{"id":5248,"date":"2026-01-07T20:14:22","date_gmt":"2026-01-07T12:14:22","guid":{"rendered":"https:\/\/moresourcing.com\/your-people-are-not-all-right\/"},"modified":"2026-01-07T20:14:22","modified_gmt":"2026-01-07T12:14:22","slug":"your-people-are-not-all-right","status":"publish","type":"post","link":"https:\/\/moresourcing.com\/fr\/your-people-are-not-all-right\/","title":{"rendered":"Votre peuple ne va pas bien"},"content":{"rendered":"<p><\/p>\n<div>\n<div class=\"article-left-col\">\n<section class=\"article-topics\">\n<h4 class=\"article-topics__title\">Th\u00e8mes<\/h4>\n<\/section>\n<section class=\"article-section\">\n<h4 class=\"article-section__title\">Colonne<\/h4>\n<p>\n            Nos chroniqueurs experts proposent des opinions et des analyses sur des questions importantes auxquelles sont confront\u00e9s les entreprises et les managers modernes.        <\/p>\n<p>        <a href=\"https:\/\/sloanreview.mit.edu\/series\/column\/\" class=\"article-section__link\"><\/p>\n<p>           Plus dans cette s\u00e9rie<br \/>\n                      <\/a><\/p>\n<\/section><\/div>\n<aside class=\"article-ad ad-300  ad-300x250 ad-desktop\">\n<\/aside>\n<aside class=\"article-ad ad-300  ad-300x250 ad-mobile\">\n<\/aside>\n<figure class=\"article-inline\">\n<img fetchpriority=\"high\" decoding=\"async\" width=\"1290\" height=\"860\" alt=\"\" class=\"wp-image-124756\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/01\/Your-People-Are-Not-All-Right.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-435x290.jpg 435w\" data-lazy-sizes=\"(max-width: 1290px) 100vw, 1290px\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/01\/Your-People-Are-Not-All-Right.jpg\"\/><img fetchpriority=\"high\" decoding=\"async\" width=\"1290\" height=\"860\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/01\/Your-People-Are-Not-All-Right.jpg\" alt=\"\" class=\"wp-image-124756\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/01\/Your-People-Are-Not-All-Right.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/12\/Swift_OK-1290x860-1-435x290.jpg 435w\" sizes=\"(max-width: 1290px) 100vw, 1290px\"\/><figcaption>\n<p class=\"attribution\">Alice Mollon<\/p>\n<\/figcaption><\/figure>\n<div class=\"article-summary\"><strong class=\"article-summary__strong\">R\u00e9sum\u00e9 : <\/strong><\/p>\n<p>Le monde jette actuellement beaucoup d\u2019incertitude sur la plupart des gens, et cela affecte la sant\u00e9 mentale au travail.<\/p>\n<\/div>\n<p><span class=\"smr-leadin\">\u00abLes gens ne vont pas bien\u00bb<\/span> professeur et auteur Bren\u00e9 Brown <a href=\"https:\/\/fortune.com\/videos\/watch\/bren%C3%A9-brown%3A-%22people-are-not-okay%22\/96d81550-2c24-499b-8bde-45809cb7d178\" target=\"_blank\" rel=\"noopener noreferrer\">a d\u00e9clar\u00e9 \u00e0 un public en octobre<\/a>.<\/p>\n<p>Elle a raison.<\/p>\n<p>L\u2019ambiance qu\u2019elle souligne \u2013 \u00ab \u00e9motionnellement d\u00e9r\u00e9gul\u00e9e, m\u00e9fiante et d\u00e9connect\u00e9e \u00bb \u2013 est visible partout o\u00f9 vous regardez. <a href=\"https:\/\/people.com\/matt-sauerhoff-yells-at-neighbor-after-being-asked-to-leash-dog-11686485\" target=\"_blank\" rel=\"noopener noreferrer\">effondrement des PDG publics<\/a>, ainsi que des d\u00e9fis omnipr\u00e9sents en mati\u00e8re de bien-\u00eatre \u00e0 l\u2019\u00e9chelle mondiale de la main-d\u2019\u0153uvre. <a href=\"https:\/\/cdn.intelligencebank.com\/us\/share\/d23K\/AE0L1\/J9ZKJ\/original\/2025-State-of-Workforce-Mental-Health-report\" target=\"_blank\" rel=\"noopener noreferrer\">les probl\u00e8mes de sant\u00e9 mentale ont eu un impact n\u00e9gatif<\/a> sur leur performance au travail \u2013 une augmentation de 42 % par rapport \u00e0 l\u2019ann\u00e9e pr\u00e9c\u00e9dente.  <\/p>\n<p>Les gens ne vont pas bien. <\/p>\n<p>C\u2019est un excellent conseil. <\/p>\n<p>Le d\u00e9fi que repr\u00e9sentent les gens qui ne vont pas bien (vous y compris) peut \u00eatre l\u2019une des choses les plus difficiles auxquelles vous \u00eates confront\u00e9 en tant que leader. <\/p>\n<p>J'ai fait de nombreuses recherches et travaill\u00e9 sur ce sujet, et j'ai personnellement \u00e9t\u00e9 mis au d\u00e9fi, tant pour moi-m\u00eame que pour mon \u00e9quipe, mes coll\u00e8gues, mes dirigeants et mes clients.<\/p>\n<h4>1. Reconnaissez toutes les fa\u00e7ons dont \u00ab\u00a0pas OK\u00a0\u00bb appara\u00eet.<\/h4>\n<p>Lorsque je parle au public de la cr\u00e9ation d'une main-d'\u0153uvre saine et efficace, on me pose presque \u00e0 chaque fois une question\u00a0:\u00a0\"Je veux aider les gens qui ne vont pas bien. Mais comment puis-je <em>dire<\/em> que quelqu'un ne va pas bien ?<\/p>\n<p>C\u2019est une question fabuleuse. <\/p>\n<p>Les dirigeants doivent donc \u00eatre attentifs \u00e0 un large \u00e9ventail d\u2019indices indiquant que quelqu\u2019un pourrait ne pas aller bien, y compris des indices assez cach\u00e9s et surprenants.<\/p>\n<ul>\n<li>Gardez un \u0153il sur toute une gamme d'\u00e9motions : la tristesse et la frustration, oui, mais aussi la col\u00e8re, la confusion, voire un affect plat (o\u00f9 la personne ne montre aucune \u00e9motion).<\/li>\n<li>Cherchez les deux <em>plus<\/em> action (plus de sensibilisation envers vous et les autres, plus d'explosions lors des r\u00e9unions, plus d'e-mails m\u00e9contents) et <em>moins<\/em> action (comportement non communicatif, communication plus courte\/laconique, ne pas se pr\u00e9senter aux r\u00e9unions).<\/li>\n<li>Lorsque quelque chose ne va pas au travail (une date limite non respect\u00e9e, un client en col\u00e8re, des frictions au sein de l\u2019\u00e9quipe), gardez un \u0153il sur toute personne qui s\u2019est comport\u00e9e ou a r\u00e9agi de mani\u00e8re inhabituelle.<\/li>\n<li>Restez humble quant \u00e0 tout ce que vous ne savez pas sur la vie personnelle de vos coll\u00e8gues et ne faites pas d\u2019hypoth\u00e8ses bas\u00e9es sur vos informations limit\u00e9es.<\/li>\n<li>Si les gens disent qu\u2019ils ne vont pas bien, pour le bien de Pete, prenez-les au mot.<\/li>\n<\/ul>\n<div class=\"callout-highlight\">\n<aside class=\"l-content-wrap\">\n<article>\n<h4>Quand \u00ab Pas OK \u00bb franchit la ligne<\/h4>\n<p>Une cons\u00e9quence malheureuse d\u2019un monde des affaires dans lequel de nombreuses personnes ne vont pas bien : nous voyons de plus en plus de cas o\u00f9 quelqu\u2019un ne va pas bien au point de risquer un pr\u00e9judice r\u00e9el (g\u00e9n\u00e9ralement mental, mais parfois physique) pour lui-m\u00eame et\/ou pour son entourage.<\/p>\n<div class=\"callout-toggle\">\n<p>Que peuvent faire les dirigeants ?