{"id":46465,"date":"2021-02-09T08:16:56","date_gmt":"2021-02-09T08:16:56","guid":{"rendered":"https:\/\/www.retaildetail.be\/general\/decider-de-son-salaire-chez-decathlon-cest-possible-2\/"},"modified":"2021-02-09T08:16:56","modified_gmt":"2021-02-09T08:16:56","slug":"decider-de-son-salaire-chez-decathlon-cest-possible-2","status":"publish","type":"post","link":"https:\/\/www.retaildetail.be\/fr\/news\/general\/decider-de-son-salaire-chez-decathlon-cest-possible-2\/","title":{"rendered":"D\u00e9cider de son salaire ? Chez D\u00e9cathlon, c\u2019est possible…"},"content":{"rendered":"

Depuis sa transition vers un mode de management horizontal,\u00a0Decathlon<\/strong>\u00a0est devenu plus rapide et plus flexible ; un atout majeur en p\u00e9riode de crise du coronavirus. Dans les \u00e9quipes autog\u00e9r\u00e9es, les employ\u00e9s ont un pouvoir de d\u00e9cision sur les projets. Et \u00e9galement sur leur salaire, mais dans un cadre r\u00e9glementaire clair.\u00a0<\/span><\/p>\n

<\/p>\n

\u00a0<\/p>\n

Effacement des niveaux hi\u00e9rarchiques<\/span><\/h2>\n

Des employ\u00e9s de Decathlon qui viennent pr\u00eater main forte chez\u00a0Colruyt<\/strong>, des coins Decathlon chez\u00a0Delhaize<\/strong>, un rayon bio de\u00a0Carrefour dans<\/strong> le Decathlon de Namur, un programme de coaching pour les start-ups, un stand, des points de collecte\u00a0Bpost<\/strong> pendant la p\u00e9riode de No\u00ebl… Le d\u00e9taillant d\u2019articles de sport multiplie les initiatives. \u00ab\u00a0Il y a deux mois, je pr\u00e9parais des colis de\u00a0bol.com<\/strong>\u00a0et de\u00a0Zalando<\/strong>\u00a0dans notre magasin d’Anvers\u00a0\u00bb, explique Koen Tengrootenhuysen, directeur immobilier et d\u00e9veloppement de l’entreprise. \u00ab\u00a0Jamais je ne me serais imagin\u00e9 \u00e7a il y a un an.\u00a0\u00bb
\n\u00a0<\/span><\/p>\n

Qu’est-ce qui a donc chang\u00e9 dans l’organisation ? \u00ab\u00a0Il y a quelques ann\u00e9es, nous sommes pass\u00e9s d’un syst\u00e8me pyramidal \u00e0 mode de management horizontal. Notre organisation pyramidale \u00e9tait plut\u00f4t restreinte, mais nous avons renonc\u00e9 \u00e0 ce mod\u00e8le au profit d\u2019une organisation horizontale.\u00a0\u00bb<\/span><\/p>\n

\u00a0<\/span><\/p>\n

\u00c9quipes autog\u00e9r\u00e9es<\/span><\/h2>\n

Cela signifie que nos collaborateurs travaillent sur des projets sp\u00e9cifiques et que les chefs de projet ont un pouvoir de d\u00e9cision sur bon nombre de projets, sans d\u00e9pendre de leurs sup\u00e9rieurs. \u00ab\u00a0On parle d’\u00e9quipes autog\u00e9r\u00e9es, \u00e0 diff\u00e9rents niveaux. Le grand avantage est la rapidit\u00e9 d\u2019ex\u00e9cution, la promotion de la flexibilit\u00e9, de l\u2019innovation et de la cr\u00e9ativit\u00e9. Les employ\u00e9s peuvent se consacrer \u00e0 ce qu’ils aiment faire, ce qui est une grande source de motivation. Ils peuvent prendre davantage d’initiatives qui ont un impact direct sur le client final. Pour la plus grande satisfaction de nos collaborateurs et de nos clients.\u00a0\u00bb
\n\u00a0<\/span><\/p>\n

\u00c0 cela s’ajoute la notion de \u00ab\u00a0subsidiarit\u00e9\u00a0\u00bb, selon laquelle le d\u00e9taillant prend des d\u00e9cisions au bon niveau, en fonction des diff\u00e9rents besoins, souvent au niveau essentiellement local plut\u00f4t que dans une salle de r\u00e9union au si\u00e8ge social. \u00ab\u00a0Cette strat\u00e9gie a permis l\u2019\u00e9mergence de nombreux projets cr\u00e9atifs l’ann\u00e9e derni\u00e8re, pendant la crise du coronavirus. Nous avons fait preuve de beaucoup d’ouverture et de flexibilit\u00e9.\u00a0\u00bb<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Augmentation ou prime ?<\/span><\/h2>\n

