August 4, 2021

Quality of life and hybrid work: the cocktail of summer

Office notebook. The work of tomorrow is at the heart of the debates of the Week for the quality of life at work which opened on Monday 14 June. Confined until 2020 within establishments, the quality of life at work has taken on a new dimension since the health crisis. What has become of a hybrid organization, with incomplete teams that vary from week to week, feelings of inequity of some employees with regard to teleworking, shattered communication times and employees who have become sometimes invisible, even silent?

“The Covid period opened the field to a hybrid work environment that no one has really tested. We already know that it is not a matter of a simple relocation of the organization, nor of a binary partition between individual work at home and collective work on site, and that the entire collaboration is to be reviewed. The quality of life at work depends on the capacity of organizations to measure and adjust it ”, explains Amandine Brugière, responsible for technical and scientific development at the National Agency for Working Conditions (Anact).

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The level of deterioration in work interactions since the Covid was quantified at the end of May by Anact: 35% of employees believe that relations have deteriorated between management and employees, 34% between managers and employees and 27% between employees themselves. For its part, the Association for the employment of executives reveals that more than a third of senior executives (37%), “Perceived as reliable and loyal to the company”, testify to a deterioration in their overall quality of life at work, linked to changes in management and then work organization.

Employees who have moved

The Covid period has reinforced work in silos, left employees autonomous in their organization and produced unprecedented situations that shake up management: 30% of HR managers responding to the June 8 survey by the National Association of HRDs (ANDRH) say they have been confronted with requests from employees who moved during the crisis, and asking for the adaptation of their working conditions. “It should be remembered that the management of individual cases must not take precedence over the collective”, commented ANDRH President Audrey Richard.

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“The quality of life at work will be based on the ability of companies to restore good relations at all levels through greater transparency and supervision, by supporting both individuals and team spirit through regulation and exemplarity ”, analysis Laurent Labbé, founder of the HappyIndexAtWork label.

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