{"id":5558,"date":"2019-04-17T10:06:14","date_gmt":"2019-04-17T08:06:14","guid":{"rendered":"http:\/\/www.3xconsultants.com\/blog\/?p=5558"},"modified":"2025-09-30T09:43:52","modified_gmt":"2025-09-30T07:43:52","slug":"pourquoi-faire-passer-des-entretiens-annuels-devaluation","status":"publish","type":"post","link":"https:\/\/www.noous.co\/blog\/accompagnement-rh\/pourquoi-faire-passer-des-entretiens-annuels-devaluation\/","title":{"rendered":"Pourquoi faire passer des entretiens annuels d’\u00e9valuation ?"},"content":{"rendered":"

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Outil traditionnel des Ressources Humaines, l\u2019entretien annuel d\u2019\u00e9valuation est pratiqu\u00e9 de mani\u00e8re assez irr\u00e9guli\u00e8re au sein des entreprises fran\u00e7aises.\u00a0L\u2019entretien annuel d\u2019\u00e9valuation, lorsqu\u2019il est pratiqu\u00e9 r\u00e9guli\u00e8rement est un moyen de faire un point sur le travail r\u00e9alis\u00e9 au cours des 12 mois pr\u00e9c\u00e9dents ; mais \u00e9galement de tenir compte du contexte de r\u00e9alisation de ce travail et d\u2019\u00e9tudier les r\u00e9sultats obtenus par le collaborateur.\u00a0Pour certains m\u00e9tiers, comme les activit\u00e9s commerciales, les objectifs chiffr\u00e9s sont facilement quantifiables.<\/p>\n

Pour d’autres professions, il apparait complexe de quantifier le travail d’un salari\u00e9. Lorsque l\u2019entretien annuel d\u2019\u00e9valuation n\u2019est per\u00e7u, entre autres, que comme un bilan chiffr\u00e9, l\u2019exercice perd de sa pertinence et on peut assister \u00e0 une r\u00e9ticence \u00e0 le mettre en place et \u00e0 le pratiquer.\u00a0Il faut rappeler que les entretiens annuels d\u2019\u00e9valuation ne sont pas obligatoires et qu\u2019ils n\u2019ont pas un formalisme pr\u00e9-\u00e9tabli.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||40px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb2_3,1_3″ _builder_version=\u00a0\u00bb4.1″ width=\u00a0\u00bb100%\u00a0\u00bb min_height=\u00a0\u00bb259px\u00a0\u00bb custom_margin=\u00a0\u00bb0px|101px||0px|false|false\u00a0\u00bb custom_padding=\u00a0\u00bb||6px|||\u00a0\u00bb][et_pb_column type=\u00a0\u00bb2_3″ _builder_version=\u00a0\u00bb4.1″ background_color=\u00a0\u00bb#f4f4f4″][et_pb_text _builder_version=\u00a0\u00bb4.1″ text_font=\u00a0\u00bbWork Sans|600|||||||\u00a0\u00bb text_font_size=\u00a0\u00bb24px\u00a0\u00bb custom_margin=\u00a0\u00bb||0px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb20px|||75px|false|false\u00a0\u00bb]<\/p>\n

SOMMAIRE<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.1″ text_font=\u00a0\u00bb|600|||||||\u00a0\u00bb custom_padding=\u00a0\u00bb20px|||75px|false|false\u00a0\u00bb]<\/p>\n

    \n
  1. Un outil de communication et de valorisation<\/a><\/li>\n
  2. Un outil de d\u00e9veloppement des comp\u00e9tences<\/a><\/li>\n
  3. Infographie : les entretiens annuels d’\u00e9valuation<\/a><\/li>\n<\/ol>\n

