{"id":1121,"date":"2026-03-19T16:22:17","date_gmt":"2026-03-19T20:22:17","guid":{"rendered":"https:\/\/newleafperformance.ca\/learn\/blog\/"},"modified":"2026-03-19T16:26:32","modified_gmt":"2026-03-19T20:26:32","slug":"la-sante-et-la-securite-psychologiques-une-responsabilite-incontournable-des-organisations","status":"publish","type":"post","link":"https:\/\/newleafperformance.ca\/fr\/apprendre\/blogue\/la-sante-et-la-securite-psychologiques-une-responsabilite-incontournable-des-organisations\/","title":{"rendered":"La sant\u00e9 et la s\u00e9curit\u00e9 psychologiques :\u00a0une responsabilit\u00e9 incontournable des organisations\u00a0"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-683x1024.jpg\" alt=\"\" class=\"wp-image-1074\" style=\"aspect-ratio:0.6669936243256498;width:111px;height:auto\" srcset=\"https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-683x1024.jpg 683w, https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-200x300.jpg 200w, https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-768x1152.jpg 768w, https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-1024x1536.jpg 1024w, https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-1365x2048.jpg 1365w, https:\/\/newleafperformance.ca\/wp-content\/uploads\/2026\/01\/BON-KERRY-NewLeafFinalNov2024-2-scaled.jpg 1707w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><\/figure>\n\n\n\n<p>Par&nbsp;<strong><a href=\"https:\/\/newleafperformance.ca\/fr\/a-propos\/#kerry-ann-marcotte\">Kerry Ann Marcotte EMA, JD, BCL, BA, CWPI<\/a><\/strong><\/p>\n\n\n\n<p>Dans le cadre de nos interventions en milieu de travail, un constat s\u2019impose avec constance : plusieurs situations de conflits, de tensions ou de plaintes ne trouvent pas leur origine dans des comportements intentionnellement fautifs, mais dans un environnement organisationnel qui ne soutient pas ad\u00e9quatement la sant\u00e9 psychologique.&nbsp;<\/p>\n\n\n\n<p>Ce constat fait \u00e9cho aux observations que nous avons r\u00e9cemment partag\u00e9es lors de notre webinaire&nbsp;\u00ab\u202fCr\u00e9er des milieux de travail psychologiquement plus s\u00e9curitaires en p\u00e9riode de changement\u202f\u00bb&nbsp;<a href=\"https:\/\/newleafperformance.ca\/webinars\/\">(<em>Creating&nbsp;Psychologically&nbsp;Safer&nbsp;Workplaces&nbsp;in Times of Change<\/em>).&nbsp;&nbsp;<\/a><\/p>\n\n\n\n<p>Au-del\u00e0 des enjeux apparents, une r\u00e9alit\u00e9 plus structurante se dessine. Ces situations r\u00e9v\u00e8lent souvent des pratiques organisationnelles qui, parfois malgr\u00e9 elles, fragilisent les individus plut\u00f4t que de les soutenir.&nbsp;<\/p>\n\n\n\n<p>Dans ce contexte, il devient essentiel de repositionner la sant\u00e9 et la s\u00e9curit\u00e9 psychologiques au c\u0153ur des pr\u00e9occupations organisationnelles,&nbsp;non pas comme une tendance passag\u00e8re, mais comme un imp\u00e9ratif \u00e0 la fois strat\u00e9gique et humain.&nbsp;<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Replacer la sant\u00e9 psychologique au c\u0153ur des organisations\u00a0<\/h5>\n\n\n\n<p>La sant\u00e9 psychologique au travail ne peut plus \u00eatre consid\u00e9r\u00e9e comme un enjeu p\u00e9riph\u00e9rique. Elle constitue aujourd\u2019hui un pilier central de la performance durable.&nbsp;<\/p>\n\n\n\n<p>La norme canadienne <strong>CSA Z1003,<\/strong>&nbsp;mise \u00e0 jour en 2022,&nbsp;vient d\u2019ailleurs formaliser cette \u00e9volution en reconnaissant le r\u00f4le actif des organisations dans la pr\u00e9vention des risques psychosociaux.&nbsp;&nbsp;<\/p>\n\n\n\n<p>La sant\u00e9 psychologique ne rel\u00e8ve plus uniquement de la responsabilit\u00e9 individuelle : elle est profond\u00e9ment influenc\u00e9e par les structures, les pratiques et les d\u00e9cisions organisationnelles.\u202f&nbsp;<\/p>\n\n\n\n<p>Concr\u00e8tement, elle est fa\u00e7onn\u00e9e par :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La&nbsp;clart\u00e9 des r\u00f4les et des attentes,&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La&nbsp;qualit\u00e9 du leadership,&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La&nbsp;gestion de la charge de travail&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les&nbsp;modes de communication&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La&nbsp;nature des interactions quotidiennes&nbsp;<\/li>\n<\/ul>\n\n\n\n<h5 class=\"wp-block-heading\">Des rep\u00e8res concrets : les facteurs psychosociaux\u00a0<\/h5>\n\n\n\n<p>Pour soutenir cette r\u00e9flexion, la norme identifie 13 facteurs psychosociaux&nbsp;qui agissent directement sur la sant\u00e9 psychologique des employ\u00e9s, notamment\u202f:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Le\u202fsoutien\u202fpsychologique\u202fet social\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>La culture\u202forganisationnelle\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Le leadership et les attentes claires\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>La courtoisie et le respect\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Les comp\u00e9tences et les exigences psychologiques\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>La\u202fcroissance\u202fet le\u202fperfectionnement\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>La reconnaissance et les\u202fr\u00e9compenses\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>La participation et\u202fl\u2019influence\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>La gestion de la charge de travail\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>L\u2019engagement\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"11\" class=\"wp-block-list\">\n<li>L\u2019\u00e9quilibre\u202ftravail-vie\u202fpersonnelle\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"12\" class=\"wp-block-list\">\n<li>La protection de la s\u00e9curit\u00e9 psychologique\u202f&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"13\" class=\"wp-block-list\">\n<li>La protection de\u202fl\u2019int\u00e9grit\u00e9\u202fphysique&nbsp;<\/li>\n<\/ol>\n\n\n\n<p>Ces facteurs&nbsp;ne sont pas th\u00e9oriques : ils constituent des indicateurs concrets permettant d\u2019\u00e9valuer la qualit\u00e9 r\u00e9elle d\u2019un environnement de travail&nbsp;et d\u00e9terminer s\u2019il favorise r\u00e9ellement le bien-\u00eatre ou s\u2019il contribue, au contraire, \u00e0 l\u2019\u00e9puisement professionnel, \u00e0 la d\u00e9tresse&nbsp;ou aux conflits.