Un exemple tr\u00e8s concret qui n\u2019est pas pass\u00e9 inaper\u00e7u : les employ\u00e9s de Decathlon peuvent d\u00e9sormais d\u00e9cider de leur salaire. Comment fonctionne ce syst\u00e8me\u00a0? \u00ab\u00a0Auparavant, c\u2019\u00e9tait un comit\u00e9 RH qui g\u00e9rait les salaires. Aujourd’hui, les employ\u00e9s peuvent d\u00e9cider de leur salaire, \u00e0 condition de respecter certaines r\u00e8gles. Il s’agit bien s\u00fbr d’un syst\u00e8me avec une correction sociale : vos coll\u00e8gues ne connaissent pas n\u00e9cessairement votre salaire, mais ils savent si vous vous accordez une augmentation ou une prime, par exemple. Et s’il s’av\u00e8re que ce n’est pas socialement accept\u00e9, la situation se complique…\u00a0\u00bb
\n\u00a0<\/span><\/p>\n

Est-ce que tout le monde se sent \u00e0 l’aise avec ce principe ? Il faut un temps d\u2019adaptation, reconna\u00eet Koen Tengrootenhuysen, peut-\u00eatre surtout pour ceux qui \u00e9taient \u00ab\u00a0plus haut plac\u00e9s\u00a0\u00bb dans l’organisation. \u00ab\u00a0J’ai moi-m\u00eame \u00e9t\u00e9 membre du comit\u00e9 ex\u00e9cutif (les titres officiels sont maintenus au niveau externe \u00e0 l\u2019entreprise) et, au d\u00e9but, j\u2019ai d\u00fb m\u2019habituer \u00e0 voir mon r\u00f4le passer de juge \u00e0 conseiller. Je suis toujours le responsable final, mais de nombreux projets ne me parviennent que juste avant leur signature.\u00a0\u00bb<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Apprendre de ses erreurs<\/span><\/h2>\n

En bref, Decathlon a op\u00e9r\u00e9 une transformation radicale. \u00ab\u00a0Nous encourageons nos collaborateurs \u00e0 prendre des initiatives. Si quelque chose ne fonctionne pas, on arr\u00eate et on fait autre chose. En laissant une marge d\u2019essai et d\u2019erreur, nous donnons \u00e0 nos collaborateurs la possibilit\u00e9 d’apprendre de leurs erreurs. C\u2019est une culture tr\u00e8s diff\u00e9rente. Mais rassurez-vous, la plupart des projets sont concluants.\u00a0\u00bb
\n\u00a0<\/span><\/p>\n

Quels sont les avantages des \u00e9quipes autog\u00e9r\u00e9es pour une organisation de vente au d\u00e9tail et comment donner aux employ\u00e9s la confiance n\u00e9cessaire pour oser prendre le risque d\u2019\u00e9chouer, c’est ce que nous expliquera Koen Tengrootenhuysen lors du congr\u00e8s RetailDetail People, qui se d\u00e9roulera le 25 f\u00e9vrier, 100% en ligne et \u00ab\u00a0corona proof\u00a0\u00bb. Carla Velghe de\u00a0HEMA<\/strong> et Toon Bossuyt de Colora<\/strong> seront \u00e9galement pr\u00e9sents le matin pour partager leurs r\u00e9cits inspirants.\u00a0Cliquez sur ce lien pour obtenir de plus amples informations sur le programme et commander vos tickets pour le livestream<\/a>. \u00c0 bient\u00f4t\u00a0!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Depuis sa transition vers un mode de management horizontal,\u00a0Decathlon\u00a0est devenu plus rapide et plus flexible ; un atout majeur en p\u00e9riode de crise du coronavirus. Dans les \u00e9quipes autog\u00e9r\u00e9es, les employ\u00e9s ont un pouvoir de d\u00e9cision sur les projets. Et \u00e9galement sur leur salaire, mais dans un cadre r\u00e9glementaire clair.\u00a0 \u00a0 Effacement des niveaux hi\u00e9rarchiques […]<\/p>\n","protected":false},"author":1,"featured_media":46462,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[25],"tags":[],"people":[],"extra":[],"company":[],"topic":[],"region":[],"class_list":["post-46465","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general"],"acf":[],"yoast_head":"\nD\u00e9cider de son salaire ? 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