{"id":324527,"date":"2016-05-31T22:17:57","date_gmt":"2016-05-31T21:17:57","guid":{"rendered":"http:\/\/www.pressenza.com\/fr\/?p=324527"},"modified":"2016-06-01T03:44:34","modified_gmt":"2016-06-01T02:44:34","slug":"scarabee-biocoop-rennes-magasin-sans-hierarchie-possible","status":"publish","type":"post","link":"https:\/\/www.pressenza.com\/fr\/2016\/05\/scarabee-biocoop-rennes-magasin-sans-hierarchie-possible\/","title":{"rendered":"Scarab\u00e9e Biocoop de Rennes : un magasin sans hi\u00e9rarchie, c\u2019est possible !"},"content":{"rendered":"

Par Charlotte Durand pour La Rel\u00e8ve et la Peste<\/strong><\/p>\n

Dans l\u2019entreprise Scarab\u00e9e Biocoop de Rennes, le syst\u00e8me hi\u00e9rarchique pyramidal a \u00e9t\u00e9 abandonn\u00e9 d\u00e9but 2015. A la place a \u00e9t\u00e9 adopt\u00e9e l\u2019holacratie. Retour sur un syst\u00e8me alternatif qui s\u00e9duit de plus en plus.<\/strong><\/p>\n

Qu\u2019est-ce que l\u2019holacratie\u00a0?\u00a0<\/b><\/p>\n

C\u2019est en f\u00e9vrier 2015 que l\u2019entreprise Scarab\u00e9e Bioocop de Rennes se lance dans l\u2019aventure de l\u2019holacratie. Mais qu\u2019est-ce que cela, au juste\u00a0? L\u2019holacratie \u2013 mot provenant du grec \u00ab\u00a0holos\u00a0\u00bb, signifiant\u00a0 \u00ab\u00a0tout\u00a0\u00bb \u2013 est un syst\u00e8me dans lequel des entit\u00e9s autor\u00e9gul\u00e9es fonctionnent \u00e0 la fois de mani\u00e8re autonome mais aussi comme partie d\u2019un tout dont elles sont d\u00e9pendantes. Leur seul imp\u00e9ratif\u00a0: suivre la \u00ab\u00a0raison d\u2019\u00eatre\u00a0\u00bb de l\u2019entreprise, la mission selon laquelle elle s\u2019est d\u00e9finie. Pour la coop\u00e9rative rennaise, il s\u2019agit, par exemple, d\u2019\u00eatre \u00ab\u00a0Bio, cr\u00e9ateur, et exemplaire\u00a0<\/i>\u00bb.<\/p>\n

Th\u00e9oris\u00e9 par Brian Robertson\u00a0en 2001, ce syst\u00e8me passe, plus concr\u00e8tement, d\u2019une organisation pyramidale \u00e0 une organisation en cercles concentriques, imbriqu\u00e9s les uns dans les autres. L\u2019entreprise n\u2019est plus r\u00e9gie selon un syst\u00e8me de postes (forc\u00e9ment hi\u00e9rarchiques), mais selon un syst\u00e8me de \u00ab\u00a0r\u00f4les\u00a0\u00bb, chaque r\u00f4le se r\u00e9f\u00e9rant \u00e0 une t\u00e2che concr\u00e8te (par exemple, servir \u00e0 la caisse, s\u2019occuper des d\u00e9chets, g\u00e9rer les fiches de paye etc.) En g\u00e9n\u00e9ral, chaque employ\u00e9 en cumule quatre ou cinq, en fonction de ses comp\u00e9tences et ses envies.<\/p>\n

L\u2019int\u00e9r\u00eat de ces r\u00f4les\u00a0? Savoir exactement o\u00f9 le travail de chacun s\u2019arr\u00eate et qui contacter en cas de probl\u00e8me. Mais aussi et surtout\u00a0: permettre l\u2019\u00e9panouissement personnel sans pression hi\u00e9rarchique, responsabiliser chaque partie de l\u2019entreprise. En effet, chaque r\u00f4le correspond \u00e0 un p\u00e9rim\u00e8tre de d\u00e9cision et d\u2019action dans lequel l\u2019employ\u00e9 n\u2019a pas besoin de demander de validation.<\/p>\n

