{"id":18302,"date":"2025-10-08T20:45:07","date_gmt":"2025-10-08T18:45:07","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=18302"},"modified":"2025-10-08T20:45:21","modified_gmt":"2025-10-08T18:45:21","slug":"editorial-ne-pas-rester-depourvu-face-a-des-taux-dabsenteisme-qui-montent-et-montent-encore","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-ne-pas-rester-depourvu-face-a-des-taux-dabsenteisme-qui-montent-et-montent-encore\/","title":{"rendered":"\u00c9ditorial \u2013 Ne pas rester d\u00e9pourvu face \u00e0 des taux d\u2019absent\u00e9isme qui montent et montent encore\u2026"},"content":{"rendered":"

Sommes-nous vraiment d\u00e9sempar\u00e9s face \u00e0 l\u2019augmentation continue des statistiques de l\u2019absent\u00e9\u00efsme au travail ? Nous pourrions le penser compte tenu de l\u2019absence de r\u00e9sultats pour la plupart des initiatives visant \u00e0 mobiliser le management en mati\u00e8re de pr\u00e9vention et de suivi des travailleurs qui d\u00e9crochent. La multiplication des absences reste un ph\u00e9nom\u00e8ne affligeant. D\u00e9sorganisation des \u00e9quipes, d\u00e9motivation de celles et ceux qui sont bien l\u00e0, grogne sociale\u2026 Et pas de rem\u00e8de miracle!<\/p>\n

Au moment de planifier les effectifs et d\u2019estimer les budgets, nous devons aujourd\u2019hui pr\u00e9voir un nombre significatif de collaborateurs \u2018indisponibles\u2019 dans la structure de co\u00fbts de l\u2019entreprise.
\nCe n\u2019est pourtant pas \u00e0 nos yeux une question de sant\u00e9 publique. C\u2019est un signal d\u2019alarme \u00e9conomique avant tout, qui impose un rappel n\u00e9cessaire quant aux engagements des parties, employ\u00e9s et employeurs, qui d\u00e9cident de travailler ensemble.<\/p>\n

Les besoins non rencontr\u00e9s de rythmes de travail diff\u00e9rents.<\/em><\/strong><\/h3>\n

Il faut bien s\u00fbr distinguer les absents qui souffrent de maux chroniques qui n\u00e9cessitent un r\u00e9el am\u00e9nagement de leurs conditions de travail et les autres qui, au-del\u00e0 de leur questionnement sur la n\u00e9cessit\u00e9 de contribuer \u00e0 l\u2019effort collectif, c\u00e8dent facilement \u00e0 l\u2019absence d\u2019envie d\u2019aller au boulot, tout simplement. Les deux \u2018cat\u00e9gories\u2019 de travailleurs m\u00e9ritent l\u2019attention, mais l\u2019approche est diff\u00e9rente.<\/p>\n

Pour comprendre la mont\u00e9e continue de l\u2019absent\u00e9isme, nous pensons qu\u2019il faut reconna\u00eetre que la structure du temps de travail ne r\u00e9pond pas toujours aux attentes des collaborateurs, et ce malgr\u00e9 la grande cr\u00e9ativit\u00e9 dont les entreprises ont fait preuve sur ce sujet. La qu\u00eate de flexibilit\u00e9 nous a permis d\u2019imaginer des rythmes de travail originaux et d\u2019offrir de grandes possibilit\u00e9s d\u2019am\u00e9nagement du temps. Malgr\u00e9 tout, nous pouvons constater que les travailleurs absents d\u00e9veloppent tr\u00e8s souvent le sentiment d\u2019un manque de r\u00e9ciprocit\u00e9. Sans les excuser pour autant, elles\/ils estiment avoir consenti les efforts attendus pour d\u00e9livrer des prestations et ne pas recevoir en retour la libert\u00e9 n\u00e9cessaire pour faire face \u00e0 de nouveaux besoins personnels.
\nPouvons-nous franchir de nouveaux paliers en mati\u00e8re de \u2018d\u00e9structuration\u2019 du temps de travail afin de mieux r\u00e9pondre aux attentes de nos coll\u00e8gues en ce qui concerne le temps pour soi et pour ses proches? Sans doute\u2026 Apr\u00e8s avoir con\u00e7u des trajets de carri\u00e8res non lin\u00e9aires, il serait logique de penser le temps de travail de fa\u00e7on non lin\u00e9aire lui aussi.<\/p>\n

Les limites du dialogue bienveillant auquel plus personne ne croit\u2026<\/em><\/strong><\/h3>\n

