{"id":15772,"date":"2024-02-29T04:25:20","date_gmt":"2024-02-29T02:25:20","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=15772"},"modified":"2024-04-26T06:47:18","modified_gmt":"2024-04-26T04:47:18","slug":"editorial-liberation-de-la-parole-vers-la-fin-de-toutes-les-formes-de-harcelement-au-travail","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-liberation-de-la-parole-vers-la-fin-de-toutes-les-formes-de-harcelement-au-travail\/","title":{"rendered":"\u00c9ditorial – Lib\u00e9ration de la parole… Vers la fin de toutes les formes de harc\u00e8lement au travail?"},"content":{"rendered":"

Moral, physique, sexuel,\u2026 Le harc\u00e8lement est pr\u00e9sent dans nos entreprises. C\u2019est sans doute difficile \u00e0 accepter du point de vue du dirigeant mais c\u2019est la dure r\u00e9alit\u00e9. Bien s\u00fbr, ce n\u2019est pas une situation g\u00e9n\u00e9ralis\u00e9e mais un cas, un seul, dans quelque organisation que ce soit, suffit pour nous mettre face \u00e0 nos manquements. Aujourd\u2019hui, la lib\u00e9ration de la parole touche directement le monde de l\u2019entreprise. Un plateau de cin\u00e9ma, un club de sports, une assembl\u00e9e parlementaire\u2026 : ce sont des lieux de travail. Elle nous force \u00e0 reconna\u00eetre que nos organisations n\u2019\u00e9chappent pas aux situations glauques qui attentent \u00e0 l\u2019int\u00e9grit\u00e9 mentale et physique de personnes soumises \u00e0 la domination d\u2019un.e autre\u2026 Comment allons-nous en sortir? <\/p>\n

Nous pensons souvent que rien n\u2019a chang\u00e9. Ces situations troublantes et probl\u00e9matiques existaient d\u00e9j\u00e0. Des comportements inappropri\u00e9s \u00e9taient consid\u00e9r\u00e9s comme normaux et restaient d\u00e8s lors sans r\u00e9action. Ce qui a chang\u00e9, c\u2019est l\u2019\u00e9volution vers une transparence totale, radicale et crue. La \u2018seule\u2019 diff\u00e9rence, c\u2019est que le silence a \u00e9t\u00e9 remplac\u00e9 par la multiplication des r\u00e9v\u00e9lations. Dans nos entreprises comme dans les m\u00e9dia o\u00f9 chaque personne b\u00e9n\u00e9ficiant d\u2019une renomm\u00e9e quelconque – et du \u2018pouvoir qui l\u2019accompagne – est susceptible d\u2019\u00eatre exp(l)os\u00e9e au moindre \u00e9cart.<\/p>\n

La revanche des opprim\u00e9s ?<\/em><\/strong><\/h3>\n

L\u2019enjeu principal de ce d\u00e9bat, c\u2019est le refus d\u00e9finitif des relations de domination. Clairement, dans nos entreprises, cela va devenir compliqu\u00e9 de s\u2019entendre dans la mesure o\u00f9 la plupart des r\u00e9flexions tournent autour de la notion de leadership\u2026 Bien s\u00fbr, les mod\u00e8les se transforment pour se tourner vers davantage de participation et de collaboration. Cela veut dire que les profils \u2018faibles\u2019 sont d\u00e9sormais prot\u00e9g\u00e9s? Certainement pas. Au-del\u00e0 des mots qui tentent d\u2019expliquer comment nous devrions travailler ensemble, il y a encore des dynamiques et des comportements humains qui confondent responsabilit\u00e9 hi\u00e9rarchique et pouvoir absolu.
\nLe monde du travail avance en effet au rythme des prises de d\u00e9cision. A chaque fois, il y a un pouvoir qui s\u2019exerce. Les d\u00e9rives sont probables et m\u00eames pr\u00e9visibles. Seules notre attention constante vis-\u00e0-vis des abus de pouvoir et notre capacit\u00e9 \u00e0 les pr\u00e9venir peuvent nous aider \u00e0 garantir la s\u00e9curit\u00e9 de tous.<\/p>\n

L\u2019entreprise, le bon endroit pour ‘apprendre’ le courage et l\u2019\u00e9l\u00e9gance ?<\/em><\/strong><\/h3>\n

