Changing a habit rooted in your daily life is far from an easy task. Now imagine, with the use of teleworking, changing not only your organization but also your work habits.

Disaster, right?

Before the pandemic, few companies were used to teleworking, and could even prohibit it within their teams. The Covid crisis has shown us that companies need to digitize significantly. Moreover, they must adapt to new work environments and methods.

Forget old uses

Beyond the difficulties of working from home or using new tools, we also need to change our habits.

Software such as  » Microsoft Teams » or « Zoom » have experienced a boom in recent years, by their ease of use and implementation. Nevertheless, it is necessary to offer training on the use of these new tools, otherwise employees will not use them. They will more easily develop resistance and difficulties in their professional environment.

These insecurities can have an impact on the health of the employee and on the work of the latter.  It is emotional fatigue that can eventually develop into a form of professional wear and tear. According to Alexia Cambon – Human Resources Director at Gartner:

« When employees experience high levels of fatigue, their performance decreases by up to 33 percent, the sense of inclusion decreases by up to 44 percent, and employees are up to 54 percent less likely to stay with their employer. »

This analysis confirms the importance of support during your digital transformation.

This new organization of the professional world is nevertheless experienced in a very different way depending on the employee. Some will prefer to move to 100% remote, while others will want to return totally face-to-face. Your employees may also want to do a mix of the two, called hybrid work.

Rethinking work

Companies have responded to this crisis by trying to remotely recreate what they knew and did in person. However, it is essential to get rid of our daily routine to adopt new practices.

Nevertheless, it is possible to create a serene and efficient hybrid work environment by focusing on:

  • The flexibility of the company and its ability to meet the demands of its employees, especially in terms of work arrangements. Letting employees choose their remote working days or their schedules in some cases can be proof of flexibility.
  • Collaboration, whether on-site or remote, is stimulating and can highlight innovation. It is therefore important to facilitate interactions and collaborative spaces so that everyone can take part in innovation.
  • Empathy and trust are two essential notions. Remotely, executives, managers and supervisors have less visibility into the working habits and conditions of their employees. However, we know that if employees feel monitored, they will tend to work less serenely and lose confidence in their work.

Hybrid work is sometimes difficult to implement in companies and may be experienced in a restrictive way by some employees. To encourage your teams to adopt this new way of working, it is important to train them on best practices.

To help you, we have a « Teleworking in hybrid work organizations » certification to enhance your knowledge on the subject. Take the certification to promote your skills!

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