{"id":25594,"date":"2018-10-12T15:10:29","date_gmt":"2018-10-12T19:10:29","guid":{"rendered":"https:\/\/dev-gordon-food-service-canada.pantheonsite.io\/ideas\/moving-from-boss-to-coach\/"},"modified":"2025-07-01T11:32:37","modified_gmt":"2025-07-01T15:32:37","slug":"de-patron-accompagnateur","status":"publish","type":"post","link":"https:\/\/gfs.ca\/fr-ca\/ideas\/moving-from-boss-to-coach\/","title":{"rendered":"De patron \u00e0 accompagnateur"},"content":{"rendered":"

Vos employ\u00e9s travailleront plus fort et resteront plus longtemps si vous adoptez une approche d\u2019\u00e9quipe<\/h2>\n

Pas toujours facile d\u2019\u00eatre le patron. Et \u00e7a n\u2019a jamais \u00e9t\u00e9 aussi vrai qu\u2019en ce moment, alors que les offres d\u2019emploi dans le secteur de la restauration sont nombreuses et que m\u00eame vos meilleurs employ\u00e9s sont peut-\u00eatre en qu\u00eate de nouveaux d\u00e9fis. En tant que gestionnaire, vous devez vous assurer que vos employ\u00e9s font ce qu\u2019ils ont \u00e0 faire tout en les gardant motiv\u00e9s. Pour ce faire, vous devez moins diriger et plus accompagner.<\/p>\n

La diff\u00e9rence entre un patron et un accompagnateur est \u00e9norme. Le patron a tendance \u00e0 agir comme un tyran. Il a une mentalit\u00e9 de \u00ab\u00ad je-me-moi \u00bb. Malheureusement, cette approche \u00e9gocentrique tue la motivation. Le travail se fait, mais le moral en souffre.<\/p>\n

L\u2019accompagnateur a quant \u00e0 lui une approche plus tourn\u00e9e vers l\u2019ext\u00e9rieur; il pr\u00e9f\u00e8re le \u00ab\u00ad nous \u00bb, qui encourage au travail d\u2019\u00e9quipe. Il est toujours en charge, mais ne donne pas d\u2019ordres. Il opte plut\u00f4t pour un dialogue r\u00e9el o\u00f9 les objectifs sont clairement expliqu\u00e9s afin que chacun comprenne comment son r\u00f4le s\u2019inscrit dans le plan global. C\u2019est alors le d\u00e9sir de r\u00e9ussite qui pousse les employ\u00e9s \u00e0 se d\u00e9passer, ce qui profite \u00e0 tout le monde.<\/p>\n

Superviseur : \u00e7a passe ou \u00e7a casse<\/h3>\n

Selon un billet publi\u00e9 dans LinkedIn, \u00ab\u00ad Why Good Employees Leave<\/a>\u00bb, le sup\u00e9rieur imm\u00e9diat est \u00e0 la fois la principale raison pour laquelle les gens restent dans une organisation et celle pour laquelle ils s\u2019en vont. On peut donc en conclure qu\u2019une bonne \u00e9quipe ne repose pas tant sur l\u2019argent, les avantages et la formation que sur la mani\u00e8re dont les gens sont trait\u00e9s et se sentent.<\/p>\n

Dans la m\u00eame veine, le Gallup Business Journal indique que 75 pour cent des employ\u00e9s qui quittent volontairement leur travail le font en raison de leurs sup\u00e9rieurs et pas du poste lui-m\u00eame. Bref, une attitude d\u2019accompagnateur plut\u00f4t que de patron peut changer beaucoup de choses.<\/p>\n

Il faut aussi savoir que, en plus de rester, les employ\u00e9s heureux sont efficaces. Si vous doutez toujours de l\u2019importance de la relation superviseur\/employ\u00e9, repensez au meilleur patron que vous avez eu. Il \u00e9tait sans doute du type accompagnateur et vous a marqu\u00e9 parce qu\u2019il vous a aid\u00e9 \u00e0 cheminer et \u00e0 vous am\u00e9liorer.<\/p>\n

En contraste, rappelez-vous le pire emploi que vous avez eu. Avez-vous quitt\u00e9 le poste ou le patron? <\/p>\n

Au c\u0153ur de l\u2019action<\/h3>\n

Encore une fois, pourquoi les gens quittent-ils leur emploi\u2009? Selon beaucoup d\u2019employeurs, c\u2019est d\u00fb au salaire, \u00e0 la s\u00e9curit\u00e9 d\u2019emploi, aux promotions et aux conditions de travail. Pourtant, de nombreuses \u00e9tudes montrent que les employ\u00e9s ont principalement \u00e0 c\u0153ur de sentir que leur travail est reconnu, qu\u2019ils font partie de quelque chose. <\/p>\n

Si ce n\u2019est pas le cas et que leur sup\u00e9rieur imm\u00e9diat est peu compr\u00e9hensif, ne montre pas d\u2019int\u00e9r\u00eat envers leurs probl\u00e8mes personnels, ne les conseille pas et n\u2019instaure pas un climat de confiance, ils auront alors peu de raisons de rester.  <\/p>\n

