{"id":18819,"date":"2026-02-25T21:07:16","date_gmt":"2026-02-25T19:07:16","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=18819"},"modified":"2026-02-25T21:07:16","modified_gmt":"2026-02-25T19:07:16","slug":"editorial-mais-ou-est-donc-passee-linnovation-sociale","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/editorial-mais-ou-est-donc-passee-linnovation-sociale\/","title":{"rendered":"\u00c9ditorial \u2013 Mais o\u00f9 est donc pass\u00e9e l\u2019innovation sociale?"},"content":{"rendered":"

Cela fait quelque temps d\u00e9j\u00e0 que nous avons l\u2019impression que le terrain de l\u2019innovation sociale est devenu un d\u00e9sert. Qui l\u2019explore encore aujourd\u2019hui? O\u00f9 peut donc bien se cacher la cr\u00e9ativit\u00e9 en mati\u00e8re de People Management ? Il y a bien eu des \u00e9volutions r\u00e9elles en ce qui concerne l\u2019hybridation du march\u00e9 du travail. La pand\u00e9mie du covid a acc\u00e9l\u00e9r\u00e9 la transformation de l\u2019exp\u00e9rience collaborateur mais ce ne sont pas des innovations au sens propre. Ce sont des mesures correctives qui ont pour mission principale de limiter les risques de d\u00e9crochage de nos \u00e9conomies. L\u2019\u00e9mergence de l\u2019Intelligence Artificielle n\u2019est pas davantage un facteur innovant. M\u00eame surpuissant, il ne s\u2019agit que d\u2019un outil.<\/p>\n

R\u00e9cemment, la gestion des \u00e9quipes et des individus a m\u00eame plut\u00f4t tendance \u00e0 \u2018r\u00e9tr\u00e9cir\u2019, ce qui n\u2019est pas surprenant dans un monde qui se replie sur lui-m\u00eame. Ce qui nous fait dire cela?<\/p>\n

Le d\u00e9veloppement des ph\u00e9nom\u00e8nes de d\u00e9sengagement et d\u2019absent\u00e9isme, le retour de la pointeuse, les sanctions administratives impos\u00e9es aux entreprises qui ne parviennent pas \u00e0 r\u00e9int\u00e9grer des collaborateurs\u2026 La liste est longue et nous pensons qu\u2019elle atteste du manque de cr\u00e9ativit\u00e9 dont nous souffrons aujourd\u2019hui. Pourtant, le r\u00e9servoir des innovations possibles reste in\u00e9puisable. Voici quelques id\u00e9es \u00e0 partager\u2026<\/p>\n

Lib\u00e9rer vraiment le temps de travail<\/em><\/strong><\/h3>\n

Nous pourrions nous affranchir des contraintes qui subsistent en mati\u00e8re de r\u00e9gulation du temps de travail. Les limites existantes \u2013 journali\u00e8re, hebdomadaire, mensuelle, etc\u2026 – ne permettent pas toujours de s\u2019adapter ni \u00e0 la r\u00e9alit\u00e9 imparfaite des cycles \u00e9conomiques peu pr\u00e9visibles, ni aux besoins de flexibilit\u00e9 des travailleurs qui varient d\u2019une semaine \u00e0 l\u2019autre en fonction des exigences familiales, voire qui basculent d\u2019un trimestre \u00e0 l\u2019autre sur base d\u2019une envie d\u2019ailleurs \u00e0 satisfaire.<\/p>\n

Les gardiens de l\u2019\u00e9quilibre vie priv\u00e9e\/vie professionnelle vont hurler bien s\u00fbr. Des rythmes de travail non lin\u00e9aires ne conviennent pas \u00e0 tout le monde, c\u2019est clair. Mais il serait utile d\u2019offrir aux adeptes d\u2019une flexibilit\u00e9 maximale un cadre de travail qui leur permet de passer librement d\u2019une p\u00e9riode d\u2019implication totale \u00e0 un moment de d\u00e9connexion r\u00e9elle. Trop souvent, nous voyons des \u00e9quipes enti\u00e8res confront\u00e9es \u00e0 un manque voire une absence d\u2019activit\u00e9s et cependant forc\u00e9es de prester des heures qui ne se justifient pas au lieu de profiter de ces temps morts. Ce sont ces m\u00eames \u00e9quipes qui souffrent ensuite afin de faire face aux urgences qui s\u2019accumulent toutes en m\u00eame temps. Nous pouvons rem\u00e9dier \u00e0 cette absurdit\u00e9 en nous lib\u00e9rant des horaires calqu\u00e9s sur des biorythmes d\u2019une autre \u00e9poque.<\/p>\n

