{"id":15486,"date":"2023-12-28T04:48:54","date_gmt":"2023-12-28T02:48:54","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=15486"},"modified":"2023-12-28T04:48:54","modified_gmt":"2023-12-28T02:48:54","slug":"transparence-remunerations-il-reste-simplement-a-convaincre-les-derniers-employeurs-reticents","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/transparence-remunerations-il-reste-simplement-a-convaincre-les-derniers-employeurs-reticents\/","title":{"rendered":"Transparence & R\u00e9mun\u00e9rations: il reste simplement \u00e0 convaincre les derniers employeurs r\u00e9ticents."},"content":{"rendered":"

\u00ab\u00a0Il n\u2019a ni mon talent, ni mon exp\u00e9rience et pourtant, il per\u00e7oit le m\u00eame salaire que moi!\u00a0\u00bb<\/em>\u00a0D\u00e9j\u00e0 entendu ce constat? Ce n\u2019est pas seulement une illustration de la difficult\u00e9 de d\u00e9ployer une politique de r\u00e9mun\u00e9ration \u00e9quitable. C\u2019est aussi voire avant tout la confirmation que les d\u00e9bats autour de la transparence des r\u00e9mun\u00e9rations sont en passe d\u2019\u00eatre cl\u00f4tur\u00e9s. Il n\u2019y a plus d\u2019illusion \u00e0 entretenir quant \u00e0 une quelconque confidentialit\u00e9 sur le sujet. Il n\u2019y a pas davantage de raison \u00e0 r\u00e9sister \u00e0 la tendance g\u00e9n\u00e9rale: place \u00e0 une transparence maximale en mati\u00e8re de salaires. Bien s\u00fbr, privil\u00e9gier cette approche n\u2019est pas sans risque\u2026 Et elle comporte aussi son lot d\u2019opportunit\u00e9s. Voyons ensemble ce qu\u2019il en est\u2026 <\/p>\n

Dans notre environnement qui ne supporte plus des in\u00e9galit\u00e9s pourtant de plus en plus marqu\u00e9es, la transparence de nos politiques salariales et des diff\u00e9rences de r\u00e9mun\u00e9rations entre coll\u00e8gues est devenue une question sensible. Partons du principe que les flux de communication ininterrompus rendent impossible la culture du secret\u2026. Il n\u2019y a d\u00e8s lors plus la moindre raison de s\u2019opposer \u00e0 une transparence totale des r\u00e9mun\u00e9rations entre les coll\u00e8gues et plus largement entre les travailleurs.<\/p>\n

Un lien \u00e9vident entre digital et transparence?<\/em><\/strong><\/h3>\n

Nous pourrions penser que la num\u00e9risation de la plupart de nos activit\u00e9s est \u00e0 l\u2019origine du ph\u00e9nom\u00e8ne. Toute l\u2019information est disponible \u00e0 n\u2019importe quel moment \u00e0 n\u2019importe quel endroit. Pas de raison que les salaires \u00e9chappent \u00e0 la r\u00e8gle. C\u2019est vrai mais il faut nuancer un peu toutefois…
\nC\u2019est la philosophie avec laquelle nous concevons les plateformes digitales qui g\u00e9n\u00e8re de la transparence (ou de l\u2019opacit\u00e9 donc!). Lorsque les outils num\u00e9riques sont pens\u00e9s afin de faciliter l\u2019accessibilit\u00e9, la portabilit\u00e9 et les interactions, la transparence est une cons\u00e9quence logique de la transformation digitale. Lorsque ces plateformes reproduisent les silos et proc\u00e9dures qui r\u00e8gnent parfois dans nos organisations, elles ne g\u00e9n\u00e8rent aucune lumi\u00e8re. La transparence reste essentiellement une question de volont\u00e9 manag\u00e9riale.<\/p>\n

Une exigence nouvelle face \u00e0 la complexit\u00e9 des packages.<\/em><\/strong><\/h3>\n

Restons sur cette dimension d\u00e9terminante, celle du management et de sa qu\u00eate d\u2019efficacit\u00e9. Les ‘packages salariaux’ sont de plus en plus \u00e9labor\u00e9s, dans leur composition et dans leur traduction en terme de pouvoir d\u2019achat pour les travailleurs. La cr\u00e9ativit\u00e9 trouve en effet dans nos politiques de r\u00e9mun\u00e9ration un terrain d\u2019expression particuli\u00e8rement favorable. Ce n\u2019est pas sans inconv\u00e9nient\u2026 Nous devons r\u00e9aliser que la valeur de la r\u00e9mun\u00e9ration globale n\u2019est pas toujours comprise par les travailleurs. Cela se joue \u00e0 la fois dans le temps (via les m\u00e9canismes de capitalisation ainsi que par le biais de la fiscalit\u00e9) et dans l\u2019utilisation r\u00e9elle au quotidien. Nos collaborateurs b\u00e9n\u00e9ficient souvent d\u2019avantages extra-l\u00e9gaux qu\u2019ils n\u2019utilisent pas alors que cela pourrait avoir un impact concret dans leur budget familial. Pour toutes ces raisons, l\u2019int\u00e9r\u00eat d\u2019une communication intensive et transparente n\u2019est plus \u00e0 d\u00e9montrer.<\/p>\n