<\/p>\n<p><strong>1. Enlevez vos \u0153ill\u00e8res pour signaler imm\u00e9diatement lorsque les choses ne sont vraiment pas normales.<\/strong> Notre programmation culturelle nous emp\u00eache souvent de r\u00e9aliser qu\u2019une personne est en grande difficult\u00e9 au travail.<\/p>\n<p><strong>2. Reliez les services juridiques et RH en temps r\u00e9el.<\/strong> Votre gamme d'options est \u00e0 la fois activ\u00e9e et limit\u00e9e par ce que vos organisations juridiques et RH consid\u00e8rent comme appropri\u00e9. <em>t\u00f4t, de mani\u00e8re synchrone et transparente<\/em> est votre meilleure chance de progresser sans \u00eatre continuellement arr\u00eat\u00e9 ou redirig\u00e9. <\/p>\n<p><strong>3. Comprenez que le rythme dont vous avez besoin peut \u00eatre plus rapide que celui que votre organisation est en mesure de suivre.<\/strong> Les situations dans lesquelles une personne ne va vraiment pas bien remettent souvent en cause les politiques et les proc\u00e9dures con\u00e7ues pour le cours normal des affaires.  <\/p>\n<p><strong>4. Prot\u00e9gez-vous comme vous prot\u00e9geriez quelqu\u2019un d\u2019autre.<\/strong> En essayant d\u2019assurer la s\u00e9curit\u00e9 de votre \u00e9quipe et de votre organisation, vous risquez de devenir la cible de quelqu\u2019un dont le bien-\u00eatre est tellement compromis qu\u2019il s\u2019en prend \u00e0 vous (souvent pour se prot\u00e9ger : \u00ab Je vais bien, mon patron est le probl\u00e8me ! \u00bb).\n<\/p>\n<\/div>\n<\/article>\n<\/aside>\n<\/div>\n<h4>2. Aidez la personne en difficult\u00e9 dans un ordre contre-intuitif\u00a0: att\u00e9nuez les impacts avant de rechercher une cause.<\/h4>\n<p>Lorsque quelqu\u2019un ne va pas bien \u2013 ou que tout un groupe de personnes ne va pas bien \u2013 notre cerveau peut d\u2019abord chercher une explication.<\/p>\n<p>Concentrez-vous plut\u00f4t sur les impacts r\u00e9sultant du fait que la personne ne va pas bien, en commen\u00e7ant par l'impact sur elle.<\/p>\n<div class=\"callout-pullquote callout-pullquote--no-quote\" data-aos-duration=\"900\" data-aos-anchor-placement=\"bottom-bottom\" data-aos-easing=\"ease-out-back\" data-aos=\"fade-new-left\">\n<p class=\"callout-pullquote__quote\">\n\t\t\t\t\tSouvent, le simple fait de retirer de l\u2019assiette de quelqu\u2019un des choses apparemment insignifiantes peut vraiment aider.\n\t\t\t\t\t<\/p>\n<\/div>\n<p>Alors commencez avec compassion\u00a0: insistez sur leur s\u00e9curit\u00e9. <em>quelques<\/em> de la r\u00e9ponse. <\/p>\n<p>Soyez \u00e9galement cr\u00e9atif quant \u00e0 l\u2019apparence de l\u2019aide. <\/p>\n<p>Assurez-vous d\u2019\u00eatre conscient et pr\u00eat \u00e0 d\u00e9ployer les ressources en sant\u00e9 mentale et physique de votre organisation, mais n\u2019exercez pas sans permis.<\/p>\n<aside class=\"article-ad ad-300  ad-300x600 ad-desktop\">\n<\/aside>\n<aside class=\"article-ad ad-300  ad-300x250 ad-mobile\">\n<\/aside>\n<h4>3. V\u00e9rifiez le bien-\u00eatre de vos co\u00e9quipiers.<\/h4>\n<p>Apr\u00e8s avoir commenc\u00e9 le travail ci-dessus (qui peut prendre plusieurs cycles), il est temps de d\u00e9terminer rapidement qui d\u2019autre a \u00e9t\u00e9 affect\u00e9 et comment.  <\/p>\n<p>Dans les lieux de travail hautement interd\u00e9pendants, o\u00f9 une grande partie du travail d\u00e9pend des autres, le virus se propage.  <\/p>\n<p>Les dirigeants doivent veiller \u00e0 ce que les charges de travail soient r\u00e9parties uniform\u00e9ment, \u00e0 rechercher les personnes surcharg\u00e9es et \u00e0 \u00e9loigner les personnes du \u00ab rayon d\u2019explosion \u00bb des personnes pas bien qui projettent une \u00e9nergie n\u00e9gative sur les membres de l\u2019\u00e9quipe qui les entourent ou m\u00eame qui adoptent des comportements comme l\u2019intimidation.<\/p>\n<h4>4. D\u00e9sencombrez pour le calme et la s\u00e9curit\u00e9.<\/h4>\n<p>Lorsque les gens ne vont pas bien, rem\u00e9dier \u00e0 la situation prend souvent du temps et de l\u2019espace \u2013 deux choses qui manquent clairement \u00e0 la plupart des lieux de travail contemporains. <em>et<\/em> un facteur qui restreint les efforts des dirigeants pour aider ces personnes. <\/p>\n<p>Mais en tant que leader, vous disposez de plusieurs leviers pour contribuer \u00e0 \u00ab d\u00e9sencombrer \u00bb la situation :<\/p>\n<p><strong>D\u00e9sencombrez le temps des gens (y compris le v\u00f4tre).<\/strong> Avoir un membre de l\u2019\u00e9quipe en crise peut \u00eatre un signal d\u2019alarme effrayant qui r\u00e9v\u00e8le qu\u2019un calendrier rempli de r\u00e9unions cons\u00e9cutives n\u2019est pas viable.<\/p>\n<p>Une fois que vous avez lib\u00e9r\u00e9 du temps, assurez-vous de le r\u00e9utiliser de deux mani\u00e8res seulement : un espace de r\u00e9flexion, de repos et de strat\u00e9gie ;<\/p>\n<div class=\"callout-pullquote callout-pullquote--no-quote callout-pullquote--long\" data-aos-duration=\"900\" data-aos-anchor-placement=\"bottom-bottom\" data-aos-easing=\"ease-out-back\" data-aos=\"fade-up\">\n<p class=\"callout-pullquote__quote\">\n\t\t\t\t\tLe \u00ab fouillis \u00bb organisationnel est un facteur qui emp\u00eache les gens de se sentir bien <em>et<\/em> un facteur qui restreint les efforts des dirigeants pour aider ces personnes.\n\t\t\t\t\t<\/p>\n<\/div>\n<p><strong>D\u00e9sencombrez le travail des gens (y compris le v\u00f4tre).<\/strong> Semblable \u00e0 l\u2019exercice de calendrier que vous venez de faire, cela peut \u00eatre un travail assez brutal.  <\/p>\n<p><strong>D\u00e9sencombrez votre rh\u00e9torique.<\/strong> Les bons leaders communiquent de mani\u00e8re relativement transparente sur un \u00e9ventail de d\u00e9fis. <em>pas<\/em> faire\u2026 et le cycle s\u2019encha\u00eene vers le bas.<\/p>\n<p>Lorsque les gens ne vont pas bien, les dirigeants doivent contr\u00f4ler plus \u00e9troitement le volume et l\u2019intensit\u00e9 des communications. <em>ne pas<\/em> communiquer \u00e0 leur sujet.<\/p>\n<h4>5. Vous observez une \u00e9pid\u00e9mie \u00ab\u00a0pas OK\u00a0\u00bb\u00a0?<\/h4>\n<p>Dans le conseil 2, nous avons parl\u00e9 de commencer par aider la personne en difficult\u00e9 plut\u00f4t que d\u2019essayer de comprendre le r\u00e9seau (souvent complexe) de causes.<\/p>\n<p>Cela reste vrai jusqu'\u00e0 ce que vous ayez un <em>parcelle<\/em> de gens qui ne vont pas bien. <\/p>\n<p>La logique s\u2019inverse \u00e0 ce stade. <a href=\"https:\/\/research-repository.griffith.edu.au\/server\/api\/core\/bitstreams\/b111f866-9414-58cd-849f-029543882a71\/content\" target=\"_blank\" rel=\"noopener noreferrer\">un leader qui est un tyran<\/a>. <\/p>\n<p>Alors, lorsque vous voyez un groupe de personnes qui ne sont pas d\u2019accord\u00a0: att\u00e9nuez, mais ensuite enqu\u00eatez.