At BFM Business, Benoît Serre, vice president of the national association of HRDs, says he sees this “worrying” trend emerging for companies.
For many employees, the return to classes was done under the sign of concern about the geopolitical situation and its consequences on the economy and inflation. However, very lucid about the transformation of the labor market and the reversal of the balance of power with management, employees, particularly executives, do not lose sight of their demands for change.
The generalization of a dose of teleworking is already an achievement in many organizations. “Nearly 30% of jobs in France are ‘telecommuting’ and of these, a large part is already in the teleworking mode chosen by companies, the vast majority two days a week”, explains Benoît at BFM Business. Serre, Vice President of the National Association of HRDs (ANDRH).
From now on, new aspirations are emerging, which continue and are always part of the desire to better reconcile professional and personal life. “On the other hand, there is a fairly strong demand for an improvement in the freedom of organization in my work”, continues the manager.
A model that fades
“It’s quite disturbing. The model we’ve known for a hundred years, 9am to 6pm, is disappearing for a whole range of trades.”
It no longer has any reason to exist. Employees say: during lockdowns, we work differently to be able to work differently”, underlines Benoît Serre. And to warn: “we have a bit of that pressure there and a form of impatience from the employees to say: we live, why not transform your organization? We are prepared for it.”
This aspiration is also reflected in the latest Cadremploi barometer produced by Ifop. 52% of executives surveyed would like to see work schedules adapted.
“Work no longer benefits from a central place around which we organize our daily lives and projects. We are currently in the opposite logic: work, and a fortiori the employer, must adapt! For example, it seems that telecommuting is now a fact for executives, it is no longer an advantage to join or remain in a company, what they now seek is the freedom to choose their workplace and manage their time as they wish, it remains to be seen how companies will be able to face these new requirements”, comments Carole Ferté, Director of Studies at Cadremploi.
The CDI is no longer the Grail
Another illustration of the inversion of this balance of power, the employee and the CDI are no longer considered the Holy Grail. In any case, for certain professions that are highly stressed.
“We see this trend appear in rare professions where people have understood that the company needs them, it is true in technology professions. And they say to themselves: I prefer to sell my services (through a commercial contract, Editor’s Note) and maintain my freedom and not be subject to the conditions of the CDI, it is not majority but we feel that it is a movement that is being created on technological trades, which are rare and can be done remotely”, explains Benoît Serre.