Egalit\u00e9, \u00e9quit\u00e9 ou personnalisation?<\/em><\/strong><\/h3>\n

Le frein historique \u00e0 la transparence des r\u00e9mun\u00e9rations a \u00e9t\u00e9, dans la plupart des cas, la possible mise \u00e0 jour des incoh\u00e9rences de nos politiques salariales. Pourtant, nous savons que ces incoh\u00e9rences – formule douce pour signifier \u2018in\u00e9galit\u00e9s intol\u00e9rables\u2019 – sont inh\u00e9rentes aux principes de base qui r\u00e9gissent nos \u00e9conomies. Sur nos march\u00e9s t\u00e9l\u00e9guid\u00e9s par la performance, l\u2019\u00e9galit\u00e9 des r\u00e9mun\u00e9rations est juste une utopie parmi d\u2019autres. Elle peut m\u00eame s\u2019av\u00e9rer contre-productive. Et une grande majorit\u00e9 des travailleurs a bien compris cela.
\nCe que nous voulons aujourd\u2019hui, ce sont des in\u00e9galit\u00e9s ma\u00eetris\u00e9es. Elles se comprennent lorsqu\u2019elles sont raisonnables et donc, acceptables. Id\u00e9alement, elles doivent aussi \u00eatre motrices dans le sens o\u00f9 elles donnent de l\u2019ambition ou elles suscitent des envies d\u2019aller voir ailleurs. Il est temps de r\u00e9aliser que la question de l\u2019\u00e9galit\u00e9 n\u2019est plus pertinente, que le besoin d\u2019\u00e9quit\u00e9 reste un but \u00e0 atteindre et que l\u2019attente \u00e0 combler est celle d\u2019une optimisation individualis\u00e9e. Et d\u2019offrir en surplus \u00e0 chacun.e la possibilit\u00e9 de se projeter vers son futur mat\u00e9riel.<\/p>\n

Rappelons-nous enfin que lors de chaque p\u00e9riode de crise, le facteur \u2018R\u00e9mun\u00e9rations regagne en importance dans la liste des priorit\u00e9s RH. Tant du point de vue du travailleur que de celui de l\u2019employeur. Le pouvoir d\u2019achat et la rentabilit\u00e9 de l\u2019entreprise sont soumis \u00e0 une pression identique, trouvant son origine dans le manque de ressources.<\/p>\n

Dans ce contexte que nous d\u00e9crivons, pratiquer la transparence des salaires, cela veut dire que nous utilisons notre politique de r\u00e9mun\u00e9ration comme un atout et non comme un d\u00e9faut honteux, que nous essayerons de compenser tant bien que mal. Toutes les entreprises ont-elles dig\u00e9r\u00e9 l\u2019impact du num\u00e9rique, les opportunit\u00e9s des r\u00e9mun\u00e9rations alternatives et la capacit\u00e9 \u00e0 g\u00e9rer des salaires personnalis\u00e9s? Certainement pas. A nous de les convaincre d\u2019ouvrir les yeux.<\/p>\n

Jean-Paul Erhard<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00ab\u00a0Il n\u2019a ni mon talent, ni mon exp\u00e9rience et pourtant, il per\u00e7oit le m\u00eame salaire que moi!\u00a0\u00bb\u00a0D\u00e9j\u00e0 entendu ce constat? Ce n\u2019est pas seulement une illustration de la difficult\u00e9 de d\u00e9ployer une politique de r\u00e9mun\u00e9ration \u00e9quitable. C\u2019est aussi voire avant […]<\/p>\n","protected":false},"author":2,"featured_media":15487,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[562,389,167,547,2103,443,374,108,570],"yoast_head":"\nTransparence & R\u00e9mun\u00e9rations: il reste simplement \u00e0 convaincre les derniers employeurs r\u00e9ticents. - Peoplesphere<\/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:\/\/peoplesphere.be\/fr\/transparence-remunerations-il-reste-simplement-a-convaincre-les-derniers-employeurs-reticents\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Transparence & R\u00e9mun\u00e9rations: il reste simplement \u00e0 convaincre les derniers employeurs r\u00e9ticents. - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"\u00ab\u00a0Il n\u2019a ni mon talent, ni mon exp\u00e9rience et pourtant, il per\u00e7oit le m\u00eame salaire que moi!\u00a0\u00bb\u00a0D\u00e9j\u00e0 entendu ce constat? 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