What is teleworking?
any form of work organization in which a task or mission which could also have been carried out on the employer’s premises is carried out by an employee outside these premises on a voluntary basis using information and communication technologies.
Teleworking in France in 2019
According to the Minister of Labor, the telecommuting within French companies has experienced in 2018 an increase of 25% . More than significant increase when we know that in 2017, only 16% of workers in France practiced telework.
This practice, which has been on the rise for two decades among our Anglo-Saxon and American neighbors, was notably facilitated by the publication of the Pénicaud prescriptions reforming the Labor Code in 2018 and simplifying access to teleworking for companies and employees.
From these reforms emerged a “right” to telework .
Benefits of teleworking for the company and the employee
While some managers fear a loss of authority or the risk of unequal treatment between employees; the communication between manager and employee , a factor essential to the success of this practice, is in this case greatly increased, thus strengthening the relationship of trust between the two parties.
Employees feeling more empowered and enjoying the full confidence of their superiors will do their best to maintain this advantage.
Motivation and enthusiasm on the part of the employees, reduced turnover, certain advantages and benefits linked to the development of teleworking are undoubtedly felt!
As for the numbers, we will talk about a productivity increase of 5 to 30% as well as a 20% drop in absenteeism . But these figures obviously vary depending on the sector of activity and the company in question.
In terms of telework goals on a larger scale, they are multiple: fluidification of transport, reduction of greenhouse gas emissions, attractiveness, competitiveness, improvement of the quality of life at work for employees and public officials, support for innovation, etc.
Good teleworking practices
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Teleworking is above all a practice based on a relationship of trust between an employer and an employee. The two parties must therefore be able to communicate in a fluid and almost instantaneous manner.
The teleworker will have to remain reachable and reactive to the requests of his teams, by phone or via an instant messaging tool in order to facilitate the progress of the tasks and missions in progress.
In an emergency, the employee must be able to move around the premises of the company.
Set limits for teleworking
The teleworking employees carry out their missions mainly from their home and more rarely in a teleworking space, a coworking space or a third place.
In order to ensure that teleworking takes place in the best possible conditions, it is essential for the employee to organize a workspace dedicated to carrying out their tasks . Remote work should in no way be an excuse for not completing the expected work.
Work space, internet connection, telephone network, various supplies and surrounding calm; this may seem obvious but it is important that certain conditions are met so that the work can be done as easily at home as in the office.
The employee must also define limits so that the work does not encroach on his private life.
For example, the definition of schedules specific to home work constitutes a key point in the mind of both the employee and the manager. This is to prevent any abuse.
Management by objective
What counts above all here are the results. The main thing is that the employee achieves the objectives set , no matter how it is organized.
According to some studies, employees are on average 15% more efficient when they telecommute . They would be driven by the desire to achieve their goals in order to then be able to enjoy their time. Thus put in place, it is a win-win relationship.
Preserving team spirit
A risk linked to the growing development of teleworking is the feeling of loneliness among employees. So that the teleworker does not feel abandoned to himself, regular exchanges between teams are very important. Messages of support, encouragement or a simple greeting, it is essential to maintain contact with employees, both present and outside the premises.
The employer can also define days “without telework” . These allow you to maintain a team spirit, organize face-to-face meetings or internal company events.
Companies, how to set up teleworking?
Teleworking generally applies to 1 to 2 working days per week, consecutive or not . The rest of the week, the employee goes to the company’s premises to do his work.
Today, it is no longer necessary to modify an employee’s employment contract to allow the latter to telework. To implement this practice, three possibilities are available to you:
A simple agreement (oral or written) with the employee in question
A collective agreement
A charter drawn up by the employer, after consulting the social and economic committee
In cases 2 and 3, it will be important to specify the following points:
- the terms of acceptance by the employee of the conditions for implementing teleworking
- the methods of controlling working time or regulating the workload
- the terms of access for disabled workers to a teleworking organization
If at the request of an employee, the employer refuses the establishment of an agreement relating to teleworking, the latter must justify his refusal.
Conversely, the employee may refuse the offer of telecommuting submitted by the employer without fear of termination of the employment contract.
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