{"id":1491,"date":"2020-12-16T12:19:54","date_gmt":"2020-12-16T12:19:54","guid":{"rendered":"https:\/\/healthmanagementdc.ch\/?p=1491"},"modified":"2020-12-16T12:27:34","modified_gmt":"2020-12-16T12:27:34","slug":"au-dela-des-generations-pour-ameliorer-la-strategie-de-bien-etre-se-concentrer-sur-les-valeurs-et-la-diversite","status":"publish","type":"post","link":"https:\/\/healthmanagementdc.ch\/fr\/au-dela-des-generations-pour-ameliorer-la-strategie-de-bien-etre-se-concentrer-sur-les-valeurs-et-la-diversite\/","title":{"rendered":"Au-del\u00e0 des g\u00e9n\u00e9rations pour am\u00e9liorer la strat\u00e9gie de bien-\u00eatre: se concentrer sur les valeurs et la diversit\u00e9"},"content":{"rendered":"\t\t
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A votre avis qui a bien pu \u00e9crire : \u00ab\u00a0Les jeunes d’aujourd’hui aiment le luxe, m\u00e9prisent l’autorit\u00e9 et bavardent au lieu de travailler. Ils contredisent leurs parents, tyrannisent leurs professeurs et n’ont aucun respect pour l’\u00e2ge. \u00c0 notre \u00e9poque, les enfants sont des tyrans. \u00bb ?<\/em><\/p>

Ben, c\u2019est Socrate qui a v\u00e9cu de 470 \u00e0 399 av. J.C ! Et ce n\u2019est pas parce que certaines perceptions traversent les \u00e9poques sans r\u00e9ellement \u00e9voluer qu\u2019il ne faut pas tenir compte des diff\u00e9rences de g\u00e9n\u00e9rations.<\/p>

Tenir compte des sp\u00e9cificit\u00e9s de chacun\u00a0au sein d\u2019un groupe d\u2019employ\u00e9s n\u2019a jamais \u00e9t\u00e9 aussi\u00a0complexe. Les organisations doivent aujourd\u2019hui s\u2019adapter en\u00a0int\u00e9grant\u00a0les diff\u00e9rences notables de g\u00e9n\u00e9rations, de religions, de genres, de statuts\u00a0socio-\u00e9conomiques\u00a0pour concevoir des strat\u00e9gies et des programmes\u00a0r\u00e9pondant aux\u00a0besoins et sp\u00e9cificit\u00e9s de chacun. Cette personnalisation permet ainsi aux employ\u00e9s de maximiser leur contribution, de donner plus de sens \u00e0 ce qu\u2019ils font et au pourquoi ils le font, et, en fin de compte, de mieux s\u2019aligner sur les valeurs et objectifs de leur employeur.<\/p>

Mais comment\u00a0personnaliser encore plus\u00a0des programmes de sant\u00e9\u00a0souvent\u00a0d\u00e9j\u00e0\u00a0bien\u00a0customis\u00e9s ? Et comment s\u2019assurer que ces m\u00eames programmes\u00a0ont\u00a0v\u00e9ritablement un impact sur le bien-\u00eatre, la r\u00e9silience et la performance des employ\u00e9s ?<\/p>

Selon le rapport\u00a02020 Human Capital Trends collection\u00a0de<\/a><\/u> Deloitte\u00a0131<\/sup>, l\u2019\u00e2ge et les diff\u00e9rences de g\u00e9n\u00e9ration sont prises en compte lors de la conception et la mise en place de la plupart des programmes de formations, de d\u00e9veloppement, de leadership. Cependant, pour ce qui touche aux programmes de bien-\u00eatre, de performance ou d\u2019avantages sociaux, ces facteurs de customisation sont\u00a0moins\u00a0utilis\u00e9s.<\/p>

\"\"<\/p>

Devrait-on donc d\u00e9velopper des programmes de sant\u00e9 plus en ad\u00e9quation avec les diff\u00e9rences de g\u00e9n\u00e9rations\u00a0? En effet, il y a de s\u00e9rieuses diff\u00e9rences entre les baby-boomers (1946-1960), les Gen X (1961-1980), les Gen Y (1980-1995) et les tout nouveaux arrivants sur le march\u00e9 du travail \u00e0 savoir les Gen Z (1995-2010).<\/p>

Les drivers de bien-\u00eatre sont diff\u00e9rents selon les g\u00e9n\u00e9rations<\/strong><\/h4>

