Passionate about the relationship between employees and their companies, Stéphaine Bernat has always worked in marketing and communication roles in retail environments at an international level before becoming interested in the world of SaaS. It is now on the issues of adopting digital communication on screen at Cenareo that she is exploring another aspect of the dialogue between a brand and its audience, whether internal or external.
The subject has been questioning managers and management of companies since the start of the Covid-19 crisis: how to unite employees in the company? Today, in a context of virtual return to normal, the question remains the same. But faced with the detachment and remoteness of some employees, the urgency to respond to them is all the more felt.
Returning to the office was not a great success. According to a Harris interactive survey (June 2021), only 57% of French employees were positively considering the return to the classroom. An even more lukewarm feeling (53%) for those who teleworked 100% from March 2020 to June 2021.
These answers are not so surprising since the practice of teleworking, imposed since the first lockdown, has made it possible to realize certain opportunities such as more freedom, autonomy and sometimes even more responsibility.
In recent months, teleworking has jumped in Europe with more than 44% of employees concerned Moreover, 78% want to be able to continue to telework after the health crisis, at least occasionally. As a result, numerous “smart office” projects,”Flex desk“are being created with the aim of optimizing the space allocated to face-to-face work while creating a human-centered workspace, thus allowing new hybrid collaborative modes.
New relationship to work
While the transformation of the world of work began several years ago, well before the Covid crisis, the pandemic has undoubtedly played an accelerating role, particularly in the digital transformation necessary for businesses to get through the crisis.
Employees need to learn to work again, with new tools that change their habits. The challenge for all employees is also to find a rhythm, balance and new bearings between working in the office and remotely.
But it seems that it is no longer just a question of simple rehabilitation. The phenomenon of the “Great Resignation”, which started across the Atlantic, seems to be spreading all over the world. 55% of Americans active in August 2021 intend to look for a new job in the next 12 months, according to the financial services company Bankrate.
Tracks and keys
The number 1 challenge for the company today is to reduce employee disengagement or even staff turnover, a pet peeve for the whole company! Disengagement is expensive, very expensive and not only in euros. It generates stress, uncertainty, and frustration for all the other employees who remain committed.
The urgent challenge for business leaders is to put people back at the center of their managerial strategy without relying on the physical presence of (all) their employees, at the same time.
Some potential levers to be activated?
- Maintain relationships and trust;
- Align teams around common goals, unite employees around a goal that makes sense;
- Mobilize and develop mutual assistance between employees to solve problems, share expertise and knowledge but also common interests;
- Make everyone's work and success visible;
- Manage the performance of the activity more than that of the collaborator at the individual level
The keys?
- Fully unified communication between all employees (face-to-face, mobile, teleworking) so that everyone can easily access the information they need and does not feel isolated;
- Engaging communication based on authenticity and personalization: the vision of the company of course but also the highlights of the employees, the key figures (parity, inclusion, commitment...), the actors of collaborative projects...;
- Intuitive digital tools that are accessible to everyone to guarantee digital inclusion and simplified business management in hybrid mode.
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