Des r\u00e9mun\u00e9rations connect\u00e9es \u00e0 la performance durable<\/em><\/strong><\/h3>\n

On va le redire une fois encore pour celles et ceux qui n\u2019auraient pas encore compris : oui, la plupart des salaires doivent augmenter. Et oui, la raison pour laquelle cela ne se produit pas dans la r\u00e9alit\u00e9 est li\u00e9e au fait que le moteur de la concertation sociale n\u2019est pas \u00e9quip\u00e9 d\u2019une marche arri\u00e8re.
\nEn clair, les employeurs n\u2019offrent pas de progression salariale parce chaque pas dans cette direction est irr\u00e9versible et devient de facto un risque pour la p\u00e9rennit\u00e9 dans un environnement \u00e9conomique qui brille par son incertitude.
\nLa solution s\u2019appelle la r\u00e9partition des r\u00e9sultats vers le plus grand nombre, ou encore la participation b\u00e9n\u00e9ficiaire. Nous n\u2019avons jamais \u00e9t\u00e9 aussi bien pr\u00e9par\u00e9s qu\u2019aujourd\u2019hui. Il \u2018suffit\u2019 de pr\u00e9voir des \u2018amortisseurs\u2019 afin de faire face aux p\u00e9riodes difficiles et, pourquoi pas, d\u2019allouer une part de la r\u00e9partition des b\u00e9n\u00e9fices vers les travailleurs sous forme d\u2019\u00e9pargne. Rien ne nous en emp\u00eache.<\/p>\n

Affirmer notre diff\u00e9rence en misant positivement sur l\u2019inclusion et la coh\u00e9sion sociale<\/em><\/strong><\/h3>\n

Autre terrain en effet sur lequel nous devrions exercer notre potentiel cr\u00e9atif : celui de la diversit\u00e9 et de l\u2019inclusion. C\u2019est notre diff\u00e9rence. Une part d\u00e9terminante de notre identit\u00e9, sans doute. Et celle-ci est mise en danger pour le moment, sous les coups du repli identitaire et des abus d\u2019autorit\u00e9.
\nLa pratique intelligente de l\u2019innovation sociale consisterait aujourd\u2019hui \u00e0 octroyer des bonus \u00e0 l\u2019inclusion au lieu d\u2019infliger des sanctions aux employeurs qui ne parviennent pas toujours \u00e0 garantir le bien-\u00eatre \u00e0 long terme de leurs travailleurs. Les d\u00e9marches punitives n\u2019ont jamais g\u00e9n\u00e9r\u00e9 de progr\u00e8s social, il serait bon que nos gouvernements successifs l\u2019entendent\u2026<\/p>\n

La coh\u00e9sion sociale repose avant tout sur un principe qui consiste \u00e0 prendre soin les uns des autres, sans certitude aucune quant \u00e0 la r\u00e9ciprocit\u00e9. Comment la r\u00e9compenser et \u00eatre capable d\u2019en faire un levier positif? Comment mesurer la maturit\u00e9 de nos organisations en la mati\u00e8re?
\nNous sommes bien au-del\u00e0 d\u2019une analyse du bien-\u00eatre de chacune et de chacun en l\u2019occurrence. C\u2019est la force collective de chaque entreprise que nous voulons mesurer et ressentir. Celle qui permet d\u2019avancer ensemble et de d\u00e9placer des montagnes.<\/p>\n

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

Cela fait quelque temps d\u00e9j\u00e0 que nous avons l\u2019impression que le terrain de l\u2019innovation sociale est devenu un d\u00e9sert. Qui l\u2019explore encore aujourd\u2019hui? O\u00f9 peut donc bien se cacher la cr\u00e9ativit\u00e9 en mati\u00e8re de People Management ? Il y a […]<\/p>\n","protected":false},"author":2,"featured_media":18820,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,62,10,2],"tags":[807,544,607,374,39],"yoast_head":"\n\u00c9ditorial \u2013 Mais o\u00f9 est donc pass\u00e9e l\u2019innovation sociale? - 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-mais-ou-est-donc-passee-linnovation-sociale\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9ditorial \u2013 Mais o\u00f9 est donc pass\u00e9e l\u2019innovation sociale? - Peoplesphere\" \/>\n<meta property=\"og:description\" content=\"Cela fait quelque temps d\u00e9j\u00e0 que nous avons l\u2019impression que le terrain de l\u2019innovation sociale est devenu un d\u00e9sert. 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