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7 signes qui montrent que tu dois démissionner?

Aujourd’hui, une question primordiale se pose, est-ce le temps pour que je démissionne ou pas? Voilà 7 signes qui montrent en évidence que vous deviez démissionner:

  1. tu vis le statu-quo: rien ne change pour vous, le lundi ressemble au mercredi, et au vendredi. tu te réveilles et peu importe le jour, tu prends le chemin du bureau
  2. aucun retour de ton supérieur direct: des réunions finis, des rapports partagés…et aucun feedback de ton supérieur direct,
  3. tu n’apprends rien: ton quotidien devient de plus en plus ennuyant, aucun apprentissage,
  4. tu quittes fréquemment ta chaise:  tu cherches le maximum possible à quitter ton bureau, aller prendre un café avec collègues, aller les voir dans leurs bureaux…,
  5. trop de réorganisation dans votre entreprise: ceci reflète clairement le manque de vision chez ton top management
  6. les chasseurs de tête te track tout le temps: un signe très fort que ton profil est sollicité dans le marché d’emploi, et qu’ils sont prêts à offrir un pactole pour t’avoir
  7. tu te sens que le temps est venu pour aller vers d’autres horizons: écouter ton sens inné et sois prudents pour ton choix

 

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Why I Put My Employees Ahead Of My Customers



Here at HCL Technologies we developed a management approach called Employees First, Customers Second that has become known around the world. It is not what you might think. It isnot a human resources initiative, as many seem to assume. « It’s an employee satisfaction program, » one person who heard about it said. « It involves picnics. » No. It is about employees, but it’s not about HR.

I have nothing against programs designed to improve the lot of employees or at least make them feel a little better. And I have nothing against human resources departments and what they do. But Employees First, Customers Second is a management approach. It is a philosophy, a set of ideas, a way of looking at strategy and competitive advantage.

The idea came from observing our company closely. We create value in one very specific place: the interface between our HCL employees and our customers. We call this the « value zone. » Every employee who works in the value zone is capable of creating more or less value. The whole intent of Employees First is to do everything we can to enable those employees to create the most possible value.

This has led us to take a number of actions to turn the organizational pyramid upside down. In other words, we want management to be as accountable to the people in the value zone as the people in the value zone are to management.

EFCS is not about making employees happy or comfortable. I don’t even really care if employees are happy. I don’t think that employee « satisfaction » is something a company should strive for. Satisfaction is a passive state, isn’t it? Satisfaction doesn’t produce change or improvement or innovation or much of anything.

As for employee « engagement, » that isn’t much better than satisfaction. I would hope that everybody, no matter what their job is, would be alert and paying some attention to what they do, would be engaged.

source: forbes.com

Télécharger une présentation du concept: Employees first, customers second

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