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[vc_row][vc_column][vc_column_text]Hybridization in France seems to be the future of work. Hybrid working is at the heart of corporate issues, as it is a new need emerging on the part of employees. It is also a key factor in talent recruitment. In search of a better work-life balance, organizations have had to adapt with new HR policies. Indeed, by definition, hybrid working meansalternating between face-to-face and remote work, so management and policy must be adapted. This issue concerns the entire professional world, both nationally and internationally. Consequently, an effort is needed by all stakeholders. But how to keep teams motivated and committed?
Hybrid working, essential for companies, especially in recruitment
How did we arrive at such an observation and such changes? We observed a general sense of frustration at all levels: employees, managers, HR and executives. This complicated period has enabled companies to really question the way they operate internally. At the same time, individuals, at their own level, have also followed the trend and understood the need to react to their working conditions and ask themselves the right questions.
First and foremost, this emerging need stems from the health crisis, but has become a habit for employees who have had to leave their comfort zone and adapt to a new environment. It's a real upheaval in their work habits.
According to the Baromètre Télétravail 2022 du Comptoir de la nouvelle entreprise de Malakoff Humanis, by the end of 2021, 61% of teleworkers will have a specific arrangement at home: a dedicated room for almost a third of them..
In the same vein, Zoom asked Momentive to carry out a study entitled "L'avenir du travail revisitéfuture of work revisited " from which it emerged that over 69% of those questioned would like to be able to choose for themselves whether they work remotely, in the office or a mix of the two.
In their search for balance, jobseekers have decided not to accept the first job offered to them, but to look for a company that will give them the working conditions they need to feel good. Because it's true that hybrid working and telecommuting contribute to better day-to-day organization, for women and men alike. Hybrid working seems to be essential for recruiting new talent. As an example, the Crédit Agricole Normandie-Seine has been able to put this into practice.
A new business model
As we have seen, hybrid working is becoming the norm, despite some companies being reluctant to change. The advantages are many, not least for the employer brand: it's a real differentiator, a competitive advantage. Indeed, despite some negative points, home-office, combined with on-site working, remains an effective and sustainable solution.
This policy benefits everyone:
To the company and its managers
Companies benefit from choosing a hybrid work strategy. Recruitment is facilitated, since employees are interested in the hybrid approach, and the company's image is positively impacted. With the employee experience at the center of attention, the company's values can shine through in this form.
Managers can build larger teams. It's easier tohire freelancers or employees abroad. It also enables them to develop their business outside their home territory. The impact of the offer is greater at international level. According to the same Malakoff HumanisTelework Barometer 2022, 63% of managers believe that this new form of work will continue to develop, and 84% wish to deploy it within their company. In their view, this organization is primarily a response to social demand (81%).
HR and Managers
HR staff, for their part, have learned to forge genuine links with employees. In conjunction with managers, this has meant paying attention to employee well-being. According to APEC, 48% of managers of teleworkers have given their teams more autonomy. A new style of management is emerging, with greater trust. As a result, managers may need training and support. You can find the full press release here. In additionccording to an American study on QWLstudy,autonomy is an essential component of well-being at work.
On average, an executive is interrupted every 12 minutes while working. And yet, according to a study by Gloria Markstudy, an employee will take around 23 minutes to concentrate on his or her work after being interrupted. In fact, telecommuting enables and encourages concentration on more demanding tasks.
Despite the challenge: motivated and productive employees, managers have been able to draw on new methods for monitoring their teams. The key words are trust, autonomy and flexibility. Flexibility is a word that sums up all the needs emerging in this future world of work andhybridization.
In conclusion, it seems beneficial for everyone to adopt hybrid working within companies. As with any corporate change, it takes time. That's why it's important toestablish short-, medium- and long-term objectives with a precise HR policy. Here's a testimonial from Crédit Agricole Normandie Seine.
You won't be disappointed if you haven't already adopted it!
More productivity, more confidence, a better officeatmosphere, savings on your real estate, greater attraction and recruitment of talent, what more could you ask for? To complete this article, I invite you to read one of our complementary blog topics[/vc_column_text][/vc_column][/vc_row].
