THE NEW WAY OF WORKING

The new ways of working

Definition of "news way of working"

The differents types of "New Work"

Priorities and Expectations of employees

index

Focus on 4 day a week

The benefits of "New Work"

introduction

THE NEW WAYS OF WORKING

For the last few 100 years, working practices have remained relatively unchanged, although everything else in the world has progressed rapidly. However, even with these technological advances, organizations are still very hierarchical, with clear lines of authority and communication. Most employees still have a job with a fixed location and set hours, there's limited room for creativity and innovation, and productivity levels are often low. Nowadays, the new generation of workers is questioning the traditional boundaries between work and home life. They want more flexibility, freedom, and control over their lives and are no longer willing to sacrifice their personal time for their professional lives. This is where the New Way of Working (NWOW) comes in, and companies that continue to operate as if nothing has happened will be left behind and lose the war for talent.

NEW WORK : DEFINITION

Agility : Enabling employees to be more adaptable and responsive to change. This could involve working in short bursts, on multiple projects simultaneously, or being open to change and new ideas.

Flexibity Allowing employees to work from anywhere, anytime, and on any device. This could mean working from home, in a coffee shop, or even on the go.

Collaboration : Encouraging employees to collaborate, share ideas, and solve problems. This could involve using collaborative technologies such as instant messaging, video conferencing, and social media, and revamping workspace design to promote interaction and collaboration.

Human-Centered : Focusing on employee well-being and creating a work environment that supports their physical, mental, and emotional health. This includes providing them with the tools and resources they need to be successful.

the differents types of "new work"

3. Telecommuting

4. Teleworking

5. Job sharing

2. Freelancing

1. Flexible work

Flexible work arrangements are work schedules and environments without the regular constraints of a traditional job.

Teleworking is an employment set-up where employees work outside the organization's main office.

Job sharing is a work set-up where two or more people work part-time schedules to complete tasks that a company typically assigns to one full-time employee.

Freelance workers often refer to themselves as self-employed individuals. The typical work arrangement is part time and on a short-term or per contract basis.

Telecommuting is an arrangement in which employees work from home or from another remote facility instead of travelling to work at an office building or another central location.

Priorities and Expectations of employees

57%

want to work less

Employees new priorities

71%

After Pandemic, the aspirations of employees have changed. For 73% of employees, the first thing to note is that the experience of teleworking has been synonymous with satisfaction(1), mainly because of the flexibility of the work (for 80% of them), the autonomy granted (for 44% of them) and a better personal/work life balance (for 42% of them).

to want more freedom in work

50%

62%

to want more autonomy and confidence

want to acquire new digital skills

Priorities and Expectations of employees

69%

expect them to be more agile in organising work

Employees new expectations

75%

68%

rely on their ability to trust their teams

Back at work, employees also expect the company to adapt effectively to these new aspirations. With the arrival of the new generations at work who prioritise well-being, personal development and self-fulfilment, the meaning of work is now a criterion of choice. A phenomenon further accentuated by the health crisis, for all generations of employees

want them to communicate effectively with remote teams

55%

68%

expect them to strengthen and prioritise soft skills

want them to encourage team cohesion

fOCUS ON THE 4 DAYS PER WEEK

4 Days per week : soon, everywhere ?

Recently, Some 61 UK companies and more than 3,300 employees signed up for the programme, run by researchers at Cambridge and Oxford Universities and Boston College, as well as the non-profit advocacy groups 4 Day Week Global, the 4 Day Week UK Campaign and the UK think tank Autonomy. More than 3,300 employees at 70 UK companies have begun working a four day working week with no reduction in pay. The pilot project will run for six months(from June to December 2022) and is based on the 100-80-100 model: 100% pay for 80% of the time in exchange for a commitment to maintain 100% productivity.

- 92% will continue with the 4 days week. - 39% of employees were less stressed - 71% had reduced levels of burnout at the end of the trial.

results of 4 DAYS PER WEEK

·Measures of work-life balance also improved across the trial period. Employees also found it easier to balance their work with both family and social commitments – for 54%, it was easier to balance work with household jobs – and employees were also more satisfied with their household finances, relationships and how their time was being managed. · 60% of employees found an increased ability to combine paid work with care responsibilities, and 62% reported it easier to combine work with social life. · » The number of staff leaving participating companies decreased significantly, dropping by 57% over the trial period.

LESS PSYCHOSOCIAL RISKS

SATISFACTION

PERFORMANCE

THANK FOR YOUR ATTENTION