{"id":6606,"date":"2026-03-28T14:04:04","date_gmt":"2026-03-28T06:04:04","guid":{"rendered":"https:\/\/moresourcing.com\/are-you-overburdening-your-most-engaged-employees\/"},"modified":"2026-03-28T14:04:04","modified_gmt":"2026-03-28T06:04:04","slug":"are-you-overburdening-your-most-engaged-employees","status":"publish","type":"post","link":"https:\/\/moresourcing.com\/fr\/are-you-overburdening-your-most-engaged-employees\/","title":{"rendered":"Surchargez-vous vos employ\u00e9s les plus engag\u00e9s ?"},"content":{"rendered":"<p><\/p>\n<div>\n<p class=\"Paragraph_text__yGFNO\" data-first-paragraph=\"true\">Les employ\u00e9s engag\u00e9s offrent aux organisations un avantage concurrentiel pr\u00e9cieux. Les recherches montrent syst\u00e9matiquement qu'ils sont <a href=\"https:\/\/onlinelibrary.wiley.com\/doi\/10.1002\/job.141\" class=\"ContentLink_anchor__Q6_U6\">plus productifs<\/a> et significativement<a href=\"https:\/\/www.sciencedirect.com\/science\/article\/pii\/0030507376900301?via%3Dihub\" class=\"ContentLink_anchor__Q6_U6\"> moins susceptibles de partir<\/a> que leurs coll\u00e8gues moins engag\u00e9s. C'est pourquoi les organisations <a href=\"https:\/\/hbr.org\/2017\/03\/why-the-millions-we-spend-on-employee-engagement-buy-us-so-little\" class=\"ContentLink_anchor__Q6_U6\">investissent si massivement<\/a> dans la construction d'une main-d'\u0153uvre engag\u00e9e.<\/p>\n<\/div>\n<p><script async=\"\" defer=\"\" crossorigin=\"anonymous\" src=\"https:\/\/connect.facebook.net\/en_US\/sdk.js#version=v19.2&amp;appId=1761258887507575&amp;xfbml=false&amp;status=true\"><\/script><\/p>\n<p>#Surcharge #Employ\u00e9s #Engag\u00e9s<\/p>","protected":false},"excerpt":{"rendered":"<p>Les employ\u00e9s engag\u00e9s offrent aux organisations un avantage concurrentiel pr\u00e9cieux. Les recherches montrent syst\u00e9matiquement qu'ils sont plus productifs et significativement moins susceptibles de partir que leurs coll\u00e8gues moins engag\u00e9s. C'est pourquoi les organisations investissent si massivement dans la construction d'une main-d'\u0153uvre engag\u00e9e. #Surcharge #Employ\u00e9s #Engag\u00e9s<\/p>","protected":false},"author":1,"featured_media":6607,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[9],"tags":[],"class_list":["post-6606","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>Are You Overburdening Your Most Engaged Employees? - MORE SOURCING LTD<\/title>\n<meta name=\"description\" content=\"Senior leaders invest heavily in building engaged organizations. Yet new research, involving more than 4,300 managers and employees, found a hidden cost eroding those returns. When unexpected work arises (the kind that wasn\u2019t on anyone\u2019s radar but needs to get done), managers systematically turn to their most intrinsically motivated employees, assigning them nearly 70% of additional tasks. Why? They assume these employees will enjoy the extra work and won\u2019t burn out from it. Both assumptions are wrong. Over time, this disproportionate allocation reduces job satisfaction and increases turnover intentions among the very employees organizations work hardest to recruit and retain. The research identifies three low-cost interventions to assign work more equitably.\" \/>\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\/are-you-overburdening-your-most-engaged-employees\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Are You Overburdening Your Most Engaged Employees?\" \/>\n<meta property=\"og:description\" content=\"Senior leaders invest heavily in building engaged organizations. Yet new research, involving more than 4,300 managers and employees, found a hidden cost eroding those returns. When unexpected work arises (the kind that wasn\u2019t on anyone\u2019s radar but needs to get done), managers systematically turn to their most intrinsically motivated employees, assigning them nearly 70% of additional tasks. Why? They assume these employees will enjoy the extra work and won\u2019t burn out from it. Both assumptions are wrong. Over time, this disproportionate allocation reduces job satisfaction and increases turnover intentions among the very employees organizations work hardest to recruit and retain. 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