{"id":68699,"date":"2025-10-29T11:39:15","date_gmt":"2025-10-29T10:39:15","guid":{"rendered":"https:\/\/isarta.fr\/infos\/?p=68699"},"modified":"2025-11-04T11:48:35","modified_gmt":"2025-11-04T10:48:35","slug":"le-mythe-de-la-retroaction-intergenerationnelle-enfin-resolu","status":"publish","type":"post","link":"https:\/\/isarta.fr\/infos\/le-mythe-de-la-retroaction-intergenerationnelle-enfin-resolu\/","title":{"rendered":"Le mythe de la r\u00e9troaction interg\u00e9n\u00e9rationnelle enfin r\u00e9solu"},"content":{"rendered":"
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Simon Sinek, fondateur de Optimist Compagny (source : Wikipedia)<\/em><\/figcaption><\/figure>\n<\/div>\n\n\n

29 octobre 2025<\/p>\n\n\n\n

La g\u00e9n\u00e9ration Z veut-elle vraiment de la r\u00e9troaction ou est-elle juste trop sensible pour la recevoir? Le conf\u00e9rencier Simon Sinek a abord\u00e9 r\u00e9cemment ce sujet avec sa coll\u00e8gue Kristen Hadeed, dans le cadre d\u2019un Webinaire<\/a>. Et leur propos a permis d\u2019apporter une nuance importante \u00e0 cette notion. <\/strong><\/p>\n\n\n\n

Le paradoxe est le suivant. D\u2019un c\u00f4t\u00e9, 73% les employ\u00e9s de la g\u00e9n\u00e9ration Z (n\u00e9s entre la fin des ann\u00e9es 1990 et le d\u00e9but des ann\u00e9es 2010) affirment sans sourciller que s\u2019ils n\u2019obtiennent pas du \u00ab feedback r\u00e9gulier \u00bb de leur employ\u00e9s, ils vont d\u00e9missionner (StaffCircle, 2023<\/a>). Dans un sondage plus ancien, 65% allaient jusqu\u2019\u00e0 d\u00e9clarer qu\u2019ils d\u00e9siraient de la r\u00e9troaction au mois une fois par semaine. (Center for Generational Kinetics, 2018<\/a>).<\/p>\n\n\n\n

Pendant ce temps, du c\u00f4t\u00e9 patronal, 58% des gestionnaires pensent que la g\u00e9n\u00e9ration Z veut des compliments et de la reconnaissance, m\u00eame lorsqu\u2019elle \u00e9choue (Resume Template, 2025<\/a>). La question se pose alors : cette g\u00e9n\u00e9ration veut-elle r\u00e9ellement du feedback, ou simplement entendre qu\u2019elle est \u00ab bonne \u00bb et \u00ab comp\u00e9tente \u00bb ?  <\/p>\n\n\n\n

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Je pense que cette g\u00e9n\u00e9ration n’a jamais re\u00e7u de feedback honn\u00eate, annonce Kristen Hadeed. Quand je donnais du feedback \u00e0 des \u00e9tudiants dans mon entreprise, il \u00e9tait tr\u00e8s clair que c’\u00e9tait la premi\u00e8re fois qu’ils en recevaient. C’est pourquoi je pense qu’il est important d’enseigner : ‘Voici comment nous allons vous donner du feedback, et voici pourquoi nous le faisons.’ Et puis, je pense que l’\u00e9l\u00e9ment \u00e0 retenir, c’est que, chaque fois que je te donne du feedback, je veux que tu m’en donnes aussi. \u00c7a doit aller dans les deux sens. \u00bb<\/p>\n<\/blockquote>\n\n\n\n

Un chemin \u00e0 double sens<\/strong><\/p>\n\n\n\n

Reconna\u00eetre que la r\u00e9troaction est un chemin \u00e0 double sens apparait \u00eatre l\u2019\u00e9l\u00e9ment cl\u00e9 qui \u00e9chappent aux 58% de gestionnaires qui voient dans la nouvelle g\u00e9n\u00e9ration un puit sans fond d’encensement. Quand un patron accepte d\u2019ouvrir un dialogue d\u2019\u00e9gal \u00e0 \u00e9gal, entre deux personnes d\u2019une m\u00eame organisation, l’employ\u00e9 sous sa responsabilit\u00e9 sera sans doute plus r\u00e9ceptif face \u00e0 une critique constructive.<\/p>\n\n\n\n

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Bien s\u00fbr, les premi\u00e8res fois, ce sera peut-\u00eatre tr\u00e8s difficile, pr\u00e9vient Kristen Hadeed. Nous allons y travailler ensemble. J’ai vu des membres de la g\u00e9n\u00e9ration Z devenir des communicateurs et des personnes capables de donner et de recevoir du feedback de mani\u00e8re incroyable. Nous avons besoin de patience, d’empathie et d’outils \u00bb, insiste Kristen Hadeed.<\/p>\n<\/blockquote>\n\n\n\n

