Responsabiliser les employés grâce à
Résolution de problèmes

Revolutionizing HR and Management Practices to Foster Job Satisfaction and Productivity in a Shifting Work Landscape

The nature of job roles has been evolving over the past few decades from repetitive production tasks to heuristic activities requiring knowledge and critical thinking skills. That change is projected to continue as we enter the 4th révolution industrielle. En dépit de ce changement, les entreprises ne parviennent pas à adapter leurs pratiques en matière de RH et de gestion pour motiver efficacement les employés dans les rôles qui sont les plus nécessaires. Des études ont montré que les théories de motivation de type "carotte et bâton", qui constituent le fondement des approches de gestion basées sur la "rémunération au rendement", non seulement ne fonctionnent pas pour les rôles qui exigent de la créativité et de la réflexion, mais peuvent aussi être démotivantes et contre-productives pour les objectifs que l'entreprise cherche à atteindre.

So what does this have to do with problem solving?

It turns out that for knowledge workers, providing meaningful and challenging problem solving opportunities along with the authority to solve them can be a key driver for fostering intrinsic motivation and job satisfaction. Think about Maslow’s hierarchy of needs for a moment: most modern employees have most of the lower needs met and what they are really seeking is self-actualization through their careers. Here are 4 tips on how to use problem solving and what we know about human behavior to increase both productivity and employee satisfaction:

1. Considérer la résolution de problèmes comme un facteur de motivation

The millennial generation in particular has grown up with an affinity towards activities where they feel challenged and they feel a sense of purpose. As an employer, you can build upon this natural inclination by providing bigger and tougher problems for the employee to solve. Consider using a new and challenging work assignment as a means of motivating employees to perform to their potential by making them feel empowered.

2. Même les tâches répétitives peuvent être positionnées dans le contexte de l'amélioration continue

- Pour les rôles dans la fabrication, les opérations et les services qui comportent une grande part de répétitions, envisagez de changer la conversation de "comment exécutez-vous le rôle ?" à "comment pouvons-nous mieux exécuter le rôle ?". Les employés recherchent un sens de l'objectif et le sentiment qu'ils font une différence - l'amélioration continue leur vient donc naturellement tant que la culture de votre entreprise ne la décourage pas.

3. Présentez l'activité comme une opportunité et non comme une corvée.

How you frame the activity makes a huge difference as to whether or not employees will be motivated to do it. Mark Twain made the point well in “The Adventures of Tom Sawyer” with the story about painting the fence. Tom encourages his friends to join him in the task of painting the fence (initially a punishment) by persuading them that the activity is fun, as well as a privilege. Whilst perhaps essentially a humorous story about a cunning little boy, it also serves to illustrate how you can completely flip the perception of an activity by taking a novel approach to framing.

4. Compensate appropriately for solving problems

Leaders should entrust challenging problems to individuals they trust and respect. Offering the right form of compensation is crucial, as an extrinsic reward may diminish the intrinsic value of the activity and subsequently reduce employees’ motivation to participate.

In conclusion, it’s essential to recognize that the modern employee is intelligent and possesses significant potential – that’s precisely why they were hired! Now is the opportunity to demonstrate your management prowess and guide your employees towards reaching higher levels of performance. Utilize business problems strategically to provide your team with the challenges and sense of purpose necessary for their career satisfaction and motivation.

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