The Covid context is not the only cause of the ambient gloom. The remote work installed for many months already also feeds the disengagement of employees. This is the result of a study carried out by IFOP for the business transformation consulting firm Julhiet Sterwen and published this Friday 12 February. The polling institute questioned more than 1,000 employees, a third of whom were managers, from October 27 to November 9, 2020.
More than one in two managers (57%) think that employees are withdrawing from the collective. Remote work is singled out as the cause of this disengagement. Thus, 55% of employees believe that it affects the feeling of belonging to the company and that this level of disengagement is increasing. “We have in fact the population of ‘dropouts’, whose pre-existing disengagement has naturally been reinforced and accelerated in the face of the obstacles encountered (coordination difficulties, lack of collective life, effect of isolation, increased risk of stress, feeling of neglect. …). On the other hand, the “over-committed” of a time, who can, over time, suffer from a form of exhaustion, but also from frustrations in the face of the lack of recognition of the effort made “, comments the FIFG.
On the other hand, 19% of respondents believe that the links between the teams have strengthened. That’s 8 points more than two years ago. But from the point of view of employees, companies have mainly relied on the personal qualities of employees to face the crisis: 44% on their ability to adapt, 37% on their commitment and 31% on their autonomy. Managers have discovered that they can trust their teams and teleworkers have appreciated their autonomy, so much so that they are detached from the company. Thus, 53% of managers believe they have less impact and influence on their employees.
For the pursuit of teleworking
“The teleworking agreements currently being (re) negotiated within organizations therefore raise a number of questions beyond the sole conditions of daily exercise, such as maintaining collaborative performance whatever the work situation” , analyzes the FIFG. The second lesson of this study is the new perspective on the work environment. If the open space has not always had good press in the eyes of employees, in particular because of the noise or the lack of confidentiality, the Covid has not made it more popular, this time in the name of health security. Employees are now only 7% to consider their work in open space.
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