Entrepreneur Covid: the organization of work has changed, not the company

Covid: the organization of work has changed, not the company

A year ago, many wondered what the company could be, once the page on Covid was turned. Some thought that nothing would be the same again. They were wrong. The leaders maintained the fundamentals of their company, namely the workplace, the human community, while adapting their organization.

This is what emerges from the fifth barometer of managers carried out by the Viavoice institute for L’Exploratoire Sopra Steria Next, “Les Echos” and Radio Classique. To measure what has happened over the past twenty months, 435 French bosses were asked about the changes likely to have been initiated during the crisis.

Cooperation, autonomy and versatility

“Pragmatism has taken precedence. In the end, there aren’t really many people after the crisis ”, analysis Christian Boghos, general manager of the group The New Times, a subsidiary of Viavoice.

The majority of business leaders say they have rethought their organization. They have fostered cooperation between employees, given more autonomy to each individual and increased the versatility of the teams. “This can be a response to the recruitment difficulties which are accelerating”, notes Christian Boghos. They also communicated more and declared themselves concerned by the ethics and the environmental footprint of their activity.

Forgotten “the end of the office”

For half of the bosses, the shock of the Covid was also an opportunity to go digital. A change that is sometimes difficult to implement which has redefined the organization of work, without however changing the relationship to the place.

The Covid has shaken up the organization of work without changing the company

Executives have defied the predictions of those predicting the end of the office. Almost all of them (95%) say they have not reduced the work surface and they do not intend to do so.

The Covid has shaken up the organization of work without changing the company

The study confirms a mixed adoption of teleworking, with a very clear difference in approach depending on the size of the company. Praised by 80% of the leaders of groups with more than 250 employees, remote work is on the other hand only offered by half of SMEs employing 100 to 250 people and by a third of the smallest companies (20 to 100). And it is, in general, a decision on which the bosses do not intend to evolve.

“A point of balance”

While not all professions are suitable for remote work, Emmanuel Craipeau, director of L’Exploratoire, Sopra Steria Next’s think tank, puts forward another explanation: “On many subjects, managers believe they have reached a point balance and do not want to go further in the change ”.

Surprisingly, despite having difficulty filling vacant positions, they do not plan to change their recruitment criteria. According to the survey, which was carried out before the fifth wave of Covid and the appearance of the Omicron variant, their goal is, it is true, to hire permanent workers. At the time, many expected at least a turnover equivalent in 2022 to that of this year.

Finally, the barometer asked business leaders about their expectations of presidential candidates. Unsurprisingly, the economy comes at the top of the themes mentioned, ahead of education and ecology. The bosses hope to hear them on employment and unemployment – to “put people back to work” – on taxation, the country’s reindustrialisation and economic recovery.

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