{"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":"2026-10-06T16:39:16","modified_gmt":"2026-10-06T15:39:16","slug":"reunions-one-to-one","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/reunions-one-to-one\/","title":{"rendered":"Qu&#8217;est-ce que les entretiens one to one ?"},"content":{"rendered":"\n<div class=\"wp-block-group has-ast-global-color-7-background-color has-background is-layout-constrained wp-container-core-group-is-layout-ad65706f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><strong>En bref<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le <strong>one to one<\/strong> est un entretien individuel informel entre un manager et un collaborateur, centr\u00e9 sur le suivi continu plut\u00f4t que sur l&#8217;\u00e9valuation.<\/li>\n\n\n\n<li>Sa fr\u00e9quence habituelle va de l&#8217;<strong>hebdomadaire au mensuel<\/strong>, pour une dur\u00e9e de 15 \u00e0 30 minutes.<\/li>\n\n\n\n<li>Il est <strong>distinct de l&#8217;entretien annuel et de l&#8217;entretien de parcours professionnel<\/strong> : contrairement \u00e0 ce dernier, il n&#8217;est soumis \u00e0 aucune obligation du Code du travail.<\/li>\n\n\n\n<li>Bien men\u00e9, il permet de d\u00e9tecter les difficult\u00e9s t\u00f4t, sans attendre le point annuel.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Seuls 13 % des salari\u00e9s europ\u00e9ens se d\u00e9clarent engag\u00e9s au travail<\/strong>, le niveau le plus bas au monde, selon le dernier rapport Gallup. Le manager p\u00e8se \u00e0 lui seul pour <strong>70 % dans ce niveau d&#8217;engagement<\/strong> de son \u00e9quipe.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le one to one r\u00e9pond directement \u00e0 ce constat. Contrairement \u00e0 l&#8217;<strong>entretien annuel<\/strong>, il permet au manager de suivre les objectifs, les blocages et le ressenti de chaque collaborateur sans attendre un rendez-vous unique une fois par an.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu&#8217;est-ce qu&#8217;une r\u00e9union one to one ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le one to one est un <strong>entretien individuel organis\u00e9 par le manager<\/strong> avec un collaborateur, sur un rythme r\u00e9gulier. Il porte sur l&#8217;avancement des missions, les difficult\u00e9s du moment et les objectifs \u00e0 court terme, dans un cadre volontairement <strong>plus informel que l&#8217;entretien annuel<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ce format donne au manager une <strong>vision directe des priorit\u00e9s et des blocages<\/strong> de chaque membre de l&#8217;\u00e9quipe, sans attendre qu&#8217;un probl\u00e8me s&#8217;aggrave. Il permet aussi d&#8217;expliquer les objectifs de l&#8217;entreprise dans un cadre individuel, plus propice \u00e0 l&#8217;\u00e9change qu&#8217;une r\u00e9union de service.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/gestion-des-competences-feedback\/?utm_content=post-banner\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences.jpg\" alt=\"Guide Feedback \" class=\"wp-image-33318\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/04\/banner-communiquer-evaluation-competences-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">One to one, entretien annuel, entretien de parcours professionnel : quelles diff\u00e9rences ?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le one to one est souvent confondu avec l&#8217;entretien annuel ou l&#8217;entretien de parcours professionnel. Pourtant, les <strong>trois formats r\u00e9pondent \u00e0 des objectifs et des cadres tr\u00e8s diff\u00e9rents<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Crit\u00e8re<\/th><th>One to one<\/th><th>Entretien annuel<\/th><th>Entretien de parcours professionnel<\/th><\/tr><\/thead><tbody><tr><td>Fr\u00e9quence<\/td><td>Hebdomadaire \u00e0 mensuelle<\/td><td>Annuelle<\/td><td>1\u1d49\u02b3 entretien l&#8217;ann\u00e9e suivant l&#8217;embauche, puis tous les 4 ans<\/td><\/tr><tr><td>Caract\u00e8re<\/td><td>Informel, non r\u00e9glement\u00e9<\/td><td>Pratique d&#8217;entreprise, non obligatoire