e9 de travailler o\u00f9 ils veulent travailler? Une personne a dit une chose qui a beaucoup r\u00e9sonn\u00e9 [en moi]\u00a0: maintenant, en tant que leaders, nous devons m\u00e9riter le transit [de nos employ\u00e9s au bureau]. Permettez-moi de r\u00e9p\u00e9ter: en tant que leaders, nous avons int\u00e9r\u00eat <\/em>\u00e0 m\u00e9riter ce transit.\u00a0\u00bb<\/p><\/blockquote>\n\n\n\n

En fin de compte, la multinationale est parvenue \u00e0 se mettre dans l’\u00e9tat d’esprit de ses employ\u00e9s.<\/p>\n\n\n\n

Ce que nous avons entendu de la part de nos employ\u00e9s, c\u2019est que le temps pass\u00e9 \u00e0 la maison, pendant la pand\u00e9mie, a \u00e9t\u00e9 significatif pour eux. Et ils ne veulent pas perdre cela en retournant au bureau.\u00a0\u00bb<\/p><\/blockquote>\n\n\n\n

En tentant de d\u00e9finir les lignes directrices du retour au bureau, la division canadienne de Kyndryl a accouch\u00e9 d\u2019un mod\u00e8le que vante aujourd\u2019hui la dirigeante RH. Il s\u2019agit du \u00ab Canadian balance pledge<\/em> \u00bb ou de la promesse canadienne d\u2019\u00e9quilibre entre le travail et la vie priv\u00e9e.<\/p>\n\n\n\n

Cette promesse comporte des \u00e9l\u00e9ments concrets tels que\u00a0: ne pas envoyer de courriel en dehors des heures de travail. Le pr\u00e9sident [r\u00e9gional] n\u2019envoie pas de communication les vendredi, samedi et dimanche. Nous avons refait le calendrier des jours f\u00e9ri\u00e9s pour faire des fins de semaine de 4-5 jours. Lorsque des dates de vacances sont arr\u00eat\u00e9es, l\u2019entreprise s\u2019engage \u00e0 ne pas d\u00e9ranger les employ\u00e9s durant cette p\u00e9riode, etc.\u00a0\u00bb<\/p><\/blockquote>\n\n\n\n

Voil\u00e0 autant de mesures qui peuvent s\u2019appliquer aux grandes et aux petites entreprises, fait valoir la dirigeante RH.  <\/p>\n","protected":false},"excerpt":{"rendered":"

Pan\u00e9liste vedette \u00e0 C2 Montr\u00e9al, Maryjo Charbonnier a donn\u00e9 une vue des coulisses du retour au bureau dans une entreprise num\u00e9rique d’envergure mondiale, Kyndryl (ex IBM).<\/p>\n","protected":false},"author":64,"featured_media":66032,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[264,265,159],"tags":[343],"class_list":["post-66026","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-caroussel","category-en-avant-isarta-emplois","category-rh","tag-ressources-humaines"],"yoast_head":"\nLes 4 "C" du retour au bureau : Culture, Connexion, Coaching et Cr\u00e9ativit\u00e9 - Isarta Infos<\/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:\/\/isarta.fr\/infos\/les-4-c-du-retour-au-bureau-culture-connexion-coaching-et-creativite\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Les 4 "C" du retour au bureau : Culture, Connexion, Coaching et Cr\u00e9ativit\u00e9 - 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