{"id":45846,"date":"2024-04-03T12:52:10","date_gmt":"2024-04-03T11:52:10","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=45846"},"modified":"2026-01-26T23:57:31","modified_gmt":"2026-01-26T22:57:31","slug":"reunions-one-to-one","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/reunions-one-to-one\/","title":{"rendered":"Qu’est-ce que les entretiens one to one ?"},"content":{"rendered":"\n

Outre les r\u00e9unions conventionnelles, les entreprises doivent pr\u00e9voir des r\u00e9unions one to one dans leurs calendriers afin d’am\u00e9liorer le fonctionnement de l’organisation. Gr\u00e2ce aux r\u00e9unions individuelles,<\/strong> les employ\u00e9s ont la possibilit\u00e9 de pr\u00e9senter leurs probl\u00e8mes et leurs objectifs directement \u00e0 leur sup\u00e9rieur.<\/p>\n\n\n\n

De m\u00eame, lors des r\u00e9unions 1 to 1, les responsables ont la possibilit\u00e9 de s’attaquer aux probl\u00e8mes qui commencent \u00e0 se poser dans l’entreprise avant qu’ils ne s’\u00e9tendent <\/strong>et qu’il ne soit trop tard pour trouver une solution.<\/p>\n\n\n\n

Qu’est-ce qu’une r\u00e9union one to one ?<\/h2>\n\n\n\n

L’objectif des entretiens one to one est de cr\u00e9er, par le biais d’une r\u00e9union br\u00e8ve et d\u00e9tendue<\/strong>, un espace o\u00f9 le manager et l’employ\u00e9 peuvent \u00e9tablir un dialogue sans aucune pression ext\u00e9rieure. Le manager aura l’occasion de conna\u00eetre les priorit\u00e9s et les objectifs de l’employ\u00e9<\/strong> interrog\u00e9, ainsi que d’expliquer les objectifs \u00e0 long terme de l’entreprise.<\/p>\n\n\n\n

Ce type d’entretien personnel permet d’obtenir des informations tr\u00e8s pr\u00e9cieuses qui permettront d’anticiper les \u00e9ventuels probl\u00e8mes de l’entreprise afin de r\u00e9soudre progressivement les premiers probl\u00e8mes<\/strong> avant qu’ils ne prennent de l’ampleur et ne cr\u00e9ent un malaise g\u00e9n\u00e9ral dans l’entreprise.<\/p>\n\n\n\n

\"Guide<\/a><\/figure>\n\n\n\n

Quand programmer une r\u00e9union one to one ?<\/h3>\n\n\n\n

Pour s’assurer que l’\u00e9quipe reste motiv\u00e9e et productive<\/strong>, l’id\u00e9al est de programmer un entretien 1 to 1 au moins une fois par semaine.<\/p>\n\n\n\n

Le principal avantage est qu’en laissant de tr\u00e8s petits intervalles entre les r\u00e9unions, nous serons au courant de l’actualit\u00e9<\/strong>. Il est donc normal que le temps total consacr\u00e9 \u00e0 ces r\u00e9unions ne d\u00e9passe pas 2 heures par mois<\/strong>.<\/p>\n\n\n\n

Avantages des entretiens one to one<\/h2>\n\n\n\n

Pour comprendre les avantages que ce type de r\u00e9unions 1 to 1 peut avoir pour une entreprise, il faut partir du principe que le succ\u00e8s d’une entreprise d\u00e9pend, dans une large mesure, de sa capacit\u00e9 \u00e0 communiquer avec ses employ\u00e9s<\/strong>.<\/p>\n\n\n\n

Ainsi, une organisation o\u00f9 la communication fait partie de son ADN et o\u00f9 les entretiens one to one sont int\u00e9gr\u00e9s dans le quotidien, peut se doter d’une \u00e9quipe tr\u00e8s productive<\/strong>.<\/p>\n\n\n\n

Les r\u00e9unions individuelles sont con\u00e7ues pour introduire de l’empathie sur le lieu de travail<\/strong> et nous mettre \u00e0 la place de nos subordonn\u00e9s afin de comprendre leur vie quotidienne et les difficult\u00e9s potentielles qui peuvent survenir avant m\u00eame qu’elles ne se pr\u00e9sentent.<\/p>\n\n\n\n

Si cette dynamique s’impose de plus en plus dans les grandes entreprises, on ne la retrouve gu\u00e8re dans les PME<\/strong>. Il en r\u00e9sulte souvent de gros probl\u00e8mes de cohabitation entre les employ\u00e9s, faute d’une prise de conscience des inconv\u00e9nients possibles.<\/p>\n\n\n\n

C’est pourquoi toutes les entreprises, ind\u00e9pendamment de leur taille ou de leur secteur<\/strong>, devraient adopter les r\u00e9unions one to one comme un \u00e9l\u00e9ment important de leur activit\u00e9.<\/p>\n\n\n\n

