{"id":48063,"date":"2023-12-30T10:06:21","date_gmt":"2023-12-30T10:06:21","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=48063"},"modified":"2024-05-20T04:18:37","modified_gmt":"2024-05-20T04:18:37","slug":"the-motivating-mechanisms-of-okrs","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/fr\/the-motivating-mechanisms-of-okrs\/","title":{"rendered":"Les m\u00e9canismes de motivation des OKR"},"content":{"rendered":"<div style=\"height:70px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<h2 class=\"wp-block-heading has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size\" id=\"h-title\">Les m\u00e9canismes de motivation des OKR<\/h2>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-d280092c\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-full has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/fr\/?attachment_id=48069\"><img loading=\"lazy\" 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data-href=\"https:\/\/api.whatsapp.com\/send?text=\" tabindex=\"0\" role=\"button\" aria-label=\"WhatsApp\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7 .9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-7b23d524\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" tabindex=\"0\" role=\"button\" aria-label=\"t\u00e9l\u00e9gramme\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256S111 504 248 504 496 392.1 496 256 384.1 8 248 8zM362.1 176.7c-3.732 39.22-19.88 134.4-28.1 178.3-3.476 18.58-10.32 24.82-16.95 25.42-14.4 1.326-25.34-9.517-39.29-18.66-21.83-14.31-34.16-23.22-55.35-37.18-24.49-16.14-8.612-25 5.342-39.5 3.652-3.793 67.11-61.51 68.33-66.75 .153-.655 .3-3.1-1.154-4.384s-3.59-.849-5.135-.5q-3.283 .746-104.6 69.14-14.85 10.19-26.89 9.934c-8.855-.191-25.89-5.006-38.55-9.123-15.53-5.048-27.88-7.717-26.8-16.29q.84-6.7 18.45-13.7 108.4-47.25 144.6-62.3c68.87-28.65 83.18-33.62 92.51-33.79 2.052-.034 6.639 .474 9.61 2.885a10.45 10.45 0 0 1 3.53 6.716A43.76 43.76 0 0 1 362.1 176.7z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-deaaa0db\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" tabindex=\"0\" role=\"button\" aria-label=\"Facebook\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.1 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.4 0 225.4 0c-73.22 0-121.1 44.38-121.1 124.7v70.62H22.89V288h81.39v224h100.2V288z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-4000bbc9\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" tabindex=\"0\" role=\"button\" aria-label=\"Twitter\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.4 151.7c.325 4.548 .325 9.097 .325 13.65 0 138.7-105.6 298.6-298.6 298.6-59.45 0-114.7-17.22-161.1-47.11 8.447 .974 16.57 1.299 25.34 1.299 49.06 0 94.21-16.57 130.3-44.83-46.13-.975-84.79-31.19-98.11-72.77 6.498 .974 12.99 1.624 19.82 1.624 9.421 0 18.84-1.3 27.61-3.573-48.08-9.747-84.14-51.98-84.14-102.1v-1.299c13.97 7.797 30.21 12.67 47.43 13.32-28.26-18.84-46.78-51.01-46.78-87.39 0-19.49 5.197-37.36 14.29-52.95 51.65 63.67 129.3 105.3 216.4 109.8-1.624-7.797-2.599-15.92-2.599-24.04 0-57.83 46.78-104.9 104.9-104.9 30.21 0 57.5 12.67 76.67 33.14 23.72-4.548 46.46-13.32 66.6-25.34-7.798 24.37-24.37 44.83-46.13 57.83 21.12-2.273 41.58-8.122 60.43-16.24-14.29 20.79-32.16 39.31-52.63 54.25z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-75d4503a\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" tabindex=\"0\" role=\"button\" aria-label=\"LinkedIn\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.3 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.6 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.3 61.9 111.3 142.3V448z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">La <a href=\"https:\/\/jamesclear.com\/motivation\">motivant<\/a> m\u00e9canismes des OKR<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En regardant les OKR isol\u00e9ment, ils peuvent donner l\u2019impression qu\u2019il s\u2019agit uniquement de cadres de d\u00e9finition d\u2019objectifs. Apr\u00e8s un examen plus approfondi et une application pratique des objectifs et des cadres de r\u00e9sultats cl\u00e9s, vous constaterez probablement qu&#039;il existe des m\u00e9canismes de motivation inh\u00e9rents contenus dans ces cadres orient\u00e9s vers l&#039;avenir. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les OKR sont orient\u00e9s vers l&#039;avenir et visent \u00e0 cr\u00e9er les \u00e9tats futurs souhait\u00e9s pour l&#039;entreprise et toutes ses parties prenantes. Ce processus de cr\u00e9ation conjointe peut \u00eatre tr\u00e8s inspirant et motivant. Les OKR sont des cadres de d\u00e9finition d&#039;objectifs agiles et sont principalement centr\u00e9s sur le client ou l&#039;utilisateur, ils ont donc un impact tr\u00e8s important sur le client.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Comme nous sommes galvanis\u00e9s autour d\u2019objectifs ambitieux et percutants en tant qu\u2019\u00e9quipe, cela peut servir de m\u00e9canisme pour am\u00e9liorer le travail d\u2019\u00e9quipe et la coh\u00e9sion g\u00e9n\u00e9rale au sein de l\u2019entreprise.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>Si vous voulez \u00eatre heureux, fixez-vous un objectif qui commande vos pens\u00e9es, lib\u00e8re votre \u00e9nergie et inspire vos espoirs.<\/strong><\/p>\n<cite><strong>Andrew Carnegie<\/strong><\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">orient\u00e9 vers l&#039;avenir<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le but des transformations est de cr\u00e9er des actifs \u00e0 impact pour l\u2019entreprise qui n\u2019existaient pas auparavant. Gr\u00e2ce \u00e0 l&#039;utilisation des OKR, nous validons des hypoth\u00e8ses prospectives qui ont un impact sur toutes les parties prenantes concern\u00e9es.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c0 mesure que l\u2019orientation future de l\u2019entreprise devient de plus en plus claire, elle peut augmenter les niveaux d\u2019inspiration et de motivation des membres de notre \u00e9quipe. La pratique des OKR est transparente car tous les objectifs sont align\u00e9s sur la vision de l&#039;entreprise et \u00e0 mesure que les membres de l&#039;\u00e9quipe r\u00e9alisent l&#039;impact de leur r\u00f4le, ils deviennent g\u00e9n\u00e9ralement plus engag\u00e9s et inspir\u00e9s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c9tant donn\u00e9 que les objectifs et les r\u00e9sultats cl\u00e9s des cadres OKR sont \u00e9tay\u00e9s par un plan d&#039;action concis, les OKR constituent le pont entre la vision et les strat\u00e9gies de l&#039;entreprise et l&#039;ex\u00e9cution. En nous engageant dans des activit\u00e9s, des projets, des t\u00e2ches et des initiatives en rapport avec nos objectifs, nous prenons des mesures claires vers l&#039;orientation future de l&#039;entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><a href=\"https:\/\/haiilo.com\/blog\/employee-engagement-8-statistics-you-need-to-know\/#:~:text=According%20to%20Gallup's%20meta%2Danalysis,17%20percent%20higher%20on%20productivity.\">Engagement<\/a><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Une \u00e9tude de Harvard et Gallup de 2018 a r\u00e9v\u00e9l\u00e9 que 851\u00a0TP3T d&#039;employ\u00e9s ne sont pas engag\u00e9s au travail. Une d\u00e9finition de l\u2019engagement est la suivante\u00a0:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le degr\u00e9 auquel les employ\u00e9s \u00e9prouvent de la satisfaction au travail, sont dynamis\u00e9s au travail et s&#039;identifient \u00e0 l&#039;entreprise et \u00e0 sa culture. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c9tant donn\u00e9 que les OKR, de par leur nature m\u00eame, sont des objectifs de grande envergure et difficiles \u00e0 atteindre, leur r\u00e9alisation n\u00e9cessiterait un excellent niveau d&#039;engagement des employ\u00e9s. En pr\u00e9sentant une vision convaincante, un objectif inspirant, un syst\u00e8me de valeurs partag\u00e9 et des objectifs co-cr\u00e9\u00e9s que tous peuvent exp\u00e9rimenter et visualiser, nous sommes susceptibles d&#039;atteindre un niveau d&#039;engagement beaucoup plus \u00e9lev\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En soutenant toutes les activit\u00e9s ci-dessus avec des ressources ad\u00e9quates et un encadrement de soutien, nous augmentons l&#039;engagement de mani\u00e8re durable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Collaboration<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Une bonne pratique li\u00e9e aux OKR consiste \u00e0 attribuer la propri\u00e9t\u00e9 de tous les \u00e9l\u00e9ments d\u2019un cadre OKR. L&#039;\u00e9nonc\u00e9 d&#039;objectif a un propri\u00e9taire, les r\u00e9sultats cl\u00e9s ont des propri\u00e9taires ainsi que les t\u00e2ches dans les cadres OKR. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les principaux responsables des r\u00e9sultats proviennent pour la plupart de diff\u00e9rents d\u00e9partements et \u00e9quipes, favorisant ainsi la collaboration interfonctionnelle. Comme les OKR sont difficiles \u00e0 atteindre, nous ne parviendrons probablement \u00e0 les atteindre que gr\u00e2ce \u00e0 l&#039;excellence du travail d&#039;\u00e9quipe interfonctionnel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La plupart des personnes qui r\u00e9ussissent nient le terme \u00ab self-made \u00bb et d\u00e9taillent le soutien qu&#039;elles ont re\u00e7u tout au long de leur carri\u00e8re. Le coaching individuel ou de groupe, c&#039;est aussi mettre l&#039;accent sur la collaboration vers une r\u00e9ussite commune. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lors du d\u00e9ploiement des OKR, notre communication est consid\u00e9rablement am\u00e9lior\u00e9e gr\u00e2ce \u00e0 une approche collaborative. Lorsque nous nous pr\u00e9parons \u00e0 des r\u00e9unions avec d&#039;excellentes questions, nous sollicitons des r\u00e9ponses et collaborons donc \u00e9galement vers le succ\u00e8s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Demander de l&#039;aide dans certaines cultures d&#039;entreprise peut encore \u00eatre consid\u00e9r\u00e9 comme un point faible. Cependant, dans le contexte des pratiques agiles et des OKR, la notion de recherche d&#039;aide est une autre approche collaborative. En cherchant de l&#039;aide et en recevant toutes les personnes impliqu\u00e9es, l&#039;entreprise devient plus forte. Gr\u00e2ce \u00e0 des efforts collaboratifs, nous alignons nos comportements sur la vision de l&#039;entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">UN <a href=\"https:\/\/businessleadershiptoday.com\/how-to-create-a-motivating-work-environment\/\">motivant<\/a> climat<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsqu\u2019ils sont orient\u00e9s dans la bonne direction par la direction de l\u2019entreprise, tous les m\u00e9canismes de motivation inh\u00e9rents aux OKR peuvent former une combinaison puissante et aboutir \u00e0 un climat de motivation hautement propice \u00e0 une performance durable des OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alors que la culture de l&#039;entreprise consiste en nos comportements collectifs, le climat d&#039;une organisation correspond \u00e0 ce que les membres de l&#039;\u00e9quipe ressentent \u00e0 l&#039;\u00e9gard de la culture de l&#039;organisation. Les membres de l\u2019\u00e9quipe se sentiront probablement inspir\u00e9s et motiv\u00e9s par la culture de l\u2019organisation si la direction de l\u2019organisation a mis en pratique tous les m\u00e9canismes de motivation des OKR.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">FAQ sur \u00ab Les m\u00e9canismes de motivation des OKR \u00bb<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Que sont les OKR et en quoi diff\u00e8rent-ils des cadres traditionnels de d\u00e9finition d\u2019objectifs ?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les OKR, ou Objectifs et R\u00e9sultats Cl\u00e9s, sont des cadres agiles et tourn\u00e9s vers l&#039;avenir qui visent \u00e0 cr\u00e9er les \u00e9tats futurs souhait\u00e9s pour une entreprise et ses parties prenantes. Contrairement aux m\u00e9thodes traditionnelles de d\u00e9finition d&#039;objectifs, les OKR mettent l&#039;accent sur des r\u00e9sultats clairs et mesurables et encouragent l&#039;alignement et l&#039;agilit\u00e9 continus, ce qui les rend plus efficaces et motivants pour les employ\u00e9s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Comment les OKR contribuent-ils \u00e0 l\u2019engagement des employ\u00e9s ?