Les 19 et 20 septembre dernier, mon équipe et moi-même nous sommes présentés au salon de l’emploi et de la formation de Brossard.
La plupart des visiteurs qui se sont présentés à notre kiosque étaient évidemment sans emploi. Étonnamment, plusieurs d’entre eux étaient à la recherche non seulement d’un nouvel emploi, mais bien d’une toute nouvelle carrière. La question principale que se posaient ces individus était : « Comment vais-je faire pour arriver à gérer ce grand changement? » Une jeune femme, entre autres, m’a dit que depuis maintenant 10 ans elle rêvait de devenir pilote d’avion. Malheureusement ça n’a pas pu être possible pour elle à cause de certains troubles de vision; elle doit donc se réinventer.
Ça veut dire qu’elle doit être prête et ouverte à plusieurs grands changements dans le but de se créer un nouvel objectif. Elle s’est donc présentée au salon avec un état d’esprit d’ouverture et de bon vouloir pour évaluer les nouvelles possibilités. Ce n’est pourtant pas chose facile et la plupart des gens résiste grandement à ce type de changement.
Par exemple, lorsqu’une entreprise prend la décision de changer de marché, de structure ou de propriétaire, elle fait face à beaucoup de résistance de ses employés. Ces derniers sont rarement ouverts à adopter le changement. Le guide de la bonne gestion d’une entreprise d’aujourd’hui dit qu’il faut être prêt à apporter des changements continuellement pour s’assurer de rester compétitif sur le marché. Malheureusement les employés résistent et vont même jusqu’à saboter les changements proposés sans évaluer les conséquences pour eux et pour leur entreprise. C’est pour cette raison que le changement est si difficile à gérer et que la plupart du temps les entreprises n’arrivent pas à compléter les changements comme imaginés.
Avant de procéder à l’application d’un changement dans l’entreprise, il est extrêmement important d’aviser tous les employés de l’organisation. Pour que ce soit plus facilement accepté de leur part, il faut s’assurer qu’ils comprennent comment le changement va affecter leur travail et leurs responsabilités. Nous devons aussi les rassurer par rapport à la stabilité de leur emploi et leur démontrer les bénéfices que tous retireront une fois le changement appliqué. Les gestionnaires et les leaders ne devraient pas couper les coins ronds ou sous-estimer l’importance de bien appliquer cette partie du processus.
Laissez-nous apprendre de votre expérience.
À quels changements importants avez-vous fait face au travail au cours des dernières années?
Mark Yerbury – président de Formation Dale Carnegie au Québec
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