Nous avons sans aucun doute besoin d\u2019une nouvelle \u00e9ducation manag\u00e9riale\u2026 Sauf \u00e0 vouloir jouer les pompiers en permanence, il est n\u00e9cessaire de bosser dur en amont pour que les \u2018dominants\u2019 (comprendre : celles et ceux qui portent le poids des d\u00e9cisions) adoptent les comportements ad\u00e9quats. Est-ce dans l\u2019entreprise que nous allons enseigner \u00e0 nos coll\u00e8gues des principes de base tels que l\u2019\u00e9l\u00e9gance, la d\u00e9licatesse, la vigilance, le courage\u2026? Peut-\u00eatre pas.
\nNous pouvons toutefois proposer une exp\u00e9rience collective qui incarne cet \u00e9tat d\u2019esprit et qui repose sur l\u2019exemple. Cela tient de la discipline qui s\u2019impose \u00e0 un athl\u00e8te de haut niveau. Une exigence quotidienne qui nous remplit autant qu\u2019elle nous \u00e9puise. Lorsque celle-ci est appliqu\u00e9e de fa\u00e7on coh\u00e9rente, dans la dur\u00e9e et \u00e0 divers endroits dans nos organisations, elle g\u00e9n\u00e8re une r\u00e9elle sensation de bien-\u00eatre tellement n\u00e9cessaire.<\/p>\n

Comment \u00e9viter les blocages \u00e0 r\u00e9p\u00e9tition ?<\/em><\/strong><\/h3>\n

Pendant ce temps, nous g\u00e9rons des recrutements, des promotions, des (non-)revalorisations salariales, des mobilit\u00e9s professionnelles, des proc\u00e9dures d\u2019\u00e9valuation\u2026 Toutes ces d\u00e9cisions peuvent-elles \u00eatre remises en cause par celles ou ceux qui s\u2019estiment victimes de comportements odieux ? Oui. Le risque de bloquer toute forme d\u2019initiative est-il r\u00e9el ? Oui.
\nVers quoi allons-nous? L\u2019hyper-r\u00e8glementation sans doute. C\u2019est notre r\u00e9flexe habituel face aux d\u00e9rives constat\u00e9es dans le quotidien de notre vie commune\u2026 Nous cr\u00e9ons de nouvelles r\u00e8gles (dernier exemple en date : la loi visant \u00e0 prot\u00e9ger les lanceurs d\u2019alerte) dont la plupart restent inapplicables. Nous devons malgr\u00e9 tout veiller \u00e0 prot\u00e9ger notre libert\u00e9 d\u2019entreprendre et d\u2019agir. Cela passe sans doute par davantage de transparence (oui, plus encore !) ainsi que par des prises de d\u00e9cision plus collectives, mieux \u00e9tay\u00e9es et expliqu\u00e9es m\u00eame lorsque notre instinct nous dit qu\u2019elles sont \u00e9videntes.<\/p>\n

Ce n\u2019est pas la premi\u00e8re fois \u2013 ni la derni\u00e8re \u2013 que nous nous aventurons sur un terrain glissant. La question de la lib\u00e9ration de la parole nous confronte \u00e0 un choix plut\u00f4t simple au fond. Allons-nous encore tol\u00e9rer aujourd\u2019hui et demain les relations de domination entre celles et ceux qui travaillent et vivent avec nous? D\u00e8s que nous sommes ensemble, les d\u00e9rives sont pr\u00e9visibles. De l\u00e0 \u00e0 affirmer qu\u2019elles sont \u00e9vitables?
\nL\u2019enjeu sera de conserver \u00e0 tout prix notre capacit\u00e9 d\u2019agir (comprendre : sanctionner) lorsque des comportements sont manifestement inacceptables. Et de nous engager sur un long chemin, une transformation profonde qui nous demandera le plus grand effort au monde, \u00e0 savoir celui qui consiste \u00e0 mettre le \u2018NOUS\u2019 au-dessus du \u2018JE\u2019.<\/p>\n

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

Moral, physique, sexuel,\u2026 Le harc\u00e8lement est pr\u00e9sent dans nos entreprises. C\u2019est sans doute difficile \u00e0 accepter du point de vue du dirigeant mais c\u2019est la dure r\u00e9alit\u00e9. Bien s\u00fbr, ce n\u2019est pas une situation g\u00e9n\u00e9ralis\u00e9e mais un cas, un seul, […]<\/p>\n","protected":false},"author":2,"featured_media":15773,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[41,506,3988],"yoast_head":"\n\u00c9ditorial - Lib\u00e9ration de la parole... 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