    [\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb4.1″][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ module_id=\u00a0\u00bbcomm\u00a0\u00bb _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||40px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px|0px|0|0px|false|false\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0|0px|0px|0px|false|false\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_divider color=\u00a0\u00bb#000000″ _builder_version=\u00a0\u00bb4.1″ max_width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbleft\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_divider][et_pb_text _builder_version=\u00a0\u00bb4.1″ header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#15b4b6″ header_2_font_size=\u00a0\u00bb27px\u00a0\u00bb min_height=\u00a0\u00bb50px\u00a0\u00bb custom_margin=\u00a0\u00bb-21px||22px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb4px|||||\u00a0\u00bb inline_fonts=\u00a0\u00bbCuprum,Cutive Mono\u00a0\u00bb]<\/p>\n

    1. Un outil de communication et de valorisation<\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.1″ header_3_text_color=\u00a0\u00bb#e95631″]<\/p>\n

    QUELLE EST DONC SA r\u00e9elle finalit\u00e9 ?<\/h3>\n

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    C\u2019est avant tout, un outil de communication entre le responsable et le collaborateur.\u00a0En dehors des objectifs chiffr\u00e9s, il y a tout un ensemble d\u2019\u00e9l\u00e9ments \u00e0 envisager au cours de cet \u00e9change entre deux personnes de la m\u00eame entreprise. Ces \u00e9l\u00e9ments sont l\u2019ensemble des faits et r\u00e9alisations du collaborateur mais \u00e9galement ses pr\u00e9occupations sur son poste, ses succ\u00e8s, les faits marquants intervenus au cours des 12 derniers mois.\u00a0Envisag\u00e9 dans ce cadre aussi large, l\u2019entretien annuel d\u2019\u00e9valuation permet au salari\u00e9 de faire une synth\u00e8se de l\u2019ann\u00e9e \u00e9coul\u00e9e.\u00a0Les entretiens annuels d\u2019\u00e9valuation n\u2019\u00e9tant pas assujetti \u00e0 un formalisme pr\u00e9-\u00e9tabli, ni obligatoire, il est int\u00e9ressant d\u2019envisager, au cours de sa r\u00e9alisation, le volet des comp\u00e9tences du collaborateur.\u00a0Par le biais d\u2019un questionnaire interactif sur le savoir, le savoir-faire et le savoir-vivre du collaborateur, l\u2019entretien annuel permet de balayer les nombreuses facettes d\u2019un m\u00e9tier et d\u2019un poste de travail.\u00a0<\/p>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.1″ header_3_text_color=\u00a0\u00bb#e95631″]<\/p>\n

    C’est aussi un outil de valorisation des salari\u00e9s<\/h3>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.1″ text_font=\u00a0\u00bb||||||||\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb header_font=\u00a0\u00bb||||||||\u00a0\u00bb custom_margin=\u00a0\u00bb|||\u00a0\u00bb custom_padding=\u00a0\u00bb|||\u00a0\u00bb inline_fonts=\u00a0\u00bbCuprum\u00a0\u00bb]<\/p>\n

    Ce questionnement est bien per\u00e7u par les collaborateurs car il permet, gr\u00e2ce \u00e0 l\u2019\u00e9tendue des questions pos\u00e9es, de prendre en consid\u00e9ration de tr\u00e8s nombreuses facettes d\u2019un m\u00e9tier ; et il donne au collaborateur une vision large et tr\u00e8s objective de son poste de travail.\u00a0Cet exercice est valorisant \u00e0 double titre pour le collaborateur : d\u2019une part, car il a un temps de parole individuel, privil\u00e9gi\u00e9. Il peut librement s\u2019exprimer, sans que sa parole soit fondue dans une masse d\u2019information, comme cela arrive parfois en r\u00e9union collective d\u2019entreprise.\u00a0Et d\u2019autre part, parce que l\u2019entretien annuel d\u2019\u00e9valuation concentre uniquement l\u2019attention sur l\u2019aspect professionnel. Il permet de r\u00e9v\u00e9ler ou de rappeler au collaborateur, les nombreuses facettes prises en consid\u00e9ration pour exercer un m\u00e9tier.<\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ module_id=\u00a0\u00bbdev\u00a0\u00bb _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||40px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px|0px|0|0px|false|false\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0|0px|0px|0px|false|false\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_divider color=\u00a0\u00bb#000000″ _builder_version=\u00a0\u00bb4.1″ max_width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbleft\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_divider][et_pb_text _builder_version=\u00a0\u00bb4.1″ header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#15b4b6″ header_2_font_size=\u00a0\u00bb27px\u00a0\u00bb min_height=\u00a0\u00bb50px\u00a0\u00bb custom_margin=\u00a0\u00bb-21px||22px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb4px|||||\u00a0\u00bb inline_fonts=\u00a0\u00bbCuprum,Cutive Mono\u00a0\u00bb]<\/p>\n