<\/p>\n<h3>Une note finale et critique\u00a0: vous n\u2019\u00eates pas immunis\u00e9<\/h3>\n<p>Dirigeants, prenez soin de vous. <a href=\"https:\/\/www.anthromeinsight.com\/books\" target=\"_blank\" rel=\"noopener noreferrer\">efficacit\u00e9 au travail<\/a>, j'ai parl\u00e9 au Dr Rebecca Parker, un m\u00e9decin de renomm\u00e9e nationale sp\u00e9cialis\u00e9 en m\u00e9decine d'urgence. <\/p>\n<p>Ce message m\u2019a touch\u00e9, au-del\u00e0 de ses (excellents) conseils pr\u00e9cis. <\/p>\n<p>Lorsque les gens ne vont pas bien, vous risquez de vous retrouver ainsi. <\/p>\n<p>\u00ab\u00a0Pas OK\u00a0\u00bb est la norme actuelle.<\/p>\n<aside class=\"article-ad ad-300  ad-300x250 ad-desktop\">\n<\/aside>\n<aside class=\"article-ad ad-300  ad-300x250 ad-mobile\">\n<\/aside>\n<div class=\"article-left-col--footer\">\n<section class=\"article-topics\">\n<h4 class=\"article-topics__title\">Th\u00e8mes<\/h4>\n<\/section>\n<section class=\"article-section\">\n<h4 class=\"article-section__title\">Colonne<\/h4>\n<p>\n            Nos chroniqueurs experts proposent des opinions et des analyses sur des questions importantes auxquelles sont confront\u00e9s les entreprises et les managers modernes.        <\/p>\n<p>        <a href=\"https:\/\/sloanreview.mit.edu\/series\/column\/\" class=\"article-section__link\"><\/p>\n<p>           Plus dans cette s\u00e9rie<br \/>\n                      <\/a><\/p>\n<\/section><\/div>\n<div class=\"article-authors\" id=\"article-authors\">\n<h4 class=\"article-authors__title\">A propos de l'auteur<\/h4>\n<div class=\"article-authors__bio\">\n<p><a href=\"https:\/\/www.linkedin.com\/in\/swiftmelissa\/\" target=\"_blank\">M\u00e9lissa Swift<\/a>\u00a0est le fondateur et PDG du cabinet de conseil en organisation Anthrome Insight.<cite>Travaillez ici maintenant\u00a0: pensez comme un humain et cr\u00e9ez un lieu de travail puissant<\/cite>(Wiley, 2023). <cite>Efficace\u00a0: comment faire du bon travail dans un monde en \u00e9volution rapide<\/cite> (Wiley, 2026).<\/p>\n<\/div><\/div>\n<\/div>\n<p>#Personnes<\/p>","protected":false},"excerpt":{"rendered":"<p>Chronique th\u00e9matique Nos chroniqueurs experts proposent des opinions et des analyses sur des probl\u00e8mes importants auxquels sont confront\u00e9s les entreprises et les dirigeants modernes.<\/p>","protected":false},"author":1,"featured_media":5249,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[9],"tags":[],"class_list":["post-5248","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.7.1 (Yoast SEO v25.8) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Your People Are Not All Right - MORE SOURCING LTD<\/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:\/\/moresourcing.com\/fr\/your-people-are-not-all-right\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Your People Are Not All Right\" \/>\n<meta property=\"og:description\" content=\"Topics Column Our expert columnists offer opinion and analysis on important issues facing modern businesses and managers. More in this series Alice Mollon Summary: The world is throwing a large amount of uncertainty at most people right now, and it\u2019s affecting workplace mental health. 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