Ce que recommandent les bonnes pratiques pour aborder la gestion de l\u2019absent\u00e9isme ? Garder le contact et entretenir le dialogue.
\nEssayons d\u2019aller un pas plus loin\u2026 L\u2019objectif prioritaire est de sortir de l\u2019hypocrisie qui s\u2019installe entre un collaborateur qui, ce matin, n\u2019a juste pas envie de voir son boss ni ses coll\u00e8gues et un employeur qui se voile la face sur une relation de travail d\u00e9t\u00e9rior\u00e9e pour de bonnes ou de mauvaises raisons.<\/p>\n

Notre capacit\u00e9 \u00e0 maintenir une ligne de communication ouverte est essentielle, mais elle ne suffit pas. Nous avons la responsabilit\u00e9 d\u2019alimenter la conversation avec des constats sinc\u00e8res. Une organisation et un leadership mature peuvent entendre qu\u2019un membre de son effectif ne les appr\u00e9cient plus, que ce soit d\u00e9finitif ou temporaire. Et ce n\u2019est pas scandaleux lorsqu\u2019un collaborateur parvient \u00e0 expliquer \u00e0 son manager que les r\u00eaves se sont \u00e9teints et que le niveau de motivation est \u00e0 la cave\u2026
\nEn clair, on doit pouvoir tout se dire ! Et d\u00e9cider ensuite de continuer \u00e0 avancer, ensemble ou s\u00e9par\u00e9ment. Principal avantage de cette franchise brutale : le gain de temps, une denr\u00e9e si pr\u00e9cieuse faut-il le rappeler.<\/p>\n

Une r\u00e9action individuelle attendue<\/em><\/strong><\/h3>\n

Il s\u2019agit donc de ne pas entrer dans le cercle vicieux o\u00f9 les \u00e9changes sont limit\u00e9s et la confiance s\u2019\u00e9vanouit plus ou moins doucement. Dans les faits, la cons\u00e9quence la plus fr\u00e9quente de l\u2019absent\u00e9isme des travailleurs passe par une sanction, consciente ou inconsciente, qui correspond souvent \u00e0 une mise \u00e0 l\u2019\u00e9cart ! Au moment-m\u00eame o\u00f9 nous devrions d\u00e9ployer des efforts pour r\u00e9ins\u00e9rer dans le collectif celle ou celui qui s\u2019en \u00e9loigne. C\u2019est dommage\u2026<\/p>\n

Nous aimerions que la dynamique de contr\u00f4le social qui garantit une forme d\u2019harmonie au sein du groupe puisse fonctionner mais c\u2019est rarement le cas sur ce sujet particuli\u00e8rement. Pourquoi ? Parce que l\u2019absence touche \u00e0 la sph\u00e8re priv\u00e9e et nous ne sommes pas toujours pr\u00e9par\u00e9s \u00e0 g\u00e9rer des situations individuelles qui g\u00e9n\u00e8rent des exceptions. C\u2019est dommage\u2026<\/p>\n

Pourtant, derri\u00e8re chaque absence, il y a une opportunit\u00e9. A minima, celle-ci nous permet de mieux comprendre les priorit\u00e9s de chacune et chacun dans sa qu\u00eate d\u2019\u00e9quilibre entre l\u2019\u00e9panouissement professionnel et les ambitions tr\u00e8s personnelles. Et au mieux, elle cr\u00e9e une occasion d\u2019am\u00e9liorer une organisation ainsi qu\u2019un effectif qui partagent des objectifs de performance et de solidarit\u00e9. C\u2019est la possibilit\u00e9 de g\u00e9rer une organisation – certes complexe – qui prend le pas sur la qu\u00eate de moyens forc\u00e9ment limit\u00e9s pour compenser les absences. C\u2019est r\u00e9jouissant.<\/p>\n

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

Sommes-nous vraiment d\u00e9sempar\u00e9s face \u00e0 l\u2019augmentation continue des statistiques de l\u2019absent\u00e9\u00efsme au travail ? Nous pourrions le penser compte tenu de l\u2019absence de r\u00e9sultats pour la plupart des initiatives visant \u00e0 mobiliser le management en mati\u00e8re de pr\u00e9vention et de […]<\/p>\n","protected":false},"author":2,"featured_media":18303,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[1828,145,96,189,42,17],"yoast_head":"\n\u00c9ditorial \u2013 Ne pas rester d\u00e9pourvu face \u00e0 des taux d\u2019absent\u00e9isme qui montent et montent encore\u2026 - 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\/editorial-ne-pas-rester-depourvu-face-a-des-taux-dabsenteisme-qui-montent-et-montent-encore\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9ditorial \u2013 Ne pas rester d\u00e9pourvu face \u00e0 des taux d\u2019absent\u00e9isme qui montent et montent encore\u2026 - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Sommes-nous vraiment d\u00e9sempar\u00e9s face \u00e0 l\u2019augmentation continue des statistiques de l\u2019absent\u00e9\u00efsme au travail ? 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