Simon Sinek rappelle comment le d\u00e9calage peut se faire sentir entre une g\u00e9n\u00e9ration qui a \u00e9t\u00e9 \u00e9lev\u00e9 \u00e0 la dure et la nouvelle g\u00e9n\u00e9ration, qui aurait \u00e9t\u00e9 \u00e9lev\u00e9 en enfant roi.<\/p>\n\n\n\n

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La g\u00e9n\u00e9ration plus \u00e2g\u00e9e, nous avons \u00e9t\u00e9 habitu\u00e9s \u00e0 nous faire d\u00e9molir par nos parents ou nos professeurs, c’\u00e9tait comme \u00e7a. C’est juste comme \u00e7a que les choses se passaient. Donc, pour une g\u00e9n\u00e9ration qui entre sur le march\u00e9 du travail et qui n’est pas famili\u00e8re avec ce que le feedback n\u00e9gatif peut engendrer, elle doit comprendre que ce n’est pas une attaque. Par contre, les chefs d’\u00e9quipe doivent eux aussi apprendre \u00e0 donner du feedback. Tout le monde ne sait pas comment faire, et parfois, \u00e7a peut sortir comme un coup de poing alors que ce n’\u00e9tait pas n\u00e9cessaire. \u00bb<\/p>\n<\/blockquote>\n\n\n\n

Simon Sinek sugg\u00e8re aux gestionnaires de demander \u00e0 leurs employ\u00e9s de la nouvelle g\u00e9n\u00e9ration de quelle mani\u00e8re ils veulent recevoir de la r\u00e9troaction.<\/p>\n\n\n\n

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C’est similaire aux attentes de communication \u00e0 l\u2019int\u00e9rieur d\u2019une \u00e9quipe, conclut Kristen Hadeed. L\u2019id\u00e9e est de regarder de quoi chaque personne de l’\u00e9quipe a besoin pour \u00eatre au meilleur de sa forme dans ces conversations. Honn\u00eatement, je pense que la G\u00e9n\u00e9ration Z est mal comprise sur ce point. Beaucoup de gens n’ont pas appris \u00e0 donner du feedback. Ils se retrouvent donc \u00e0 recevoir un feedback qui n’a peut-\u00eatre pas \u00e9t\u00e9 transmis de la meilleure fa\u00e7on. \u00bb<\/p>\n<\/blockquote>\n\n\n\n

Voil\u00e0 des propos pertinent, pour \u00e9tablir des relations plus saines et bienveillantes au travail.<\/p>\n\n\n\n

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La fin des \u00e9valuations annuelles des employ\u00e9s. Construire de mani\u00e8re autonome votre outil de gestion de performance pour vous d\u00e9marquer et mettre de l'avant la mobilisation de vos \u00e9quipes<\/p>\n\t\t<\/a>\n\t<\/div>\n\t

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Management 101 : gestion de performance, d\u00e9l\u00e9gation et feedback, les 4 outils de base d\u2019un manager efficace. Raffiner vos techniques pour tirer le meilleur de votre \u00e9quipe de travail. D\u00e9couvrez la trousse \u00e0 outils d\u2019un manager efficace<\/p>\n\t\t<\/a>\n\t<\/div>\n\t

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G\u00e9n\u00e9ration Z et management interg\u00e9n\u00e9rationnel. Ma\u00eetrisez les attentes des jeunes talents pour renforcer l\u2019engagement et la coh\u00e9sion au sein d\u2019\u00e9quipes interg\u00e9n\u00e9rationnelles<\/p>\n\t\t<\/a>\n\t<\/div>\n\t

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Gestion de conflits au travail : strat\u00e9gies, outils et mise en pratique. Passez \u00e0 l'action face aux conflits : d\u00e9veloppez un plan d'intervention sur mesure et transformez les tensions en solutions<\/p>\n\t\t<\/a>\n\t<\/div>\n\t

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La g\u00e9n\u00e9ration Z veut-elle vraiment de la r\u00e9troaction ou est-elle juste trop sensible pour la recevoir? Le conf\u00e9rencier Simon Sinek a abord\u00e9 r\u00e9cemment ce sujet avec sa coll\u00e8gue Kristen Hadeed, dans le cadre d\u2019un Webinaire. Et leur propos a permis d\u2019apporter une nuance importante \u00e0 cette notion.<\/p>\n","protected":false},"author":64,"featured_media":68703,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[281,273,264,265],"tags":[],"class_list":["post-68699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-best-of-rh","category-carriere","category-caroussel","category-en-avant-isarta-emplois"],"yoast_head":"\nLe mythe de la r\u00e9troaction interg\u00e9n\u00e9rationnelle enfin r\u00e9solu - 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\/le-mythe-de-la-retroaction-intergenerationnelle-enfin-resolu\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le mythe de la r\u00e9troaction interg\u00e9n\u00e9rationnelle enfin r\u00e9solu - Isarta Infos\" \/>\n<meta property=\"og:description\" content=\"La g\u00e9n\u00e9ration Z veut-elle vraiment de la r\u00e9troaction ou est-elle juste trop sensible pour la recevoir? 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