<\/p>\n

D\u00e9cider \u00e0 plusieurs et \u00e9vacuer les tensions\u00a0<\/b><\/p>\n

Ce qui change le plus radicalement dans cette fa\u00e7on de penser l\u2019organisation du travail, c\u2019est l\u2019horizontalit\u00e9\u00a0: plus de chef, de directives qui viennent d\u2019au-dessus sans qu\u2019on n\u2019en connaisse les tenants et les aboutissants. Tout est d\u00e9cid\u00e9 en r\u00e9unions collectives, entre membres d\u2019un m\u00eame \u00ab\u00a0cercle\u00a0\u00bb \u2013 entit\u00e9s autonomes regroupant des r\u00f4les proches\u00a0: par exemple, \u00e0 Scarab\u00e9e Biocoop, le cercle \u00abmagasin Cesson \u00bb g\u00e8re l\u2019espace de vente ; le cercle \u00ab laboratoire \u00bb d\u00e9veloppe des produits de traiteur bio ; le cercle \u00ab communication, animation, partenariats \u00bb est charg\u00e9 de mettre en lumi\u00e8re les activit\u00e9s de la soci\u00e9t\u00e9 coop\u00e9rative, etc.<\/p>\n

Les d\u00e9cisions sont prises selon la \u00ab\u00a0gestion par consentement\u00a0\u00bb, c\u2019est-\u00e0-dire que les propositions sont reformul\u00e9es en int\u00e9grant les objections et modifications de chacun, jusqu\u2019\u00e0 ce qu\u2019elles fassent le consensus.<\/p>\n

Autre grand pari de l\u2019holacratie\u00a0: \u00e9vacuer les tensions en r\u00e9union. Chaque personne peut prendre la parole afin de vocaliser ce qui nuit au bon fonctionnement de l\u2019entreprise, sans craindre les retomb\u00e9es hi\u00e9rarchiques. C\u2019est, estime l\u2019ancienne pr\u00e9sidente, la phase de transition la plus longue, les salari\u00e9s ayant peur, au d\u00e9but, de prendre la parole. Mais une fois les probl\u00e8mes vocalis\u00e9s et les tensions r\u00e9solues, l\u2019entreprise n\u2019en est que plus efficace.<\/p>\n

Les bienfaits d\u2019une nouvelle forme d\u2019organisation\u00a0<\/b><\/p>\n

Chez Bioocop, pratiquement tout le monde est convaincu par ce nouveau plan d\u2019organisation, autant sur le plan personnel que pour l\u2019efficacit\u00e9 de l\u2019entreprise. Isabelle Baur, son ancienne pr\u00e9sidente, estimait que \u00ab\u00a0l\u2019organisation hi\u00e9rarchis\u00e9e du d\u00e9but ne fonctionnait plus<\/i>\u00a0\u00bb. Les temps de r\u00e9union \u00e9taient trop longs, d\u00e9tach\u00e9s des r\u00e9alit\u00e9s concr\u00e8tes du terrain, les employ\u00e9s ne comprenaient pas les d\u00e9cisions qui leur \u00e9taient impos\u00e9es, etc. Elle juge que cette organisation horizontale a am\u00e9lior\u00e9 l\u2019efficacit\u00e9 de la Biocoop\u00a0: \u00ab Il n\u2019y a plus de d\u00e9cisions non appliqu\u00e9es<\/i>\u00bb.<\/p>\n

Et les salari\u00e9s, eux aussi, sont contents\u00a0: Isabelle Uguen estime ainsi que la nouvelle organisation lui a permis de se consacrer davantage aux missions qui lui tenaient plus \u00e0 c\u0153ur, alors qu\u2019avant, elle s\u2019\u00e9parpillait dans des t\u00e2ches qui n\u2019\u00e9taient pas les siennes. D\u2019autres appr\u00e9cient d\u2019avoir une vision plus globale de leur travail, de pouvoir participer aux d\u00e9cisions, d\u2019\u00eatre en contact avec plus de monde au sein de l\u2019entreprise, gr\u00e2ce au syst\u00e8me de cercles.<\/p>\n