l\u00e9galement<\/td><td>Obligatoire (Code du travail, art. L6315-1)<\/td><\/tr><tr><td>Objectif<\/td><td>Suivi continu, feedback, blocages du quotidien<\/td><td>Bilan annuel de performance<\/td><td>Perspectives d&#8217;\u00e9volution, comp\u00e9tences, formation<\/td><\/tr><tr><td>Sanction si absence<\/td><td>Aucune<\/td><td>Aucune sanction l\u00e9gale directe<\/td><td>Abondement CPF de 3 000 \u20ac par salari\u00e9 (entreprises de 50 salari\u00e9s et plus)<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Le one to one n&#8217;est soumis \u00e0 <strong>aucune obligation l\u00e9gale<\/strong>, contrairement \u00e0 l&#8217;entretien de parcours professionnel, d\u00e9taill\u00e9 dans notre <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/entretien-professionnel\/\" data-wpel-link=\"internal\" target=\"_blank\">article d\u00e9di\u00e9 \u00e0 l&#8217;entretien professionnel<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Quelle fr\u00e9quence et quelle dur\u00e9e pour un one to one ?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">La plupart des entreprises organisent leurs one to one sur un <strong>rythme hebdomadaire \u00e0 mensuel<\/strong>, avec une dur\u00e9e de 15 \u00e0 30 minutes par s\u00e9ance. Une cadence r\u00e9guli\u00e8re compte davantage qu&#8217;une longue dur\u00e9e : un \u00e9change court mais r\u00e9current \u00e9vite que les sujets s&#8217;accumulent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La fr\u00e9quence id\u00e9ale d\u00e9pend surtout de la <strong>taille de l&#8217;\u00e9quipe<\/strong> que le manager doit suivre :<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Taille d&#8217;\u00e9quipe<\/th><th>Fr\u00e9quence recommand\u00e9e<\/th><th>Dur\u00e9e<\/th><\/tr><\/thead><tbody><tr><td>1 \u00e0 5 collaborateurs<\/td><td>Hebdomadaire<\/td><td>20 \u00e0 30 min<\/td><\/tr><tr><td>6 \u00e0 10 collaborateurs<\/td><td>Toutes les deux semaines<\/td><td>20 \u00e0 30 min<\/td><\/tr><tr><td>11 collaborateurs et plus<\/td><td>Mensuelle<\/td><td>30 \u00e0 45 min<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Au-del\u00e0 de 10-15 collaborateurs directs, un rythme strictement hebdomadaire devient difficile \u00e0 tenir pour le manager sans sacrifier la qualit\u00e9 de l&#8217;\u00e9change.<\/p>\n\n\n\n<div id=\"cbox-8BIbuAmfZPOIuIze\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Avantages des entretiens one to one<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un one to one r\u00e9gulier permet au manager de garder un <strong>suivi direct de chaque collaborateur<\/strong>, sans attendre le bilan annuel pour d\u00e9tecter une difficult\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il cr\u00e9e aussi un espace o\u00f9 le collaborateur peut <strong>remonter ses objectifs et ses blocages directement<\/strong>, plut\u00f4t que de les garder pour lui jusqu&#8217;\u00e0 ce qu&#8217;ils p\u00e8sent sur son travail.<\/p>\n\n\n\n<div class=\"bzn-pie\"><div class=\"donut-pie\"><svg version=\"1.1\" class=\"donut-pie-svg\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" x=\"0px\" y=\"0px\" viewBox=\"0 0 256 256\" style=\"enable-background:new 0 0 256 256;\" xml:space=\"preserve\"><circle style=\"fill:none;stroke:#E2E4E9;stroke-width:5;stroke-miterlimit:10;\" cx=\"128\" cy=\"128\" r=\"111.5\"\/><circle style=\"fill:none;stroke:#7D9DEA;stroke-width:15;stroke-linecap:round;stroke-miterlimit:10;stroke-dasharray:490,999;\" cx=\"128\" cy=\"128\" r=\"111.5\"\/><text transform=\"matrix(1 0 0 1 63.7307 154.5616)\" style=\"fill:#1E2941; font-family:'Plus Jakarta Sans'; font-size: 70px; font-weight: 600; line-height: 56px;\">70<\/text><text transform=\"matrix(1 0 0 1 146.7307 140.5616)\" style=\"fill:#667085;font-family:'Nunito Sans'; font-size:50px; font-weight: 400; line-height: 56px; \">%<\/text><\/svg><\/div><p class=\"cnt\" markdown=\"1\"> Le manager p\u00e8se \u00e0 lui seul pour 70 % dans le niveau d&#8217;engagement de son \u00e9quipe, selon le rapport Gallup State of the Global Workplace 2025. Les one to one r\u00e9guliers comptent parmi les leviers directs \u00e0 sa disposition. <\/p><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Cette proximit\u00e9 profite autant \u00e0 l&#8217;\u00e9quipe qu&#8217;\u00e0 l&#8217;entreprise : <strong>moins de probl\u00e8mes de cohabitation<\/strong>, moins de malentendus accumul\u00e9s, et une \u00e9quipe qui se sent r\u00e9ellement suivie plut\u00f4t qu&#8217;\u00e9valu\u00e9e une fois par an.