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les OKR am\u00e9liorent consid\u00e9rablement l&#039;engagement des employ\u00e9s en leur fournissant une vision claire et convaincante ainsi que des objectifs communs. Le cadre encourage les employ\u00e9s \u00e0 s&#039;identifier \u00e0 la culture de l&#039;entreprise, \u00e0 \u00e9prouver de la satisfaction au travail et \u00e0 se sentir dynamis\u00e9s au travail. L&#039;alignement des r\u00f4les individuels sur les objectifs de l&#039;entreprise, ainsi qu&#039;un encadrement de soutien et des ressources ad\u00e9quates, favorisent un niveau d&#039;engagement durable plus \u00e9lev\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>De quelle mani\u00e8re les OKR am\u00e9liorent-ils le travail d\u2019\u00e9quipe et la collaboration au sein d\u2019une entreprise ?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les OKR favorisent la collaboration interfonctionnelle en attribuant la responsabilit\u00e9 des objectifs et des r\u00e9sultats cl\u00e9s aux membres de l&#039;\u00e9quipe de diff\u00e9rents services. Cette approche favorise l&#039;excellence du travail en \u00e9quipe et am\u00e9liore la communication. La nature collaborative des OKR encourage la recherche d&#039;aide et le travail en commun vers une r\u00e9ussite commune, alignant ainsi les comportements sur la vision de l&#039;entreprise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Comment les OKR cr\u00e9ent-ils un climat motivant dans une organisation ?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lorsqu&#039;ils sont mis en \u0153uvre efficacement par la direction, les OKR peuvent favoriser un climat motivant en alignant la culture de l&#039;organisation sur sa vision. Les membres de l&#039;\u00e9quipe se sentent inspir\u00e9s et motiv\u00e9s lorsqu&#039;ils voient l&#039;application pratique des principes OKR, tels que la transparence, une orientation claire et le lien entre leurs r\u00f4les et les objectifs de l&#039;entreprise. Ce climat motivant am\u00e9liore la performance et l&#039;engagement global.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Quelles sont les meilleures pratiques pour maintenir des niveaux de motivation \u00e9lev\u00e9s gr\u00e2ce aux OKR ?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour maintenir un niveau de motivation \u00e9lev\u00e9, il est essentiel de veiller \u00e0 ce que les OKR soient cr\u00e9\u00e9s conjointement avec toutes les parties prenantes, align\u00e9s sur la vision de l&#039;entreprise et soutenus par des ressources et un encadrement ad\u00e9quats. La mise \u00e0 jour et la communication r\u00e9guli\u00e8res des progr\u00e8s des OKR, la c\u00e9l\u00e9bration des r\u00e9alisations et la promotion d&#039;une culture d&#039;am\u00e9lioration continue et de collaboration sont \u00e9galement essentielles pour maintenir la motivation.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Nom de l&#039;auteur:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directeur du d\u00e9veloppement des talents de l&#039;OKR Institute<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Cours connexes<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-56a1e2\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-foundation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-foundation\/\">Cours de base OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-leadership-course\/\">Cours de leadership OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/courses\/okr-practitioner-course\/\">Cours de praticien OKR<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">Messages r\u00e9cents<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-e0dcc1\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/breaking-barriers-unleashing-the-power-of-diversity-in-the-workplace\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/10\/DEI-1024x678.jpeg\" alt=\"Unleashing the Power of Diversity in the Workplace via DEI OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/breaking-barriers-unleashing-the-power-of-diversity-in-the-workplace\/\">Lib\u00e9rer le pouvoir de la diversit\u00e9 sur le lieu de travail via les DEI OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/aligning-okrs-and-agile-how-to-get-your-teams-rowing-in-the-same-direction\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/12\/Brown-Green-Modern-Started-My-Blog-YouTube-Thumbnail-34-1-1024x576.png\" alt=\"Aligning OKRs and Agile: How to Get Your Teams Rowing in the Same