\u00a0<\/p>

Selon le Global Wellness Institute, Organisation \u00e0 but non lucratif bas\u00e9e aux Etats-Unis, dont la mission est d\u2019autonomiser le bien-\u00eatre dans le monde entier en \u00e9duquant les secteurs public et priv\u00e9 sur la sant\u00e9 pr\u00e9ventive et le bien-\u00eatre, voici les 4 principaux moteurs du bien-\u00eatre pour les diff\u00e9rentes g\u00e9n\u00e9rations\u202f:<\/p>
Gen X et Baby-Boomers<\/td>Et selon les Millennials (Gen Y et Gen Z)<\/td><\/tr>

1. Choix des projets \u2013 autonomie dans mon travail<\/p>

2. Garde d\u2019enfants sur place ou subventionn\u00e9e<\/p>

3. Conseils nutrition<\/p>

4. Possibilit\u00e9 de progresser<\/p><\/td>

1. Mon employeur se soucie de mon bien-\u00eatre<\/p>

2. Je sens que mon travail a un impact positif sur la vie des gens<\/p>

3. Mon boss se soucie de mon bien-\u00eatre<\/p>

4. Mon employeur me soutient<\/p><\/td><\/tr><\/tbody><\/table>

Quand on voit de telles attentes, on se dit qu\u2019il serait surement efficace de concevoir des programmes de sant\u00e9 plus sp\u00e9cifiques.<\/p>

Pourtant, il semblerait que la tendance ne soit plus dans la personnalisation\u00a0\u00e0 outrance\u00a0pour adresser les diff\u00e9rences g\u00e9n\u00e9rationnelles,\u00a0en raison\u00a0entre autres\u00a0de\u00a0l\u2019\u00e9mergence d\u2019un\u00a0nouveau groupe\u202f: les \u00ab\u202fperennials\u202f\u00bb. Ces employ\u00e9(e)s repr\u00e9sentent un groupe de tous \u00e2ges, toutes\u00a0cultures, tous\u00a0genres et\u00a0transcendent les\u00a0st\u00e9r\u00e9otypes en\u00a0cr\u00e9ant des liens entre eux\u00a0et\u00a0avec l\u2019ext\u00e9rieur,\u00a0au-del\u00e0 des\u00a0diff\u00e9rences. Ces\u00a0\u00ab\u202fperennials\u202f\u00bb\u00a0ne se d\u00e9finissent\u00a0donc\u00a0pas\u00a0tant\u00a0par leur g\u00e9n\u00e9ration\u00a0que\u00a0par leur \u00e9tat d\u2019esprit.<\/p>

Privil\u00e9gier les valeurs fondamentales plut\u00f4t que segmenter par g\u00e9n\u00e9ration

<\/strong><\/h4>

De plus en plus, il semble qu\u2019il NE faille\u00a0PAS segmenter les programmes de sant\u00e9 en fonction de l\u2019\u00e2ge ou des g\u00e9n\u00e9rations.\u00a0Il vaut mieux\u00a0se focaliser sur les valeurs, le sens, les comportements. Comme l\u2019\u00e9crit Lindsay Pollak dans son livre The Remix:\u00a0<\/span>How to Lead and Succeed in the Multigenerational Workplace<\/span>:\u00a0\u00ab\u202fLes principes fondamentaux – sens, objectif, bons leaders, d\u00e9veloppement professionnel – ne changent pas. Ce qui change, c\u2019est la mani\u00e8re dont chaque g\u00e9n\u00e9ration exprime <\/em>s<\/em>es besoins et les attentes que nous avons quant \u00e0 leur satisfaction par nos employeurs\u202f\u00bb<\/em>.<\/p>

La diversit\u00e9 n\u2019inclut pas uniquement les diff\u00e9rences d\u2019\u00e2ges mais bien d\u2019ethnicit\u00e9, de genre, d\u2019orientation sexuelle, de niveau de sant\u00e9, de milieu socio-\u00e9conomique,\u00a0d\u2019origine g\u00e9ographique,\u00a0etc.<\/p>

Il est important d\u2019inclure des \u00e9l\u00e9ments de diversit\u00e9 et de multiculture dans les programmes de bien-\u00eatre.\u00a0C\u2019est pour cela qu\u2019au sein de plus en plus d\u2019organisations,\u00a0la strat\u00e9gie et les programmes de sant\u00e9\u00a0sont\u00a0g\u00e9r\u00e9s par la fonction Diversit\u00e9 et Inclusion.\u00a0Par exemple\u00a0deux de mes clients dans le domaine du tabac ont d\u00e9j\u00e0\u00a0int\u00e9gr\u00e9\u00a0leur d\u00e9partement de Sant\u00e9 et Bien-\u00eatre dans leur d\u00e9partement D&I.<\/p>

