PME : motiver par la reconnaissance

La motivation pour les PME tient parfois du parcours du combattant. Pour dynamiser ses équipes commerciales, le retour sur investissement reste le prérequis numéro 1 d’un gérant souvent perdu dans la jungle des possibilités.

Entre rendez-vous professionnels, tâches administratives et multitude de sujets opérationnels à régler, la vie du gérant de PME tient parfois autant de la course de fond que de la course contre la montre. Il serait pourtant dommage de négliger le management, et particulièrement la motivation des commerciaux et des salariés en général, premiers ambassadeur de votre marque.

Le salaire : un outil parmi d’autres

Le contexte est à la modération salariale notamment dans les PME (enquête d’Aon Hewitt 2015). Et si  le pouvoir d’achat reste un critère décisif pour les salariés (Baromètre Edenred-Ipsos « Bien-Être et motivation des salariés » 2016), il n’est pas le seul levier de motivation. On pourra citer par exemple :

–          La recherche du sens dans le travail, qui manque cruellement aux salariés victimes de « brown-out », cette nouvelle maladie professionnelle provoquée par la vacuité totale des tâches effectuées.

–          L’esprit d’entreprise, qui peut aller de pair avec l’envie de suivre un leader, un projet collectif et de développer des valeurs communes entre l’entreprise et ses salariés.

–          La reconnaissance, qui permet au collaborateur de se sentir à sa place dans l’entreprise, de considérer sa mission comme importante, de savoir qu’on lui fait confiance.

Misez sur la reconnaissance

En tant que gérant de PME, la reconnaissance accordée aux salariés est un élément primordial de votre marque-employeur. Elle peut porter sur de nombreux aspects de la vie de l’entreprise et du collaborateur :

–          Les résultats bien-sûr ; il est courant et pertinent de récompenser la performance et l’atteinte des objectifs. C’est la raison qui vient peut-être la première à l’esprit, mais ce n’est pas la seule.

–          La personne en elle-même ; ses valeurs, ses qualités humaines et professionnelles, sa bonne humeur… Tout en sortant du strict cadre du travail, c’est un levier de reconnaissance essentiel.

–          Ses pratiques dans le cadre de l’entreprise ; entraide avec ses collègues, participation aux temps forts de la société…

–          Son investissement dans le travail, sa créativité et ses initiatives ou prises de position sur les missions qui lui sont confiées. C’est la reconnaissance de l’effort fourni, de manière générale. Même un échec – s’il est méritant – peut donner lieu à une reconnaissance du travail fourni.

Les « preuves » de reconnaissance

Le chèque cadeau est un classique indémodable de la reconnaissance, qu’elle soit collective ou individuelle. Il permet, ainsi que la carte cadeau son pendant dématérialisé, de donner des preuves de reconnaissance pour féliciter ou fêter un événement particulier.

N’oubliez toutefois pas d’accompagner votre politique de récompense. Concrètement, en accompagnant votre budget « chèques cadeaux » d’un environnement propre à optimiser la reconnaissance :

–          Créez un contexte favorable, en réunion individuelle ou d’équipe, prenez le temps d’expliquer ce que vous récompensez par ce geste (un objectif atteint, une belle vente, un événement ?…)

–          Faite de ce moment un véritable échange. Vos salariés doivent pouvoir s’exprimer à leur tour, évoquer leurs succès et axes d’améliorations.

–          Prolongez la dynamique positive, par exemple en évoquant les prochains projets à venir, les challenges ou objectifs qui attendent l’équipe dans les semaines ou mois à venir.

Et surtout : soyez sincère et bienveillant, la portée du moment n’en sera que plus forte.

 

 

Publié le 13/12/2016

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