Plut\u00f4t que d\u2019expliquer pourquoi les gens d\u00e9missionnent, examinons ce qui les motive. Voici, d\u2019apr\u00e8s Gallup, les dix principales raisons pour lesquelles les employ\u00e9s restent :<\/p>\n

    \n
  1. Ils ne veulent pas laisser tomber leur sup\u00e9rieur imm\u00e9diat. <\/li>\n
  2. Ils sentent que leurs sup\u00e9rieurs, leurs coll\u00e8gues et eux forment une \u00e9quipe.<\/li>\n
  3. Ils ont un lien fort avec leur sup\u00e9rieur.<\/li>\n
  4. Ils n\u2019ont pas envie de partir, de recommencer au bas de l\u2019\u00e9chelle et de devoir gagner de nouveau le respect des autres.<\/li>\n
  5. Ils n\u2019arrivent pas \u00e0 trouver de conditions \u00e9quivalentes ailleurs.<\/li>\n
  6. Ils sentent qu\u2019ils prennent part \u00e0 leur d\u00e9veloppement de carri\u00e8re.<\/li>\n
  7. Ils aiment que la confiance soit au c\u0153ur des valeurs v\u00e9hicul\u00e9es.<\/li>\n
  8. Ils croient en leur entreprise et en leur travail.<\/li>\n
  9. Ils ne sont pas pr\u00eats \u00e0 payer le prix d\u2019une s\u00e9paration.<\/li>\n
  10. Ils sentent qu\u2019ils peuvent se concentrer sur leur travail et qu\u2019ils sont r\u00e9mun\u00e9r\u00e9s de fa\u00e7on \u00e9quitable.<\/li>\n<\/ol>\n

    Vers un changement d\u2019approche<\/h3>\n

    Si vous avez l\u2019impression que votre taux de roulement est trop \u00e9lev\u00e9, prenez le temps d\u2019examiner honn\u00eatement la situation. \u00cates-vous ce type de patron que les gens quittent? Ou l\u2019accompagnateur qu\u2019ils adoptent?<\/p>\n

    D\u2019une fa\u00e7on ou d\u2019une autre, on peut toujours faire mieux. La cl\u00e9 consiste \u00e0 conna\u00eetre les moyens pour passer de patron \u00e0 accompagnateur. Voici donc quelques conseils qui devraient vous \u00eatre utiles :<\/p>\n

      \n
    • D\u00e9cidez de passer \u00e0 l\u2019action. Regardez-vous dans le miroir et devenez ce patron que vous avez toujours r\u00eav\u00e9 d\u2019avoir.<\/li>\n
    • \u00c9coutez deux fois plus que vous ne parlez. Vous n\u2019entendrez jamais de bonnes id\u00e9es si vous n\u2019\u00e9coutez pas.<\/li>\n
    • Quand vous parlez, encouragez la participation. Pour favoriser les \u00e9changes, renseignez-vous sur le qui, le quoi et le comment.<\/li>\n
    • Laissez parfois votre \u00e9quipe d\u00e9cider, car cela envoie le message que chacun a son r\u00f4le \u00e0 jouer.<\/li>\n
    • Rappelez-vous que la meilleure fa\u00e7on de r\u00e9ussir consiste souvent \u00e0 aider en premier les autres \u00e0 r\u00e9ussir.<\/li>\n
    • R\u00e9compensez le r\u00e9sultat plut\u00f4t que l\u2019effort. Le but, c\u2019est de gagner; pas seulement de bien jouer. Tout le monde doit garder l\u2019\u0153il sur l\u2019objectif.<\/li>\n
    • Inspirez la confiance en manifestant de la confiance.<\/li>\n<\/ul>\n

      Chaque milieu de travail est diff\u00e9rent, mais le vrai leadership, lui, demeure toujours le m\u00eame. Nous avons besoin de plus d\u2019accompagnateurs et de moins de patrons. Et \u00e7a commence par vous. Vous pouvez devenir ce mentor qui b\u00e2tit une \u00e9quipe solide fond\u00e9e sur le respect mutuel, le talent et un rendement \u00e9lev\u00e9.<\/p>","protected":false},"excerpt":{"rendered":"

      Your staff will work harder and stick around longer when you take a teamwork approach. It\u2019s always tough to be the boss. This has never been more true than today, when restaurant industry jobs are plentiful and even your best employees may look for new opportunities. Being in charge means getting employees to do the […]<\/p>\n","protected":false},"author":19,"featured_media":26896,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[122,123,112,69,111,113],"tags":[],"class_list":["post-25594","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-catering-small-business","category-hotels-hospitality","category-restaurant-bars","category-running-your-business","category-healthcare","category-university"],"acf":[],"yoast_head":"\nMoving from Boss to Coach | Gordon Food Service<\/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:\/\/gfs.ca\/fr-ca\/ideas\/de-patron-accompagnateur\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Moving from Boss to Coach\" \/>\n<meta property=\"og:description\" content=\"Your staff will work harder and stick around longer when you take a teamwork approach. 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