Une transition qui n\u2019est pas \u00e0 la port\u00e9e de tous\u00a0<\/b><\/p>\n

N\u00e9anmoins, le nouveau syst\u00e8me ne fait pas l\u2019unanimit\u00e9. Si l\u2019holacratie permet de \u00ab\u00a0lib\u00e9rer \u00e9norm\u00e9ment d\u2019\u00e9nergie, une motivation et une implication qui n\u2019existaient pas au d\u00e9part<\/i>\u00a0\u00bb, certaines personnes ne sont pas toujours pr\u00eates au changement. Les sp\u00e9cialistes de la mise en place holacratique identifient deux profils particuli\u00e8rement vuln\u00e9rables\u00a0: \u00ab les anciens directeurs qui ont du mal \u00e0 l\u00e2cher les manettes<\/i> \u00bb et \u00ab les gens qui n\u2019arrivent pas \u00e0 s\u2019autonomiser <\/i>\u00bb.<\/p>\n

Pas seulement pour les petites entreprises\u00a0!\u00a0<\/b><\/p>\n

Pourtant, le syst\u00e8me est r\u00e9ellement efficace. Certains de ses d\u00e9tracteurs craignent la lenteur du processus, d\u2019innombrables r\u00e9unions, etc. Mais pourtant il n\u2019en est rien, bien au contraire\u00a0! L\u2019holacratie est un syst\u00e8me qui fait ses preuves, et pas uniquement sur les petites structures\u00a0: la Scarab\u00e9e Biocoop n\u2019est d\u00e9j\u00e0 pas un petit organisme, puisqu\u2019elle regroupe pr\u00e8s de cinq magasins, trois restaurants, un snack et un service de traiteur bio.<\/p>\n

Mais de plus grosses structures commencent aussi \u00e0 adopter le syst\u00e8me d\u00e9velopp\u00e9 par Brian Robertson\u00a0: Zappos, Danone ou encore Castorama, ces g\u00e9ants ont d\u2019ores et d\u00e9j\u00e0 install\u00e9s des unit\u00e9s pilotes de 300 personnes au sein de leur entreprise. Et si Scarab\u00e9e Biocop avait choisi l\u2019holacratie pour \u00ab\u00a0remettre l\u2019humain au centre et \u00eatre coh\u00e9rent avec ses valeurs<\/i>\u00a0\u00bb, les grosses firmes se tournent vers ce syst\u00e8me pour \u00ab\u00a0l\u2019agilit\u00e9, la mutabilit\u00e9, l\u2019adaptabilit\u00e9<\/i>\u00a0\u00bb. Un pari \u00e0 suivre.<\/p>\n","protected":false},"excerpt":{"rendered":"

Par Charlotte Durand pour La Rel\u00e8ve et la Peste Dans l\u2019entreprise Scarab\u00e9e Biocoop de Rennes, le syst\u00e8me hi\u00e9rarchique pyramidal a \u00e9t\u00e9 abandonn\u00e9 d\u00e9but 2015. A la place a \u00e9t\u00e9 adopt\u00e9e l\u2019holacratie. Retour sur un syst\u00e8me alternatif qui s\u00e9duit de plus…<\/p>\n","protected":false},"author":926,"featured_media":324531,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[85,1248],"tags":[27591,5382,27592],"class_list":["post-324527","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-europe-fr","category-nonviolence-sujet","tag-biocoop","tag-holacratie","tag-rennes"],"yoast_head":"\nScarab\u00e9e Biocoop de Rennes : un magasin sans hi\u00e9rarchie, c\u2019est possible !<\/title>\n<meta name=\"description\" content=\"Par Charlotte Durand pour La Rel\u00e8ve et la Peste Dans l\u2019entreprise Scarab\u00e9e Biocoop de Rennes, le syst\u00e8me hi\u00e9rarchique pyramidal a \u00e9t\u00e9 abandonn\u00e9 d\u00e9but\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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