    2. Un outil POUR LE D\u00e9veloppement des comp\u00e9tences<\/h2>\n

    [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.1″ text_font=\u00a0\u00bb||||||||\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb header_font=\u00a0\u00bb||||||||\u00a0\u00bb custom_margin=\u00a0\u00bb|||\u00a0\u00bb custom_padding=\u00a0\u00bb|||\u00a0\u00bb inline_fonts=\u00a0\u00bbCuprum\u00a0\u00bb]<\/p>\n

    L\u2019entretien annuel d\u2019\u00e9valuation<\/strong> n\u2019a pas vocation \u00e0 \u00eatre directement et uniquement class\u00e9 dans le dossier personnel du salari\u00e9.\u00a0Lorsque l\u2019\u00e9change entre le responsable et le collaborateur a \u00e9t\u00e9 nourri et que l\u2019entretien a \u00e9t\u00e9 bien men\u00e9, la masse d\u2019informations \u00e9chang\u00e9e va permettre de r\u00e9fl\u00e9chir, d\u2019\u00e9tudier et de proposer des nouveaut\u00e9s pour le salari\u00e9, son service et \u00e9galement l\u2019entreprise.\u00a0Les questions sur la formation professionnelle, sur son poste de travail, sont directement pos\u00e9es au salari\u00e9 au cours de l\u2019entretien annuel d\u2019\u00e9valuation. Cela permet, d\u2019une part, de constater avec lui quels sont ses besoins mais \u00e9galement ses n\u00e9cessit\u00e9s.<\/span><\/p>\n

    D\u2019autre part, cela permet au responsable de faire monter en comp\u00e9tence, un salari\u00e9, en lui faisant suivre une formation, en ad\u00e9quation avec les \u00e9volutions de son poste de travail ou les besoins de l\u2019entreprise.\u00a0Certains salari\u00e9s et responsables r\u00e9pondent parfois qu\u2019il n\u2019existe pas forc\u00e9ment de possibilit\u00e9s pour faire monter en comp\u00e9tence. Toutefois, il est possible, au cours de l\u2019entretien d\u2019\u00e9valuation<\/strong>, d\u2019interroger le salari\u00e9 sur ses comp\u00e9tences suppl\u00e9tives.\u00a0Par ce biais, le responsable a un moyen de prendre connaissance des comp\u00e9tences particuli\u00e8res du collaborateur ; celles acquises au cours de son pr\u00e9c\u00e9dent parcours professionnel ou bien par sa formation initiale.\u00a0Ces informations \u00ab extra \u00bb professionnelles pourraient-on dire, permettent au responsable de r\u00e9fl\u00e9chir et d\u2019\u00e9tudier de nouvelles possibilit\u00e9s de d\u00e9veloppement des comp\u00e9tences pour le salari\u00e9 ; et notamment sur des fonctions transverses ou de la polyvalence.<\/span><\/p>\n

