{"id":1128,"date":"2020-10-01T15:29:48","date_gmt":"2020-10-01T15:29:48","guid":{"rendered":"https:\/\/healthmanagementdc.ch\/social-health-the-4th-pillar-of-your-corporate-health-strategy\/"},"modified":"2021-04-29T12:18:27","modified_gmt":"2021-04-29T12:18:27","slug":"social-health-the-4th-pillar-of-your-corporate-health-strategy","status":"publish","type":"post","link":"https:\/\/healthmanagementdc.ch\/fr\/social-health-the-4th-pillar-of-your-corporate-health-strategy\/","title":{"rendered":"La sant\u00e9 sociale: 4\u00e8me pilier de votre strat\u00e9gie sant\u00e9"},"content":{"rendered":"<p>Nous avons tous entendu un(e) coll\u00e8gue nous dire : \u00ab Je suis ici pour travailler, pas pour me faire des amis \u00bb. Pour de nombreux employ\u00e9s, le travail peut \u00eatre un endroit tr\u00e8s solitaire, par choix ou par obligation. Il est important que les organisations comprennent \u00e0 quel point les liens sociaux sur le lieu de travail sont importants pour l\u2019efficacit\u00e9 et les performances des \u00e9quipes.<\/p>\n<p>Alors que le bien-\u00eatre mental, physique et financier sont assez explicites, le \u00ab bien-\u00eatre social \u00bb est une notion plus complexe. De mani\u00e8re g\u00e9n\u00e9rale, le bien-\u00eatre social fait que vous ressentez un sentiment d&rsquo;appartenance, d&rsquo;inclusion sociale et de stabilit\u00e9 sociale &#8211; il englobe nos modes de vie, nos valeurs et nos croyances. Avec des employ\u00e9s travaillant \u00e0 distance, en cong\u00e9 ou assumant diff\u00e9rents r\u00f4les au sein d\u2019organisations matricielles, cela n&rsquo;a jamais \u00e9t\u00e9 aussi important. Au Royaume Uni, plus de la moiti\u00e9 des employ\u00e9s rapportent que les relations sociales qu\u2019ils ont au travail ne sont pas \u2018soutenantes\u2019.<\/p>\n<p>Laissez-moi illustrer cela par un exemple concret. D\u00e9but septembre (2020), j\u2019ai eu la chance de donner plusieurs formations sur le stress et la r\u00e9silience chez un client, en pr\u00e9sentiel. En fin de sessions, la majorit\u00e9 des participants sont venus me voir pour expliquer le stress li\u00e9 \u00e0 cette nouvelle mani\u00e8re de travailler, \u00e0 savoir en alternance ou en t\u00e9l\u00e9travail. Leur souci et leur stress principal \u00e9taient la perte de connexion avec leurs coll\u00e8gues. Ils n\u2019ont pas vu certains d\u2019entre eux depuis plus de cinq mois, selon la r\u00e9partition de l\u2019alternance des semaines de travail. Pour certains employ\u00e9s, les relations sociales sont primordiales \u00e0 leur bien-\u00eatre, et j\u2019en fais d\u2019ailleurs partie. Pour ces derniers, la situation actuelle peut cr\u00e9er un stress profond, et il semble que l\u2019on commence d\u00e9j\u00e0 \u00e0 voir une incidence sur la performance de ces employ\u00e9s \u2018d\u00e9connect\u00e9s\u2019 socialement.<\/p>\n<h5>Ce que nous entendons par bien-\u00eatre social au travail comprend:<\/h5>\n<ul>\n<li>Les relations avec les coll\u00e8gues, les managers et l\u2019entreprise au sens large<\/li>\n<li>L\u2019inclusion sociale et le sentiment d&rsquo;appartenance<\/li>\n<li>Le fait de se sentir valoris\u00e9 en tant que personne, coll\u00e8gue et employ\u00e9<\/li>\n<\/ul>\n<p>En cette p\u00e9riode de distanciation physique (et non plus sociale puisque le terme a \u00e9t\u00e9 chang\u00e9 durant la p\u00e9riode de confinement d\u00fb au COVID-19), beaucoup d\u2019employ\u00e9s forc\u00e9s \u00e0 travailler depuis la maison ont ressenti un grand vide social. A tel point qu\u2019un nouveau poste a \u00e9t\u00e9 cr\u00e9\u00e9, du moins en Angleterre, celui de Ministre de la Solitude. Il est aujourd\u2019hui occup\u00e9 par la Baronesse Barran, qui suit la Loneliness Strategy (Strat\u00e9gie de Solitude), d\u00e9velopp\u00e9e en 2018 d\u00e9j\u00e0 par le Gouvernement Britannique.