Published on February 16, 2017 – Updated on April 05, 2018
Teleworking seen by companies / iStock.com – Xavierarnau
Most often considered from the point of view of the employee, who gains in freedom and autonomy, teleworking also has advantages for companies. The trend is in vogue, but however, companies are, according to INSEE, only 7% to practice it officially. Indeed, the organization required by this new form of work is still little known and little mastered.
A gain in productivity
Telecommuting seems to benefit companies. Those who have taken the plunge are satisfied, mainly because of the following advantages:
Saving space, time and transport costs: having employees work from home allows them to hire without having to increase the capacity of their premises. This also eliminates transport times and the costs associated with them.
The increase in employee well-being: the elimination of journeys and the freedom to manage one’s time brings a gain in well-being to employees, who are less stressed and less tired.
Reducing absenteeism and retention: teleworking considerably reduces the rate of employee absenteeism. It also lowers turnover, as employees stay longer in the job.
Customer satisfaction: customer feedback is satisfactory in the face of less stressed, more responsive and available employees.
Flexibility: employees are able to work and access information at any time and even in the event of a strike, epidemic or any other unforeseen event.
The strength of involvement: employees are more motivated and involved in the company, which promotes exchanges and professional ties.
However, teleworking obliges companies to comply with a certain number of procedures and must be the subject of a prior agreement between the worker, the employer and the staff representative.
Legally framed by the French Interprofessional Agreement of July 19, 2005, the terms of telework must, in fact, be included in an addendum to the employment contract.
Moreover, this solution is not suitable for everyone, so it is preferable for the employer to limit his experience on a voluntary basis.
Entrepreneurs also need to know:
That they are obliged to provide their employees with the necessary tools to be able to work: equipment, connection, data protection, etc.
That the control of working time is still difficult to put in place despite the existing tools.
That employees risk feeling isolated and that contact between employees remains limited, which can result in a lack of cohesion. It is up to them to set up an organization that overcomes its drawbacks.