Direction\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/aligning-okrs-and-agile-how-to-get-your-teams-rowing-in-the-same-direction\/\">Aligner les OKR et Agile : comment faire avancer vos \u00e9quipes dans la m\u00eame direction<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/redefine-success-in-2023-with-okr-frameworks\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/01\/man-jump-through-gaps-hills-1024x681.jpg\" alt=\"Redefine success in 2023 with OKR Frameworks\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/redefine-success-in-2023-with-okr-frameworks\/\">Red\u00e9finissez le succ\u00e8s en 2023 avec les cadres OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/the-four-superpowers-of-okrs-the-potent-formula-to-sustainable-success\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/11\/superhero-kids-with-superpowers-1024x847.jpg\" alt=\"The four superpowers of OKRs &#8211; The Potent formula to sustainable success\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/the-four-superpowers-of-okrs-the-potent-formula-to-sustainable-success\/\">Les quatre superpuissances des OKR - La formule puissante pour un succ\u00e8s durable<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/fr\/okrs-how-communication-can-be-a-crucial-performance-metric\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/07\/portrait-young-people-with-thought-bubble-1024x683.jpg\" alt=\"OKRs: How Communication can be a crucial performance metric\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/fr\/okrs-how-communication-can-be-a-crucial-performance-metric\/\">OKR : comment la communication peut \u00eatre une mesure de performance cruciale<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Mots cl\u00e9s<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Coaching #OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Entra\u00eeneur #OKR<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-e757e23a uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/fr\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Chercher\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Chercher\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"fr\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":48068,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"full-width-container","site-content-style":"unboxed","site-sidebar-style":"unboxed","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[89,22,95,21,97,96],"class_list":["post-48063","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-framework","tag-key-result","tag-leading","tag-objective","tag-progressive","tag-success-measurement"],"qubely_featured_image_url":{"full":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"portraits":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-540x320.png",540,320,true],"thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-150x150.png",150,150,true],"medium":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-300x200.png",300,200,true],"medium_large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-768x512.png",768,512,true],"large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"1536x1536":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"2048x2048":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"trp-custom-language-flag":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-18x12.png",18,12,true],"qubely_landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77.png",977,651,false],"qubely_portrait":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-540x320.png",540,320,true],"qubely_thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-77-140x100.png",140,100,true]},"qubely_author":{"display_name":"Dirk Coetsee","author_link":"https:\/\/okrinstitute.org\/fr\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/fr\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The Motivating Mechanisms of OKRs<\/title>\n<meta name=\"description\" content=\"The Motivating Mechanisms of OKRS.There are several motivating mechanisms contained within OKR frameworks.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/okrinstitute.org\/fr\/the-motivating-mechanisms-of-okrs\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Motivating Mechanisms of 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