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Comment mener un one to one efficace ?<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Pr\u00e9parer et structurer l&#8217;entretien<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Quelques minutes de pr\u00e9paration suffisent pour <strong>lister les sujets prioritaires<\/strong>, sans pour autant verrouiller tout l&#8217;\u00e9change : laissez une place \u00e0 ce que le collaborateur souhaite aborder de son c\u00f4t\u00e9.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Installer la confiance d\u00e8s les premi\u00e8res minutes<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Un one to one fonctionne seulement si le collaborateur se sent <strong>libre de parler ouvertement<\/strong>. Organisez-le dans un lieu calme, \u00e0 l&#8217;abri des oreilles indiscr\u00e8tes, et laissez-le s&#8217;exprimer en premier avant d&#8217;apporter vos propres points.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/kit\/evaluations\/?utm_content=post-KIT-Talento\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-1024x307.png\" alt=\"Kit \u00e9valuation des talents et des performances\" class=\"wp-image-52108\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-1024x307.png 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-300x90.png 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-768x230.png 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-810x243.png 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent-1140x342.png 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/Kit-talent.png 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Cl\u00f4turer avec des actions concr\u00e8tes<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Avant de terminer, <strong>fixez clairement les prochaines actions<\/strong>, c\u00f4t\u00e9 collaborateur comme c\u00f4t\u00e9 manager. Un bref compte rendu envoy\u00e9 apr\u00e8s la r\u00e9union \u00e9vite que ces engagements se perdent d&#8217;une s\u00e9ance \u00e0 l&#8217;autre.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bizneo HR <strong>documente chaque one to one avec un ordre du jour, des notes partag\u00e9es et des engagements li\u00e9s aux objectifs<\/strong> du collaborateur, pour que ce suivi ne d\u00e9pende plus de la m\u00e9moire du manager d&#8217;une s\u00e9ance \u00e0 l&#8217;autre.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.bizneo.com\/fr\/gestion-des-competences-gpec\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/04\/reunion-1-1-1024x683.webp\" alt=\"r\u00e9union 1-1\" class=\"wp-image-65661\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/04\/reunion-1-1-1024x683.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/04\/reunion-1-1-300x200.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/04\/reunion-1-1-768x512.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/04\/reunion-1-1.webp 1500w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Les <strong>notes prises lors des one to one<\/strong> alimentent aussi le suivi des comp\u00e9tences de chaque collaborateur sur le moyen terme.<\/p>\n\n\n\n<bzn-info><a href=\"https:\/\/www.bizneo.com\/fr\/gestion-des-competences-gpec\/\" id=\"destacado-post\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><span class=\"bzn-link-title\"><strong>Gestion des comp\u00e9tences (GPEC)<\/strong><\/span> Transformez les notes de vos one to one en suivi structur\u00e9 des comp\u00e9tences de vos \u00e9quipes.<\/a><\/bzn-info>\n\n\n\n<h3 class=\"wp-block-heading\">Quelles questions poser lors d&#8217;un one to one ?