{"id":18091,"date":"2025-08-14T05:05:52","date_gmt":"2025-08-14T03:05:52","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=18091"},"modified":"2025-08-14T05:05:52","modified_gmt":"2025-08-14T03:05:52","slug":"editorial-entrer-dans-leconomie-du-burn-out-lepuisement-nest-ni-une-preuve-dengagement-ni-un-passage-oblige","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-entrer-dans-leconomie-du-burn-out-lepuisement-nest-ni-une-preuve-dengagement-ni-un-passage-oblige\/","title":{"rendered":"\u00c9ditorial \u2013 Entrer dans l\u2019\u00e9conomie du burn-out? L\u2019\u00e9puisement n\u2019est ni une preuve d\u2019engagement, ni un passage oblig\u00e9."},"content":{"rendered":"

Fin de l\u2019ann\u00e9e derni\u00e8re, le rapporteur sp\u00e9cial de l\u2019ONU aux droits de l\u2019homme et \u00e0 la pauvret\u00e9, Olivier Deschutter, \u00e9voque l\u2019\u00e9mergence de l\u2019\u00e9conomie du burn-out. Rentabilit\u00e9 imm\u00e9diate, qu\u00eate de productivit\u00e9 et outils num\u00e9riques installent une pression psychologique insoutenable et rejettent les travailleurs faibles et peu qualifi\u00e9s en p\u00e9riph\u00e9rie de la croissance. Qui peut dire que ce n\u2019est pas une r\u00e9alit\u00e9 majoritaire? Le constat est dur : malgr\u00e9 tous les efforts d\u00e9ploy\u00e9s en mati\u00e8re de \u2018modernisation\u2019 du management, et les am\u00e9liorations qui en d\u00e9coulent, la question de l\u2019ali\u00e9nation au travail reste pos\u00e9e. Entamons donc une nouvelle r\u00e9flexion ensemble.<\/p>\n

L\u2019\u00e9conomie du burn-out, c\u2019est quoi ? Un monde du travail qui s\u2019essouffle chaque jour davantage, et qui avance inexorablement vers des ruptures brutales parce qu\u2019il a besoin d\u2019un \u2018reset\u2019 r\u00e9gulier afin de pouvoir continuer \u00e0 avancer. Ce sont des chocs violents qui sont n\u00e9cessaires et qui font aussi beaucoup de d\u00e9g\u00e2ts, \u00e0 commencer sur le plan humain.<\/p>\n

La pression aux r\u00e9sultats peut-elle encore \u00eatre ressentie positivement ?<\/em><\/strong><\/h3>\n

Le levier de la performance et du d\u00e9passement de soi fonctionne-t-il encore ? Un travailleur se r\u00e9alise-t-il aujourd\u2019hui parce qu\u2019il affiche d\u2019excellents r\u00e9sultats ou parce qu\u2019il est simplement le meilleur en terme de prestations ? Non, ce n\u2019est plus suffisant.
\nDepuis quelques ann\u00e9es d\u00e9j\u00e0, le volet social \/ relationnel est venu compl\u00e9ter le tableau. \u00catre un bon \u00e9quipier est au moins aussi important que d\u2019\u00eatre un coll\u00e8gue comp\u00e9tent et efficace. Bien s\u00fbr, les deux dimensions se compl\u00e8tent. Elles ne se substituent pas l\u2019une \u00e0 l\u2019autre.
\nLa performance reste mobilisatrice pour autant qu\u2019elle soit assortie du plaisir, de l\u2019appartenance et de la coh\u00e9sion. Elle doit aussi \u00eatre d\u00e9sormais justement r\u00e9compens\u00e9e. Il est possible de rendre la pression aux r\u00e9sultats supportable puis attractive. Pour cela, nous devons int\u00e9grer dans nos raisonnements un principe hyper simple: rentabilit\u00e9 = partage. Les fruits de la croissance doivent \u00eatre mieux r\u00e9partis entre celles et ceux qui y contribuent activement. C\u2019est la condition \u00e0 la survie du mod\u00e8le.<\/p>\n

Dans chaque entreprise, une vision partag\u00e9e de la sant\u00e9 et de l\u2019\u00e9quilibre<\/em><\/strong><\/h3>\n

