{"id":17192,"date":"2024-12-27T22:09:14","date_gmt":"2024-12-27T20:09:14","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=17192"},"modified":"2024-12-30T22:13:52","modified_gmt":"2024-12-30T20:13:52","slug":"les-salaries-souhaitent-plus-de-clarte-sur-leur-parcours-de-croissance-en-2025","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/les-salaries-souhaitent-plus-de-clarte-sur-leur-parcours-de-croissance-en-2025\/","title":{"rendered":"Les salari\u00e9s souhaitent plus de clart\u00e9 sur leur parcours de croissance en 2025."},"content":{"rendered":"

Les politiques de promotion sont plus qu’une simple formalit\u00e9 ; elles d\u00e9terminent la fa\u00e7on dont les employ\u00e9s envisagent leur avenir au sein de l’organisation et la mani\u00e8re dont les employeurs retiennent les talents. Pourtant, la r\u00e9cente enqu\u00eate de Robert Walters sur les salaires montre que beaucoup d’employeurs ne r\u00e9pondent pas aux attentes.<\/p>\n

\u00d6zlem Simsek, Managing Director chez Robert Walters, sp\u00e9cialiste mondial des solutions de talents, explique pourquoi une politique de promotion solide est cruciale, ce que les employ\u00e9s veulent vraiment et comment les employeurs peuvent y r\u00e9pondre pour retenir les talents les plus pr\u00e9cieux.<\/p>\n

Les salari\u00e9s ont besoin de clart\u00e9<\/em><\/strong><\/h3>\n

L’enqu\u00eate montre que l’insuffisance des possibilit\u00e9s d’\u00e9volution et d’apprentissage est la principale raison pour laquelle les salari\u00e9s changent d’emploi (50%). Il est donc clair que la progression de carri\u00e8re figure en t\u00eate de liste des souhaits des salari\u00e9s. Pourtant, seuls 10% des salari\u00e9s interrog\u00e9s d\u00e9clarent que leur employeur offre un parcours de promotion bien d\u00e9fini. Une grande partie d’entre eux estime que cette voie est plut\u00f4t vague (33%), voire floue (45%).<\/p>\n

\u00a0\u00bb L’absence d’un parcours de croissance clair cr\u00e9e de l’incertitude et de la frustration chez les employ\u00e9s. Il est inqui\u00e9tant de constater que si peu d’organisations y r\u00e9pondent, alors que des perspectives de carri\u00e8re claires sont un \u00e9l\u00e9ment essentiel de la fid\u00e9lisation. Si les employ\u00e9s ne savent pas o\u00f9 ils en sont, ils chercheront ailleurs des opportunit\u00e9s \u00e0 la hauteur de leurs ambitions.\u00a0\u00bb<\/em><\/p>\n

Quelles attentes?<\/em><\/strong><\/h3>\n

Les r\u00e9sultats de l’enqu\u00eate montrent que pas moins de deux tiers des salari\u00e9s esp\u00e8rent \u00eatre promus au cours des deux prochaines ann\u00e9es.<\/p>\n

Lorsqu’ils sont promus, les salari\u00e9s s’attendent principalement \u00e0 une augmentation de salaire significative (54%). Des responsabilit\u00e9s plus stimulantes (26%) et un plus grand pouvoir de d\u00e9cision (10%) figurent \u00e9galement sur la liste des souhaits. Seul un faible pourcentage d’entre eux pensent avant tout \u00e0 un changement de titre (4%) ou \u00e0 des avantages extral\u00e9gaux (5%).<\/p>\n

\u00ab\u00a0Ces attentes ne sont pas toujours satisfaites dans la pratique : pr\u00e8s de 40% des salari\u00e9s estiment avoir \u00e9t\u00e9 \u00e9cart\u00e9s d’une promotion qu’ils m\u00e9ritaient. Cela alimente les frustrations et constitue un facteur potentiel de changement d’emploi\u00a0\u00bb<\/em>, pr\u00e9vient \u00d6zlem.<\/p>\n

Que pr\u00e9voient les employeurs en 2025 ?<\/em><\/strong><\/h3>\n

Parmi les employeurs interrog\u00e9s, 41% ont d\u00e9clar\u00e9 avoir perdu des collaborateurs essentiels au cours de l’ann\u00e9e \u00e9coul\u00e9e parce qu’ils avaient de meilleures opportunit\u00e9s de croissance ailleurs. Beaucoup comprennent donc l’importance d’une politique de promotion solide comme strat\u00e9gie de fid\u00e9lisation, 36% d’entre eux citant une progression de carri\u00e8re claire comme leur arme la plus efficace pour conserver leur personnel.<\/p>\n

Pourtant, la m\u00eame enqu\u00eate montre que seulement 24% des organisations offrent r\u00e9guli\u00e8rement des promotions ou des augmentations de fonctions pour r\u00e9compenser les bonnes performances de leurs employ\u00e9s. \u00ab\u00a0Les r\u00e9sultats de cette enqu\u00eate mettent en \u00e9vidence une divergence manifeste : les salari\u00e9s attendent davantage de clart\u00e9 et de possibilit\u00e9s de croissance, alors que de nombreux employeurs ne sont pas encore en mesure d’y r\u00e9pondre. Nous nous attendons \u00e0 de nombreux mouvements sur le march\u00e9 du travail en 2025 : pas moins de 57 % des salari\u00e9s pr\u00e9voient de changer d’emploi au cours de l’ann\u00e9e \u00e0 venir. Un manque de transparence en mati\u00e8re de promotions pourrait faire grimper encore davantage les taux de rotation.\u00a0\u00bb<\/em><\/p>\n

R\u00e9duire l’\u00e9cart<\/em><\/strong><\/h3>\n

\u00ab\u00a0En 2025, les salari\u00e9s veulent progresser, non seulement sur le plan salarial, mais aussi sur le plan professionnel. Les employeurs qui mettent l’accent sur des parcours de carri\u00e8re clairs et des salaires comp\u00e9titifs ont un avantage dans la bataille pour les talents. La transparence et le dialogue seront les mots cl\u00e9s \u00e0 cet \u00e9gard pour aligner les attentes et la r\u00e9alit\u00e9\u00a0\u00bb<\/em>, conclut \u00d6zlem.<\/p>\n

 <\/p>\n

Source: Robert Walters<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Les politiques de promotion sont plus qu’une simple formalit\u00e9 ; elles d\u00e9terminent la fa\u00e7on dont les employ\u00e9s envisagent leur avenir au sein de l’organisation et la mani\u00e8re dont les employeurs retiennent les talents. Pourtant, la r\u00e9cente enqu\u00eate de Robert Walters […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[643,3902,660],"yoast_head":"\nLes salari\u00e9s souhaitent plus de clart\u00e9 sur leur parcours de croissance en 2025. - 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\/les-salaries-souhaitent-plus-de-clarte-sur-leur-parcours-de-croissance-en-2025\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Les salari\u00e9s souhaitent plus de clart\u00e9 sur leur parcours de croissance en 2025. - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Les politiques de promotion sont plus qu’une simple formalit\u00e9 ; elles d\u00e9terminent la fa\u00e7on dont les employ\u00e9s envisagent leur avenir au sein de l’organisation et la mani\u00e8re dont les employeurs retiennent les talents. 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