Nos consultants ont mis au point un mod\u00e8le qui vous permet d’\u00e9valuer les performances <\/strong>de votre \u00e9quipe \u00e0 l’aide de huit crit\u00e8res d’\u00e9valuation diff\u00e9rents. De cette mani\u00e8re, vous pouvez identifier les points forts et les besoins de formation \u00e0 aborder lors de la r\u00e9union one to one.<\/p>\n\n\n\n

Si vous remplissez le formulaire<\/strong>, nous vous l’enverrons \u00e0 votre e-mail gratuitement<\/strong> – mesurez le travail de votre \u00e9quipe !<\/p>\n\n\n\n

<\/div>\n\n\n\n

<\/p>\n\n\n\n

Comment mener un entretien individuel ?<\/h2>\n\n\n\n

La pr\u00e9paration est essentielle<\/h3>\n\n\n\n

Bien que les r\u00e9unions one to one doivent \u00eatre aussi informelles que possible, il est bon de consacrer quelques minutes \u00e0 la pr\u00e9paration de la structure de la r\u00e9union <\/strong>afin de s’assurer que les principaux sujets sont abord\u00e9s. Vous devez \u00e9galement laisser une place \u00e0 l’improvisation, car vous ne savez pas quels sujets peuvent \u00eatre abord\u00e9s au cours de la conversation.<\/p>\n\n\n\n

Optez pour la transparence<\/h3>\n\n\n\n

Une fois que l’employ\u00e9 a expliqu\u00e9 les difficult\u00e9s qu’il rencontre au travail, vous devez \u00eatre 100 % honn\u00eate et lui permettre de s’exprimer librement afin de mieux le comprendre. Cr\u00e9er un environnement s\u00fbr et parler ouvertement<\/strong> est le meilleur moyen d’obtenir des informations de qualit\u00e9.<\/p>\n\n\n\n

\"Kit<\/a><\/figure>\n\n\n\n

Passez \u00e0 l’action<\/h3>\n\n\n\n

Au cours de l’entretien individuel, certaines questions complexes seront soulev\u00e9es et vous devrez intervenir pour r\u00e9soudre les difficult\u00e9s qui pourraient en d\u00e9couler. Par cons\u00e9quent, avant de mettre fin \u00e0 la conversation, il convient d’indiquer clairement les prochaines mesures \u00e0 prendre par l’employ\u00e9 ainsi que les actions \u00e0 entreprendre par l’entreprise<\/strong>.<\/p>\n\n\n\n

La gentillesse et l’empathie doivent dominer la conversation<\/h3>\n\n\n\n

Aborder la conversation avec respect et tact est le meilleur moyen pour l’employ\u00e9 de gagner en confiance lors de l’entretien individuel. La cr\u00e9ation d’un environnement s\u00fbr permettra au salari\u00e9 de s’exprimer sinc\u00e8rement et ouvertement<\/strong>, \u00e9vitant ainsi une conversation superficielle qui ne m\u00e8ne \u00e0 rien.<\/p>\n\n\n\n

Envoyer un compte rendu \u00e9crit<\/h3>\n\n\n\n

Apr\u00e8s la r\u00e9union, on peut avoir l’impression que certains probl\u00e8mes et solutions restent en suspens. L’employ\u00e9 appr\u00e9ciera donc de recevoir un e-mail r\u00e9sumant la r\u00e9union et exposant les objectifs <\/strong>qui en ont d\u00e9coul\u00e9.<\/p>\n\n\n\n

Ne reportez pas l’entretien one to one<\/h3>\n\n\n\n

Une fois la date fix\u00e9e, il est important de ne pas annuler pour r\u00e9gler d’autres questions professionnelles. Il faut toujours comprendre que l’employ\u00e9 est le principal atout de l’entreprise, et que conna\u00eetre ses pr\u00e9occupations doit \u00eatre une priorit\u00e9<\/strong>.<\/p>\n\n\n\n

Revoir les objectifs fix\u00e9s lors des r\u00e9unions pr\u00e9c\u00e9dentes<\/h3>\n\n\n\n

Afin de v\u00e9rifier que les r\u00e9unions individuelles ont un effet, nous pouvons inclure dans l’ordre du jour de la conversation un moment pour parler des objectifs fix\u00e9s pr\u00e9c\u00e9demment<\/strong>. <\/p>\n\n\n\n

\"Evaluation<\/a><\/figure>\n\n\n\n

Nous pourrons ainsi constater les progr\u00e8s r\u00e9alis\u00e9s et v\u00e9rifier les t\u00e2ches qui restent \u00e0 accomplir.<\/p>\n\n\n\nKPI RH et indicateurs RH<\/strong> <\/span>
+100 exemples pour votre compagnie<\/a>
<\/bzn-down>\n\n\n\n