Il reste difficile de s\u2019entendre sur l\u2019origine de la pression qui s\u2019exercent sur les collaborateurs\u2026 Bien s\u00fbr, des entreprises et des managers toxiques et\/ou indiff\u00e9rents au bien-\u00eatre des travailleurs existent encore. Mais il y a aussi un nombre significatif de coll\u00e8gues qui sont pass\u00e9s ma\u00eetres lorsqu\u2019il s\u2019agit de g\u00e9n\u00e9rer leurs propres n\u00e9vroses. Certain.e.s n\u2019ont besoin de personne pour surinvestir un job ou une responsabilit\u00e9 qui n\u2019en demandaient pas tant.<\/p>\n

M\u00eame si chacun.e est responsable de trouver et de veiller au maintien de son propre \u00e9quilibre, c\u2019est \u00e0 l\u2019entreprise qu\u2019il appartient de proposer une balance appropri\u00e9e en mati\u00e8re de gestion crois\u00e9e des sph\u00e8res priv\u00e9e et professionnelle. Pour y arriver, il faut aider \u00e0 r\u00e9soudre les conflits de loyaut\u00e9 que les travailleurs \u00e9prouvent envers les r\u00f4les qu\u2019ils remplissent dans leurs organisations, dans leurs familles et au sein de leurs communaut\u00e9s.
\nReconna\u00eetre pour commencer que nous avons une fa\u00e7on de valoriser la capacit\u00e9 \u00e0 encha\u00eener des horaires de travail \u2018extraordinaires\u2019 qui n\u2019arrange rien\u2026 Et installer d\u00e8s que possible une culture autorisant chacun.e \u00e0 percevoir les signaux pr\u00e9coces de d\u00e9crochage aupr\u00e8s des coll\u00e8gues directs pour tirer la sonnette d\u2019alarme avant qu\u2019il ne soit trop tard. Prendre soin les uns des autres, simplement.<\/p>\n

Ce n\u2019est plus seulement une question de confiance\u2026<\/em><\/strong><\/h3>\n

Dans cette \u2018\u00e9conomie du burn-out\u2019, nous devons composer avec un climat d\u00e9t\u00e9rior\u00e9 au travail. Nous avons r\u00e9cemment franchi de nouveaux paliers en mati\u00e8re de m\u00e9fiance g\u00e9n\u00e9ralis\u00e9e entre employeurs et travailleurs. Peu importe finalement les termes utilis\u00e9es pour d\u00e9crire le manque de confiance entre les parties. Perte de sens pour les uns, exp\u00e9rience collaborateur d\u00e9sastreuse pour les autres, non respect des engagements mutuels pour ceux qu\u2019il reste\u2026<\/p>\n

Soyons lucides : la confiance ne suffit plus. L\u2019inspiration pas davantage. Elles ne permettent pas de supporter longtemps des charges de travail exceptionnelles qui provoquent des sacrifices incompr\u00e9hensibles, m\u00eame si le projet d\u2019entreprise est formidable.
\nL\u2019\u00e9puisement n\u2019est pas un passage oblig\u00e9 dans une carri\u00e8re, in\u00e9vitablement soumise \u00e0 des hauts et des bas. Ce n\u2019est pas davantage la seule et unique preuve d\u2019un investissement total vis-\u00e0-vis de la mission qui nous a \u00e9t\u00e9 confi\u00e9e.
\nIl n\u2019est pas question de renoncement ni de souffrance lorsque nous nous engageons dans une relation de travail. Il est au contraire question de promesses \u00e0 tenir de part et d\u2019autre\u2026 et d\u2019un contrat qu\u2019il est bon de renouveler r\u00e9guli\u00e8rement pour qu\u2019il \u00e9volue et grandisse au m\u00eame rythme que nous.<\/p>\n

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

Fin de l\u2019ann\u00e9e derni\u00e8re, le rapporteur sp\u00e9cial de l\u2019ONU aux droits de l\u2019homme et \u00e0 la pauvret\u00e9, Olivier Deschutter, \u00e9voque l\u2019\u00e9mergence de l\u2019\u00e9conomie du burn-out. Rentabilit\u00e9 imm\u00e9diate, qu\u00eate de productivit\u00e9 et outils num\u00e9riques installent une pression psychologique insoutenable et rejettent […]<\/p>\n","protected":false},"author":2,"featured_media":18093,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[4320,96,20,109,1283,776,838,898],"yoast_head":"\n\u00c9ditorial \u2013 Entrer dans l\u2019\u00e9conomie du burn-out? 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