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Poser les m\u00eames questions \u00e0 chaque fois aide le collaborateur \u00e0 se projeter et <strong>facilite la comparaison<\/strong> d&#8217;une s\u00e9ance \u00e0 l&#8217;autre. Quelques points de d\u00e9part efficaces :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Qu&#8217;est-ce qui a bien fonctionn\u00e9 depuis notre dernier \u00e9change ?<\/li>\n\n\n\n<li>Qu&#8217;est-ce qui vous a ralenti ou bloqu\u00e9 cette semaine ?<\/li>\n\n\n\n<li>De quoi avez-vous besoin de ma part pour avancer ?<\/li>\n\n\n\n<li>O\u00f9 en \u00eates-vous par rapport \u00e0 vos objectifs ?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ces questions ouvertes \u00e9vitent les r\u00e9ponses ferm\u00e9es en \u00ab oui\/non \u00bb et laissent le collaborateur structurer lui-m\u00eame son propos.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/gestion-des-competences-gpec\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"757\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-1024x757.webp\" alt=\"Evaluation des performances par objectifs\" class=\"wp-image-41515\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-1024x757.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-300x222.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-768x568.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-810x599.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif-1140x843.webp 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2023\/08\/evaluations-par-objectif.webp 1500w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Les erreurs qui cassent l&#8217;efficacit\u00e9 du one to one<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>D\u00e9passer largement les 15-30 minutes pr\u00e9vues<\/strong>, au risque de transformer la r\u00e9union en point de production.<\/li>\n\n\n\n<li><strong>Annuler ou reporter syst\u00e9matiquement l&#8217;entretien<\/strong> d\u00e8s qu&#8217;un impr\u00e9vu survient.<\/li>\n\n\n\n<li><strong>Clore la r\u00e9union sans avoir fix\u00e9 d&#8217;objectif<\/strong> ni d&#8217;action pour la prochaine fois.<\/li>\n\n\n\n<li><strong>Limiter l&#8217;\u00e9change aux seuls sujets de travail<\/strong>, sans laisser de place au ressenti du collaborateur.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/hello.bizneo.com\/template\/guide-reconnaissance-professionnelle\/?utm_content=post-banner\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"204\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle.jpg\" alt=\"guide Reconnaissance professionnelle\" class=\"wp-image-32276\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2022\/02\/guide-Reconnaissance-professionnelle-1140x171.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Un manager qui consacre 20 minutes par semaine \u00e0 chaque collaborateur construit, sur l&#8217;ann\u00e9e, un <strong>historique de suivi que l&#8217;entretien annuel seul ne permet pas de reconstituer<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bizneo HR <strong>centralise l&#8217;historique de ces \u00e9changes dans une vue d&#8217;\u00e9quipe<\/strong>, pour que chaque manager retrouve en un clic ce qui a \u00e9t\u00e9 dit et d\u00e9cid\u00e9 lors des s\u00e9ances pr\u00e9c\u00e9dentes.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/demo\/suite\/fr\/?utm_content=post-banner-grande\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\"><img decoding=\"async\" width=\"1024\" height=\"307\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1024x307.jpg\" alt=\"logiciel ressources humaines\" class=\"wp-image-25200\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2-1140x342.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2021\/09\/Logiciel-RH-2.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le one to one est un entretien individuel entre un manager et un collaborateur, organis\u00e9 \u00e0 intervalles r\u00e9guliers pour suivre les objectifs et d\u00e9samorcer les difficult\u00e9s avant qu&#8217;elles ne s&#8217;aggravent. Contrairement \u00e0 une r\u00e9union d&#8217;\u00e9quipe, il offre un espace o\u00f9 chaque collaborateur peut s&#8217;exprimer librement sur son travail et ses 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