{"id":15558,"date":"2017-11-08T17:56:05","date_gmt":"2017-11-08T16:56:05","guid":{"rendered":"https:\/\/graphito-prevention.fr\/?p=15558"},"modified":"2018-10-10T16:03:06","modified_gmt":"2018-10-10T14:03:06","slug":"la-meilleure-raison-pour-ne-plus-associer-comportement-et-accidentologie","status":"publish","type":"post","link":"https:\/\/graphito-prevention.fr\/de\/2017\/11\/08\/la-meilleure-raison-pour-ne-plus-associer-comportement-et-accidentologie\/","title":{"rendered":"La meilleure raison pour ne plus associer \u00ab comportement \u00bb et accidentologie !"},"content":{"rendered":"

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Comme je l\u2019ai \u00e9voqu\u00e9 dans les deux premiers articles, utiliser r\u00e9guli\u00e8rement le terme \u00ab\u00a0comportement\u00a0\u00bb pour qualifier les accidents est donc plut\u00f4t porteur de connotation n\u00e9gative (article 1<\/a>) et peut \u00e9galement centrer la responsabilit\u00e9 de la probl\u00e9matique sur l\u2019individu (article 2<\/a>).<\/p>\n

Mais ce n\u2019est pas la cons\u00e9quence la plus ennuyeuse.<\/p>\n

Lorsque j\u2019interviens dans un CODIR ou un s\u00e9minaire de pr\u00e9venteurs d’une entreprise qui a fortement utilis\u00e9 le terme de \u00ab\u00a0comportement\u00a0\u00bb pour qualifier l\u2019origine principale des accidents ou qui a d\u00e9velopp\u00e9 des outils comportant le terme de comportement : visites comportementales, etc, je constate que le terme a \u00e9t\u00e9 tr\u00e8s facilement int\u00e9gr\u00e9 au niveau de la ligne manag\u00e9riale.<\/p>\n

Et les managers sont tout \u00e0 fait d\u2019accord sur le fait que l\u2019origine des accidents est bien due au comportement.<\/p>\n<\/div>

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Oui, la ligne manag\u00e9riale aime entendre cela. Et quand on creuse, on comprend rapidement pourquoi.<\/p>\n

La ligne manag\u00e9riale se sent partiellement et parfois totalement d\u00e9douan\u00e9e de sa responsabilit\u00e9 lorsque l\u2019on parle d\u2019accident de comportement. Ce n’est ni vraiment volontaire, ni vraiment conscient.<\/p>\n

C\u2019est le pi\u00e8ge le plus f\u00e2cheux \u00e0 l\u2019utilisation de ce terme.<\/p>\n

Dans de nombreuses soci\u00e9t\u00e9s lorsque l\u2019on d\u00e9bute les formations des managers, nous entendons des expressions de leur part comme\u00a0:<\/p>\n

\u00ab\u00a0Nous avons atteint un bon niveau de culture s\u00e9curit\u00e9 mais il nous reste les accidents de comportement.\u00a0\u00bb<\/em><\/p>\n

Et si nous demandons\u00a0: \u00ab\u00a0Et, \u00e0 votre avis, que faut-il faire maintenant\u00a0?\u00a0\u00bb<\/em><\/p>\n

La r\u00e9action est presque toujours identique\u00a0: un joyeux sourire et une proposition du style\u00a0:<\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/em>\u00ab\u00a0\u00a0Il faudrait pouvoir mettre des claques de temps en temps\u2026 \u00bb<\/em><\/p>\n

H\u00e9 oui\u00a0! Ce fameux m\u00e9canisme de la sanction qui viendrait donc r\u00e9soudre les probl\u00e8mes de comportement.<\/p>\n

Bien entendu, la sanction doit exister et ce n\u2019est pas ici le sujet mais elle n\u2019est jamais une solution de long terme.\u00a0Je rappelle r\u00e9guli\u00e8rement : certes la sanction existe mais son utilisation est souvent un \u00e9chec.<\/p>\n

Elle nous confirme, en g\u00e9n\u00e9ral, les difficult\u00e9s manag\u00e9riales. Certains managers ont du mal a faire progresser leur \u00e9quipe en pr\u00e9vention car, au fond, ils consid\u00e8rent que cela ne d\u00e9pend pas vraiment d’eux. Ils cherchent \u00e0 faire entrer dans le droit chemin un salari\u00e9, persuad\u00e9s que le probl\u00e8me vient de ce dernier et pas d\u2019eux en tant que managers.<\/p>\n

Ce mot \u00ab\u00a0comportement\u00a0\u00bb a insuffl\u00e9 \u00e0 l\u2019inconscient du manager que les difficult\u00e9s viennent de l\u2019autre.<\/strong><\/p>\n

Et ce qui est int\u00e9ressant, c\u2019est que ce ph\u00e9nom\u00e8ne se reproduit de fa\u00e7on identique lorsque l\u2019on remonte d\u2019un ou de quelques niveaux dans la cha\u00eene manag\u00e9riale.<\/p>\n

Alors l\u00e0, ce n\u2019est plus le comportement uniquement du salari\u00e9 qui est en cause. Le directeur de r\u00e9gion ou d\u2019un grand site va, lui, englober aussi le comportement du manager de proximit\u00e9. <\/strong><\/p>\n

Pourtant, lorsque l\u2019on apporte les cl\u00e9s aux managers, ils mesurent combien leur impact est positif et efficace.<\/p>\n

Tout l\u2019enjeu r\u00e9side donc dans l\u2019accompagnement de vos managers. Ils ont g\u00e9n\u00e9ralement besoin de techniques tr\u00e8s concr\u00e8tes et simples pour int\u00e9grer la pr\u00e9vention dans leur management pour savoir comment r\u00e9agir efficacement en cas d\u2019\u00e9cart, savoir faire progresser leur \u00e9quipe, savoir faire appliquer de nouvelles r\u00e8gles\u2026<\/p>\n

Et, bien s\u00fbr, faire cela sans \u00e9voquer le terme de \u00ab\u00a0comportement\u00a0\u00bb\u00a0!<\/p>\n

Cet article fait partie d\u2019une s\u00e9rie sur le th\u00e8me \u00ab\u00a0comportement et pr\u00e9vention\u00a0\u00bb<\/h3>\n

Article 1 : Pourquoi faut-il arr\u00eater d’utiliser le mot comportement en pr\u00e9vention? <\/a><\/h3>\n

Article 2 : Et si le comportement n\u2019\u00e9tait pas \u00e0 l\u2019origine des accidents\u00a0?<\/a><\/h3>\n

Article 4 : Les accidents de comportement, c\u2019est du grand n\u2019importe quoi\u00a0!<\/a><\/h3>\n
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