<\/p>\n\n\n\n

Comment ne pas mener un entretien individuel<\/h2>\n\n\n\n

Oublier l’horaire<\/h3>\n\n\n\n

Pour que la r\u00e9union soit efficace, il faut garder \u00e0 l’esprit le temps que l’on s’est fix\u00e9 pour la r\u00e9union. Il doit \u00eatre compris entre 15 et 20 minutes<\/strong>, afin qu’il ne soit ni trop court, ni trop long.<\/p>\n\n\n\n

Ne pas fixer d’objectifs<\/h3>\n\n\n\n

Une autre erreur fr\u00e9quente dans les r\u00e9unions one to one est de terminer la conversation sans fixer d’objectifs <\/strong>\u00e0 atteindre lors de la prochaine r\u00e9union.<\/p>\n\n\n\n

\"guide<\/a><\/figure>\n\n\n\n

Limiter la conversation \u00e0 des sujets li\u00e9s au travail<\/h3>\n\n\n\n

L’id\u00e9al, lors de ces entretiens individuels, est de conna\u00eetre tous les facteurs susceptibles d’emp\u00eacher l’employ\u00e9 d’atteindre son potentiel maximal<\/strong> au sein de l’entreprise. C’est pourquoi il faut \u00e9galement passer en revue les probl\u00e8mes personnels qui peuvent influencer l’activit\u00e9 professionnelle.<\/p>\n\n\n\n

Ne pas exiger de feedback<\/h3>\n\n\n\n

Dans les entretiens one to one, le salari\u00e9 est le protagoniste, et nous devons donc l’inviter \u00e0 nous donner son avis <\/strong>sur les actions de l’entreprise.<\/p>\n\n\n\n

<\/div>\n\n\n\n

<\/p>\n\n\n\n

<\/p>\n\n\n\n

Plateformes pour les r\u00e9unions one to one<\/h2>\n\n\n\n

Pour pr\u00e9parer les entretiens individuels, il est important de disposer de certaines donn\u00e9es objectives. Elles nous aident \u00e0 voir, en un coup d’\u0153il, vers quels sujets orienter la conversation avec l’employ\u00e9.<\/p>\n\n\n\n

Une bonne solution pour disposer de toutes ces informations de mani\u00e8re simple est d’utiliser un logiciel de gestion des ressources humaines. Ceux propos\u00e9s par Bizneo HR facilitent la collecte, le stockage et la compr\u00e9hension des donn\u00e9es<\/strong>.<\/p>\n\n\n\n

\"Logiciel<\/a><\/figure>\n\n\n\n

\u00c9valuation des performances<\/h3>\n\n\n\n

Avec un logiciel de ressources humaines tel que le logiciel d’\u00e9valuation des performances de Bizneo HR<\/strong>, vous pouvez favoriser une culture participative qui stimule la croissance de l’entreprise, identifier les talents <\/strong>dans votre organisation et, bien s\u00fbr, \u00e9valuer l’attitude des employ\u00e9s.<\/p>\n\n\n\n

\"Logiciel<\/a><\/figure>\n\n\n\n

Ces informations vous permettront d’aborder, lors de l’entretien individuel, les questions li\u00e9es aux performances et au talent<\/strong> de la personne interview\u00e9e.<\/p>\n\n\n\n

Enqu\u00eates de satisfaction<\/h3>\n\n\n\n

Disposer du logiciel de questionnaires QVT <\/strong>de Bizneo HR est une excellente occasion de collecter p\u00e9riodiquement toutes les informations n\u00e9cessaires pour savoir comment les changements ont affect\u00e9 les employ\u00e9s. De cette mani\u00e8re, il est plus facile de prendre des d\u00e9cisions strat\u00e9giques.<\/p>\n\n\n\n

\"Mode\u0300les<\/a><\/figure>\n\n\n\n

En outre, le fait de conna\u00eetre les questions strat\u00e9giques qui pr\u00e9occupent le personnel est un bon point de d\u00e9part pour structurer les r\u00e9unions.<\/p>\n\n\n\n

Dans les enqu\u00eates de satisfaction, on peut \u00e9galement inclure des questions relatives \u00e0 la qualit\u00e9 de vie au travail<\/strong>. Gr\u00e2ce \u00e0 l’anonymat que le logiciel Bizneo HR offre aux employ\u00e9s, vous pouvez d\u00e9couvrir des probl\u00e8mes que les employ\u00e9s n’ont pas forc\u00e9ment envie d’\u00e9voquer lors des r\u00e9unions one to one<\/strong>.<\/p>\n\n\n\n

\"logiciel<\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"

Au sein des entreprises, il existe des r\u00e9unions collectives standardis\u00e9es mais, afin d’am\u00e9liorer la coexistence et d’atteindre de plus grands objectifs, il est important d’\u00e9tablir un calendrier de r\u00e9unions one to one, personnalis\u00e9es, o\u00f9 chaque employ\u00e9 peut exprimer ses pr\u00e9occupations.<\/p>\n","protected":false},"author":37,"featured_media":7930,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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