    De nombreuses TPE – PME ne pratiquent pas les entretiens annuels d\u2019\u00e9valuation pour diff\u00e9rentes raisons : le plus souvent par manque de temps ou de connaissance sur la pertinence de cet outil RH.\u00a0Pour les autres entreprises, quelque soit leur taille, le constat est clair : les entretiens annuels d\u2019\u00e9valuation sont et restent des outils indispensables \u00e0 la strat\u00e9gie RH de leur entreprise, d\u00e8s lors qu\u2019ils sont ma\u00eetris\u00e9s et personnalis\u00e9s \u00e0 l\u2019identit\u00e9 et au secteur d\u2019activit\u00e9 de l\u2019entreprise.<\/span><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ module_id=\u00a0\u00bbinfographie\u00a0\u00bb _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||40px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.1″ custom_margin=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_divider color=\u00a0\u00bb#000000″ _builder_version=\u00a0\u00bb4.1″ max_width=\u00a0\u00bb20%\u00a0\u00bb module_alignment=\u00a0\u00bbleft\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][\/et_pb_divider][et_pb_text _builder_version=\u00a0\u00bb4.1″ header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#15b4b6″ header_2_font_size=\u00a0\u00bb27px\u00a0\u00bb min_height=\u00a0\u00bb50px\u00a0\u00bb custom_margin=\u00a0\u00bb-21px||22px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb4px|||||\u00a0\u00bb inline_fonts=\u00a0\u00bbCuprum,Cutive Mono\u00a0\u00bb]<\/p>\n

    3. infographie : les entretiens annuels d’\u00e9valuation<\/h2>\n

    [\/et_pb_text][et_pb_image src=\u00a0\u00bbhttps:\/\/www.noous.co\/blog\/wp-content\/uploads\/2020\/08\/Infographie-_-les-entretiens-annuels-d\u00e9valuation.png\u00a0\u00bb align_tablet=\u00a0\u00bbcenter\u00a0\u00bb align_phone=\u00a0\u00bb\u00a0\u00bb align_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb _builder_version=\u00a0\u00bb4.1″ border_width_all=\u00a0\u00bb6px\u00a0\u00bb border_color_all=\u00a0\u00bb#f2F2F2″][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.1″ background_color=\u00a0\u00bbrgba(0,0,0,0)\u00a0\u00bb custom_margin=\u00a0\u00bb0px||||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb3px|0px|40px|0px|false|false\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.1″ min_height=\u00a0\u00bb135px\u00a0\u00bb custom_padding=\u00a0\u00bb4px||3px|||\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.1″][et_pb_text _builder_version=\u00a0\u00bb4.1″ text_font=\u00a0\u00bb|600|||||||\u00a0\u00bb text_font_size=\u00a0\u00bb17px\u00a0\u00bb background_color=\u00a0\u00bb#f4f4f4″ text_orientation=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb|-45px||-45px|false|false\u00a0\u00bb custom_padding=\u00a0\u00bb25px|45px|25px|45px|false|false\u00a0\u00bb]<\/p>\n

    Vous savez d\u00e9sormais l’opportunit\u00e9 que repr\u00e9sentent les entretiens annuels d’\u00e9valuation. Si le sujet des RH vous int\u00e9resse, je vous invite \u00e0 lire notre article sur les 5 bonnes pratiques de r\u00e9daction d’une fiche de poste<\/a> ou celui sur les b\u00e9n\u00e9fices d’une fiche de poste bien r\u00e9dig\u00e9e<\/a>. Si vous avez la moindre question, n’h\u00e9sitez pas \u00e0 NOOUS contacter !<\/p>\n

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    Outil traditionnel des Ressources Humaines, l\u2019entretien annuel d\u2019\u00e9valuation est pratiqu\u00e9 de mani\u00e8re assez irr\u00e9guli\u00e8re au sein des entreprises fran\u00e7aises.\u00a0L\u2019entretien annuel d\u2019\u00e9valuation, lorsqu\u2019il est pratiqu\u00e9 r\u00e9guli\u00e8rement est un moyen de faire un point sur le travail r\u00e9alis\u00e9 au cours des 12 mois pr\u00e9c\u00e9dents ; mais \u00e9galement de tenir compte du contexte de r\u00e9alisation de ce travail […]<\/p>\n","protected":false},"author":42,"featured_media":5566,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[327],"tags":[],"class_list":["post-5558","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-accompagnement-rh"],"yoast_head":"\nPourquoi faire passer des entretiens 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