Happiness at work cannot be solved with a foosball table or an end-of-year bonus. In an SME without an HR department, he values simple things: clear roles, trust and a few rituals .
Here I'm sharing what I've seen work with partners in Belgium, without large budgets. If you manage a small team, you'll probably recognize one or two of these situations.
When a team falters, the first instinct of the manager is often to add a bonus or incentive. But rewarding only motivates for the duration of the reward, especially if the team's performance is already fragile.
Before trying to remotivate, you need to understand what's wrong with the organization. That's the whole point of what I call the Leaning Tower of Pisa syndrome in HR.
Vous envoyez plus de messages que jamais, mais vos équipes semblent en savoir de moins en moins. Dans une PME, le trop-plein d'infos crée autant de flou que le silence.
Bien informer ses collaborateurs n'est pas une question d'outils, mais d'intention et de rythme. Voici comment poser une communication interne simple, qui retient les gens au lieu de les épuiser.