&nbsp;<\/p>\n\n\n\n<p>Dans notre pratique, nous observons que l\u2019absence de prise en compte de ces facteurs est souvent au c\u0153ur des situations conflictuelles. Non pas par n\u00e9gligence intentionnelle, mais par manque de visibilit\u00e9 sur leur impact r\u00e9el.&nbsp;<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Des pratiques quotidiennes qui font la diff\u00e9rence\u00a0<\/h5>\n\n\n\n<p>La sant\u00e9 et la s\u00e9curit\u00e9 psychologiques ne peuvent \u00eatre assur\u00e9es uniquement par des politiques \u00e9crites. Elles prennent vie dans les pratiques quotidiennes.&nbsp;&nbsp;<\/p>\n\n\n\n<p>En effet, les organisations qui r\u00e9ussissent \u00e0 cr\u00e9er des environnements psychologiquement s\u00e9curitaires pr\u00e9sentent g\u00e9n\u00e9ralement certaines caract\u00e9ristiques\u202f:&nbsp;&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Des attentes coh\u00e9rentes et bien communiqu\u00e9es,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Des processus d\u00e9cisionnels transparents,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une gestion \u00e9quitable et pr\u00e9visible,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une reconnaissance authentique,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Un travail \u00e0 la hauteur des capacit\u00e9s, et&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Des espaces o\u00f9 la parole peut s\u2019exprimer sans crainte.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Ces \u00e9l\u00e9ments, bien qu\u2019ils puissent sembler simples, exigent une vigilance constante et une r\u00e9elle intention organisationnelle.&nbsp;<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Une posture proactive de pr\u00e9vention\u00a0<\/h5>\n\n\n\n<p>Pr\u00e9venir les risques psychosociaux implique de d\u00e9passer une approche r\u00e9active.&nbsp;Il s\u2019agit plut\u00f4t d\u2019adopter une posture active\u202f: observer les dynamiques de travail, \u00e9couter les signaux faibles, ajuster les pratiques en continu, mesurer l\u2019impact des d\u00e9cisions.&nbsp;<\/p>\n\n\n\n<p>Les organisations qui adoptent cette approche constatent des effets tangibles, soit\u202f:&nbsp;&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une diminution des plaintes et des conflits,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une mobilisation accrue des \u00e9quipes,&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une r\u00e9duction de l\u2019absent\u00e9isme&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une meilleure r\u00e9tention du personnel, et&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une performance plus stable&nbsp;et durable.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Quelques pratiques structurantes peuvent soutenir cette d\u00e9marche :\u202f&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Offrir des espaces de dialogue s\u00e9curitaires et r\u00e9guliers\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clarifier les r\u00f4les et les priorit\u00e9s\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ajuster la charge de travail en p\u00e9riode de pression\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Intervenir rapidement en cas de comportements inappropri\u00e9s\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Valoriser les contributions individuelles et collectives\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Encourager la participation aux\u202fd\u00e9cisions\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Respecter les limites entre vie professionnelle et personnelle\u202f&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Ces gestes, lorsqu\u2019ils sont int\u00e9gr\u00e9s de fa\u00e7on coh\u00e9rente, contribuent \u00e0 cr\u00e9er un climat o\u00f9 les employ\u00e9s se sentent respect\u00e9s, soutenus et engag\u00e9s.\u202f&nbsp;<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Conclusion : un choix strat\u00e9gique et humain\u00a0<\/h5>\n\n\n\n<p>Investir dans la sant\u00e9 et la s\u00e9curit\u00e9 psychologiques ne rel\u00e8ve ni d\u2019une tendance ni d\u2019une obligation formelle uniquement. Il s\u2019agit d\u2019un choix strat\u00e9gique.&nbsp;<\/p>\n\n\n\n<p>Les organisations qui r\u00e9ussissent sont celles qui reconnaissent que le bien-\u00eatre et la performance sont interd\u00e9pendants,&nbsp;les pratiques de gestion ont un impact direct sur la sant\u00e9 des \u00e9quipes\u2009et&nbsp;la pr\u00e9vention est plus efficace que l\u2019intervention.&nbsp;<\/p>\n\n\n\n<p>En ce sens, la sant\u00e9 psychologique devient un indicateur de maturit\u00e9 organisationnelle et un levier essentiel pour b\u00e2tir des milieux de travail durables.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Par&nbsp;Kerry Ann Marcotte EMA, JD, BCL, BA, CWPI Dans le cadre de nos interventions en milieu de travail, un constat s\u2019impose avec constance : plusieurs situations de conflits, de tensions [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":1119,"comment_status":"closed","ping_status":"closed","sticky":true,"template":"","format":"standard","meta":{"footnotes":""},"categories":[37,17,53],"tags":[],"class_list":["post-1121","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture-fr","category-organizational-engagement","category-workplace-well-being-fr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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