Autre\u00a0tendance\u202f:\u00a0le National Wellness Institute, r\u00e9f\u00e9rence en mati\u00e8re de sant\u00e9 en entreprise aux Etats-Unis, a r\u00e9cemment redesign\u00e9 sa Wellness Wheel (roue de bien-\u00eatre) pour y int\u00e9grer tout ce qui caract\u00e9rise\u00a0la diversit\u00e9 : genre, ethnicit\u00e9,\u00a0\u00e2ge, \u00e9ducation, statut\u00a0socio-\u00e9conomique, race, religion,\u00a0origine\u00a0et croyance, orientation sexuelle.<\/p>

\"Diversity<\/p>

Au-del\u00e0 du respect de la r\u00e9glementation, ce qui devrait\u00a0nous\u00a0motiver est simple : la diversit\u00e9 et l\u2019inclusion sont positives pour le bien-\u00eatre, et inversement. En effet, une \u00e9tude r\u00e9alis\u00e9e par l\u2019organisation britannique\u00a0Do Something Different\u00a0<\/a>a montr\u00e9 que le bien-\u00eatre est \u00e9troitement li\u00e9 aux comportements de diversit\u00e9 et d’inclusion\u00a0:\u00a0plus une personne est inclusive, meilleur est son bien-\u00eatre. Plus sp\u00e9cifiquement, les employ\u00e9s ayant un fort degr\u00e9 d\u2019inclusivit\u00e9\u00a0sont environ quatre fois plus susceptibles d’avoir un bien-\u00eatre \u00e9lev\u00e9, comparativement aux employ\u00e9s avec une faible inclusivit\u00e9. Et parall\u00e8lement, il est fort peu probable pour des employ\u00e9s tr\u00e8s inclusifs d\u2019avoir un niveau de bien-\u00eatre bas.<\/p>

Les r\u00e9sultats de cette \u00e9tude ont confirm\u00e9 l\u2019id\u00e9e de base qui est que le d\u00e9veloppement de comportements de diversit\u00e9 et d’inclusion est susceptible d’am\u00e9liorer diff\u00e9rents aspects du bien-\u00eatre. Donc inclure des \u00e9l\u00e9ments de diversit\u00e9 dans une strat\u00e9gie de bien-\u00eatre\u00a0s\u2019av\u00e8re indispensable.<\/p>

Les organisations doivent\u00a0donc\u00a0reconsid\u00e9rer leur strat\u00e9gie et programmes de sant\u00e9 et de bien-\u00eatre fond\u00e9s uniquement sur l\u2019\u00e2ge ou les g\u00e9n\u00e9rations. Elles doivent\u00a0tenir compte des int\u00e9r\u00eats, des valeurs, de la diversit\u00e9, des pr\u00e9f\u00e9rences et des opinions des employ\u00e9s afin de\u00a0leur\u00a0proposer\u00a0une quelconque\u00a0initiative\u00a0sant\u00e9 et de bien-\u00eatre.<\/p>

Cette approche post g\u00e9n\u00e9rationnelle ou \u2018perennial\u2019 offre\u00a0aux organisations la possibilit\u00e9\u00a0de r\u00e9pondre\u00a0r\u00e9ellement\u00a0aux besoins et aux attentes des employ\u00e9s\u00a0tout en \u00e9tant b\u00e9n\u00e9fique pour l\u2019organisation, en termes d\u2019am\u00e9liorations de la\u00a0sant\u00e9,\u00a0de l\u2019engagement et\u00a0donc finalement de\u00a0la performance.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

A votre avis qui a bien pu \u00e9crire : \u00ab\u00a0Les jeunes d’aujourd’hui aiment le luxe, m\u00e9prisent l’autorit\u00e9 et bavardent au lieu de travailler. Ils contredisent leurs parents, tyrannisent leurs professeurs et n’ont aucun respect pour l’\u00e2ge. \u00c0 notre \u00e9poque, les enfants sont des tyrans. \u00bb ? Ben, c\u2019est Socrate qui a v\u00e9cu de 470 \u00e0 […]<\/p>\n","protected":false},"author":2,"featured_media":1460,"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],"tags":[],"class_list":["post-1491","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategie"],"yoast_head":"\nAu-del\u00e0 des g\u00e9n\u00e9rations pour am\u00e9liorer la strat\u00e9gie de bien-\u00eatre: se concentrer sur les valeurs et la diversit\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\/au-dela-des-generations-pour-ameliorer-la-strategie-de-bien-etre-se-concentrer-sur-les-valeurs-et-la-diversite\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Au-del\u00e0 des g\u00e9n\u00e9rations pour am\u00e9liorer la strat\u00e9gie de bien-\u00eatre: se concentrer sur les valeurs et la diversit\u00e9 - Health Management DC\" \/>\n<meta property=\"og:description\" content=\"A votre avis qui a bien pu \u00e9crire : \u00ab\u00a0Les jeunes d’aujourd’hui aiment le luxe, m\u00e9prisent l’autorit\u00e9 et bavardent au lieu de travailler. 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