Well-being at work: a new approach with teleworking
The new consideration for well-being at work testifies to a profound paradigm shift in the relationship with the company. With lockdowns and forced teleworking, many companies feel that they are no longer at the heart of employees’ concerns. From now on, employees are taking a step back from the place of work in their daily lives. As a result, it refocuses on their well-being, work/personal life balance, leisure, sport, family… In this context, Human Resources have already played a central role over the past year. In particular, to make managers aware of the importance of listening to teams. Thus, the well-being of employees now finds a place in company strategies.
HRDs, vectors of well-being at work
The Human Resources directorates play a key mediation role between management and staff. This function, regularly underestimated in the day-to-day management of companies, was able to recover all its importance during the health crisis. Thus, HR has strongly contributed to rethinking the place of the company; as well as to propose QVT solutions and actions in favour of social cohesion.
This year has been a time of reflection for employees and employers. The company was perceived by employees as less at the center of their lives, which prompted them to relativize and (re)focus on what really matters for their personal well-being on a daily basis.
Virgile Raveneau, HR Director of Green Panda Games, 45 employees in Paris and 120 worldwide
Other companies have also taken the time to consult their employees to find out how they feel about the situation. This is particularly the case of Apside, a digital and IT consulting company. In this company, 70% of the 3000 employees had to telework in one month,in March 2020. Of the rest, 20% were left without activity. To best respond to this unprecedented situation, Apside carried out a study of well-being at work with its employees, revealing a period lived very hard. Fear of illness and refusal to go to work, phase of denial with inability to telework, feelings of isolation…
Employee experience: the crisis reveals disparities
Apside’s findings are in line with the conclusions of the major study conducted by Frédéric Balletti,Director KPAM-HR Employee Experience in the summer of 2020. Thus, he explained the different stages and different ways of experiencing telework according to the maturity of companies on the subject. In those already accustomed to practice, employees were more often equipped with ergonomic workspaces, reliable digital solutions, habits of remote communication with the hierarchy. All allowing a relatively smooth transition.
On the other hand, companies that have had to adopt teleworking in an emergency have regularly seen their relations with employees deteriorate. Loss of contact with managers, lack of confidence in home employees, inability to disconnect due to the intrusion of work into the house, childcare…
A feeling of disappearing from the collective struck many employees, since they felt isolated from their colleagues but also from their managers.
Nicolas Lechein, HR Director of Apside
However, Apside shares his experience. By taking an interest in the well-being of employees, the company has been able to establish healthy relationships, including teleworking. Thus, employees have gained autonomy; they were able to reorganize their working days to adapt to the constraints of everyday life; continued to demonstrate professionalism despite the home office.
Well-being at work: the actions of companies to fight against the isolation and demotivation of employees
To deal with the consequences of this unprecedented context, most companies have implemented QVT solutions. Objective: to maintain team spirit and fight against isolation. Organization of remote meetings, digital HR cafés, aperitifs teams, unifying challenge, or virtual escape games… Actions that have made it possible to maintain a certain social link, to create listening spaces, to live the company life and to perpetuate the corporate culture despite the distance.
Other companies have also taken the initiative to offer additional services to employees, outside the strict framework of company life. For example, by using Upfeel, a platform for connecting employees with psychologists and certified coaches for confidential consultations remotely or face-to-face. Created precisely to fight against isolation and mental suffering, Upfeel has found echo in various companies with the health crisis.
Beyond the operational aspect, we have implemented more flagship initiatives oriented towards Human Resources, such as our partnership with Upfeel.io where our company invests financially in an initiative dedicated to the well-being of employees, to respond to the problem of confinement and the health crisis. […] For us Upfeel.io it is a way for our employees to respond to their personal and professional problems. It is a safety net, employees can use it one day if they feel the need.
The health crisis, a business accelerator for QVT companies
The Quality of Life at Work has been the central subject of companies for a little less than a decade. However, if various studies are carried out every year, and even if Google proudly revealed its ultra-modern rest rooms, it is clear that few companies have really integrated the value of well-being at work. Thus, the health crisis has made it possible to shake consciences and accelerate the transition.
Employees want us to take an interest in them, health at work will be the challenge of tomorrow’s companies. How can the company articulate initiatives to contribute to the well-being of its employees? […] The manager has a central role in this evolution in the relationship to work: how to create these co-development spaces, active training plans? This is the challenge of tomorrow because our capital is our intellectual heritage.
Having herself been confronted with companies that show no consideration for their employees, Cindy Dauvin decided to create XXL Happyness,a Bordeaux company specialized in the support and implementation of QVT actions. With the health crisis and teleworking, it anticipates an increase in requests, especially for companies seeking to bring their employees back to the sites.
Thus, on the occasion of the Week of Quality of Life at Work,XXL Happyness organizes the XXL Days on June 17 and 18. The opportunity for professionals to discover QVT solutions for free. On the program: nutrition workshops, sports, discoveries…
“HRD opinion on the post-covid business world: towards a paradigm shift?”, Upfeel.io, press release of 25 May 2021
“XXL DAYS” on the occasion of quality of life at work week, XXL Happyness, June 2021
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