<\/p>\n<p>En tant qu\u2019employeur, il est devenu primordial de cr\u00e9er un climat social sain et de d\u00e9velopper une culture suffisamment souple et inclusive pour\u00a0:<\/p>\n<ul>\n<li>Permettre de tisser des liens au travail,<\/li>\n<li>Lutter contre la solitude,<\/li>\n<li>Permettre aux personnes qui ont besoin de travailler de mani\u00e8re isol\u00e9e de pouvoir le faire,<\/li>\n<li>Enfin encourager les plus z\u00e9l\u00e9s \u00e0 se d\u00e9connecter sans se sentir coupable.<\/li>\n<\/ul>\n<p>Et tout ceci avec les nouvelles r\u00e8gles de distanciation physique ainsi qu\u2019avec les gestes barri\u00e8res. Pas facile comme mission je vous l\u2019accorde, mais une fois de plus, cette situation extraordinaire offre une nouvelle opportunit\u00e9 aux organisations agiles et ax\u00e9es sur le bien-\u00eatre de leurs collaborateurs de faire la diff\u00e9rence\u00a0: ne pas avoir peur des risques mais identifier des opportunit\u00e9s.<\/p>\n<p>Voici 4 strat\u00e9gies pour adresser la sant\u00e9 sociale dans votre organisations.<\/p>\n<ol>\n<li>\n<h4><strong>Comprenez les besoins des diff\u00e9rentes cat\u00e9gories d\u2019employ\u00e9s <\/strong><\/h4>\n<\/li>\n<\/ol>\n<p>Dans une m\u00eame entreprise, vous allez trouver des travailleurs sur les lignes de production (en horaire continu ou non), une ou plusieurs forces de vente (normalement\u00a0!) principalement sur la route ou en rendez-vous chez des clients, des \u00e9quipes qui travaillent \u00e0 distance soit par n\u00e9cessit\u00e9 g\u00e9ographique soit par obligation et des \u00e9quipes qui doivent \u00eatre pr\u00e9sentes dans l\u2019entreprise car leur travail ne peut \u00eatre fait \u00e0 distance. Au sein m\u00eame de ces groupes, vous allez trouver des employ\u00e9s qui ont besoin de connections sociales pour performer et d\u2019autres qui doivent se d\u00e9connecter pour se resourcer.<\/p>\n<p>Demandez \u00e0 chacun des groupes mentionn\u00e9s ci-dessus ce dont ils ont besoin pour mieux comprendre leur situation. Et demandez au sein de chaque groupe si ce qui a \u00e9t\u00e9 mis en place fonctionne pour eux ou non, et comment am\u00e9liorer la situation.<\/p>\n<ol start=\"2\">\n<li>\n<h4><strong>Analysez vos politiques de travail flexible, de cong\u00e9 parental, de vacances <\/strong><\/h4>\n<\/li>\n<\/ol>\n<p>Est-ce que vous offrez la flexibilit\u00e9 dont les employ\u00e9s ont besoin pour avoir un \u00e9quilibre entre leur vie professionnelle et personnelle ?<\/p>\n<p>Est-ce que vos employ\u00e9s ont les pauses et les temps d\u2019arr\u00eat n\u00e9cessaires pour se d\u00e9tendre, pour cr\u00e9er des liens, aussi bien au travail que dans leur vie priv\u00e9e ? Est-ce que vous encouragez les \u00e9changes inter-coll\u00e8gues ainsi que la valorisation des caf\u00e9s\/lunches et autres sorties d\u2019\u00e9quipes ? Qu\u2019en est-il de votre positionnement sur le sujet de la \u2018d\u00e9connection\u2019 en fin de journ\u00e9e, les weekends et pendant les vacances, primordiale au bien-\u00eatre de vos collaborateurs ? Je ne suis pas en train de dire qu\u2019il faut r\u00e9volutionner votre organisation et d\u2019imposer les horaires libres, je vous encourage simplement \u00e0 revoir vos diff\u00e9rentes mani\u00e8res de travailler en fonction des besoins de vos collaborateurs aujourd\u2019hui et surtout en fonction de l\u2019\u00e9volution r\u00e9cente de ces m\u00eames besoins.