Lessons and Issues in Returning to Work

As part of the webinar held on July 1st, Yael Dahan, Head of Customer Success, and Flavien Kuss Vargas, Right Hand CEO at HeyTeam, presented the results of the HeyTeam study conducted in collaboration with the Junior Entreprise of HEC entitled "Barometer of the Collaborative Experience: Lessons and Challenges of the Return to Work".

The health crisis, confinement and return to work have all had consequences on employee commitment. Let's discover through this article what its consequences have been and how this situation has completely changed the world of work.

What you will learn :

  • The consequences of COVID-19 on the organization of companies 🏦.
  • How to change the productivity of employees in telework 💻.
  • The main problems that this generates and how to respond to them 🤔.

The shock generated by COVID-19 on the organization of companies.

The health crisis we have experienced has forced companies to adopt new organizations in a very short period of time. Companies have had to develop new working methods such as teleworking, but also a new ability to communicate because of the distance separating employees. All these changes had to take place in a very uncertain context, due to rumors and political indecision.

Heyteam wanted to gain an in-depth understanding of how employees and managers felt during this period, but also afterwards. The results 📊 presented in this article come from a total sample of 701 people, of which 80% managers and HR and 20% employees, from all sectors.

Notebook work with statistics on sofa business

Notebook work with statistics on sofa business

The first major consequence of the health crisis is the massive democratization of telework, although this movement was already underway before the health crisis. Indeed, in response to the transport strike, 28% of French people and 60% of managers were already teleworking in 2019*. The situation in 2020 has accentuated this and up to 40% of French employees have adopted teleworking. However, it is worth noting that a large number of employees and managers have decided to remain teleworking even after the end of confinement, underlining a paradigm shift. Today, 90% of employees want to telework more 💻 after the crisis, and 85% of managers will offer more telework to their employees.

This paradigm shift has pushed companies to drastically and rapidly change the way they operate. For example, a major French bank had to reduce the number of teleworkers from hundreds to 15,000 in just a few days! This required massive changes in terms of hardware, security, organization and business management. This transformation, which would have taken 5 years under normal circumstances, has here taken just a few days.

*étude de Malakoff Humanis de 2019

Telework: What impact on employee productivity 👨🏻💼?


Contrary to popular belief, teleworking does not reduce productivity, quite the contrary. 84% of employees say they are more or as productive when they work from home. So, we have the right to ask ourselves why telework does not reduce productivity compared to face-to-face work. To this question, managers and employees agree that meetings are optimized thanks to virtual meetings, that teleworking encourages them to be more autonomous and that it allows them to communicate better with the team.

Home School, quarantine :(

Home School, quarantine :(

Nevertheless, to achieve such results, companies did not just sit back and wait. They have taken steps to facilitate working at a distance. For example, 45% of them offer internal or external training and coaching online. On top of that, 29% of companies organize informal exchange times through cafés, virtual meals or even remote starters.

However, all is not so rosy. Teleworking unfortunately comes with its share of problems that we will study.

The main problems of this new work experience.

The new work experience, i.e. telework mixed with the health crisis, was, at first sight, well lived. But, in the end, in our Barometer, we were able to identify some fairly significant problems.

Before going into detail, it is important to stress one important figure. ⅓ of employees consider the support measures taken by companies to be insufficient or unsuitable. Some feel that there is "not enough exchange in the management community 👩🏾💼 and that it should be the HR department that sets up initiatives". Others feel that contact or communication with the company about the situation is not regular and formal.

As a result, the mindset of employees and managers is mixed. In fact, 54% report having a negative frame of mind, i.e., overwhelmed, anxious, helpless or lost, while 46% have a positive frame of mind, i.e., happy or confident. So there is a real problem, since this forces HR to identify which employees feel good and which feel less good, and therefore to do so on a case-by-case basis.

The second problem highlighted by our barometer is that there is a strong gap in perception and experience between managers and employees. Indeed, 2/3 of the employees answered that they do not regularly tell their manager how they feel, while 95% of the managers said they regularly check up on their employees.

But what are the reasons for this discrepancy? For employees, unlike managers, social ties have been harder to maintain. Indeed, managers have more contact with their teams. However, this is less the case for employees, which explains why they feel more anxious than managers. Another reason is the more limited access to the information 💡 for employees compared to managers, which increases their uncertainty about the future of their work and the company.

Finally, a third interesting problem is the fact that the transition from the office to the home brings its share of constraints, including a loss of meaning and personal motivation, weariness and fatigue from being on the screen, degraded communication between colleagues, as well as the encroachment of professional life on personal life.


Meeting the expectations of employees and managers with HeyTeam 😄

Understanding your teams is fundamental in order to be able to adapt the measures taken by your company. It is therefore important to collect and analyze feedback from employees and managers to support them. Heyteam helps you to collect and analyze feedback through personalized and targeted questionnaires that can be sent out automatically. The responses can then be analyzed and exported to Excel, making the work of managers and HR much easier.

In addition to 💬 feedback, communication is a key element in meeting the expectations of employees and managers. Indeed, employees and managers feel a strong need for access to information, especially regarding new protocols and security measures.

HeyTeam, offers the possibility to send messages in several formats (text, video, GIF...) to your employees or certain teams via a conversational interface 🗫. Thus, they can keep your teams regularly informed about the evolution of the situation and analyze the message opening rate.

Concerning social interactions, the study carried out has shown us that employees and managers lack social ties, which is one of the main vectors of commitment within a company.

By using HeyTeam, the company can recreate a real human dynamic through the organization of random coffee or random lunches, but also corporate events or meetings based on interests.

In terms of coaching, our barometer revealed that expectations were very high, especially for managers. Today, HeyTeam offers its clients the opportunity to coach their managers on topics such as telemanagement and remote employee engagement with challenges and nudges. This helps to motivate remote employees and to enable the integration of new employees while optimally managing teleworking and personal time.

Gaining a deep understanding the problems that customers face is how you build products that provide value and grow. It all starts with a conversation. You have to let go of your assumptions so you can listen with an open mind and understand what’s actually important to them. That way you can build something that makes their life better. Something they actually want to buy.

HeyTeam, offers the possibility to send messages in several formats (text, video, GIF...) to your employees or certain teams via a conversational interface 🗫. Thus, they can keep your teams regularly informed about the evolution of the situation and analyze the message opening rate.

Concerning social interactions, the study carried out has shown us that employees and managers lack social ties, which is one of the main vectors of commitment within a company.

By using HeyTeam, the company can recreate a real human dynamic through the organization of random coffee or random lunches, but also corporate events or meetings based on interests.

In terms of coaching, our barometer revealed that expectations were very high, especially for managers. Today, HeyTeam offers its clients the opportunity to coach their managers on topics such as telemanagement and remote employee engagement with challenges and nudges. This helps to motivate remote employees and to enable the integration of new employees while optimally managing teleworking and personal time.

To remember :

  1. Companies have had to drastically and quickly change their way of working.
  2. Teleworking does not reduce productivity, on the contrary.
  3. But it generates certain problems such as a lack of communication and many constraints.
  4. HeyTeam allows to improve the

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