<\/p>\n<ol start=\"3\">\n<li>\n<h4><strong>Evaluez vos \u00e9v\u00e8nements sociaux au sein de l\u2019organisation<\/strong><\/h4>\n<\/li>\n<\/ol>\n<p>Sont-ils existants ou inexistants, r\u00e9pondent-ils aux besoin des employ\u00e9s, sont-ils assez vari\u00e9s pour prendre en compte les impond\u00e9rables de la vie priv\u00e9e, les budgets, et les diff\u00e9rences de cultures?<br \/>\nMettez en place un groupe de travail, sous le m\u00eame format\u00a0 qu\u2019une association du personnel, pour r\u00e9fl\u00e9chir et offrir les activit\u00e9s n\u00e9cessaires au bien-\u00eatre sociale de l\u2019entreprise, pour aider \u00e0 surmonter la solitude des plus isol\u00e9s, et pour encourager les liens sociaux entre membres d\u2019une m\u00eame \u00e9quipe ainsi qu\u2019entre membres de diff\u00e9rentes \u00e9quipes.<\/p>\n<ol start=\"4\">\n<li>\n<h4><strong>Informez les managers et les employ\u00e9s sur l\u2019importance de l\u2019appartenance, de rester connect\u00e9(e)s, comme de se d\u00e9connecter<\/strong><\/h4>\n<\/li>\n<\/ol>\n<p>L\u2019\u00eatre humain est un animal social, il a besoin d\u2019appartenir \u00e0 un groupe et de se sentir aim\u00e9, accept\u00e9, et valoris\u00e9. De plus il est maintenant prouv\u00e9 que les employ\u00e9s avec des relations sociales fortes sur le lieu de travail ont tendance \u00e0 \u00eatre des travailleurs nettement plus engag\u00e9s et performants. La connexion sociale procure un sentiment de coh\u00e9sion, ce qui est essentiel pour cultiver la cr\u00e9ativit\u00e9, le travail d&rsquo;\u00e9quipe, la collaboration et la solidarit\u00e9.<\/p>\n<p>Dans le cadre de votre programme de sant\u00e9 et bien-\u00eatre au travail, offrez des ateliers et des formations pour permettre d\u2019adresser ce sujet d\u2019appartenance, ainsi que des strat\u00e9gies pour rester connect\u00e9s avec son \u00e9quipe, surtout si le travail se fait \u00e0 distance ou en alternance. La solitude n\u2019arrive pas que chez les retrait\u00e9s\u00a0! Et n\u2019oubliez pas le message le plus crucial de ces ateliers, \u00e0 savoir l\u2019importance de la d\u00e9connection du travail, aussi bien physiquement que mentalement.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Nous avons tous entendu un(e) coll\u00e8gue nous dire : \u00ab Je suis ici pour travailler, pas pour me faire des amis \u00bb. Pour de nombreux employ\u00e9s, le travail peut \u00eatre un endroit tr\u00e8s solitaire, par choix ou par obligation. Il est important que les organisations comprennent \u00e0 quel point les liens sociaux sur le lieu [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":1122,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[15,19],"tags":[],"class_list":["post-1128","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategie","category-strategy-fr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La sant\u00e9 sociale: 4\u00e8me pilier de votre strat\u00e9gie sant\u00e9 - Health Management DC<\/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:\/\/healthmanagementdc.ch\/fr\/social-health-the-4th-pillar-of-your-corporate-health-strategy\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La sant\u00e9 sociale: 4\u00e8me pilier de votre strat\u00e9gie sant\u00e9 - Health Management DC\" \/>\n<meta property=\"og:description\" content=\"Nous avons tous entendu un(e) coll\u00e8gue nous dire : \u00ab Je suis ici pour travailler, pas pour me faire des amis \u00bb. Pour de nombreux employ\u00e9s, le travail peut \u00eatre un endroit tr\u00e8s solitaire, par choix ou par obligation. 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