"We managed to work in three in 40 square meters, so it is sure that we will get there with even more ease in 110 square meters", smiles this consultant in web referencing for large companies.
Malakoff (92), it’s a summer snack in the form of a little farewell party for these Parisians who have just taken the plunge. At the start of the next school year, they will be Marseille, and will live in three times the space. The icing on the cake, this couple keeps - for the moment - their Parisian jobs and salaries.
"We managed to work in three in 40 square meters, so it is sure that we will get there with even more ease in 110 square meters", smiles this SEO consultant for large companies. “In addition, we go from a fairly popular district to one of the best districts of Marseille,” he says. Her 4-year-old daughter is already enrolled in her future school.
The successive confinements were a trigger for this geographic and social migration project. "I've been thinking about this for a long time. I am in a sector where it is quite possible to work from home. The confinement only reassured me on this point,” he explains. “You can do SEO advice from anywhere, as long as you have good connectivity."
“It shouldn't be a problem with my employer. He's in the know, it's going to be okay,” he also reassures himself. In fact, many employers are not aware of any plans to leave, or even actual departures, of their employees. "30% of HRDs are faced with employees who have moved to change town and who put them in front of a fait accompli", mentioned yesterday in Le Parisian Audrey Richard, president of the ANDRH (National Association of Human Resources Directors).
Because many candidates leaving the provinces, the fact of travelling with their job, and salary, makes it easier to take the plunge. It is even very often a mandatory condition.
In 2019, APEC mentioned a difference in remuneration of € 5,000 between Parisian executives and executives working in the provinces.
"I realized that I didn't miss my colleagues at all in fact"
"I had the experience of teleworking with confinement," explains Claudia, who works for an assistance platform. “I realized that I didn't miss my colleagues at all actually. It is more than enough to communicate with them online. "
“Historically, contact with my clients has been done from a distance. It is the very nature of my job. So there, with the confinement, I realized that it was quite possible to do it from home. "
“I also noticed that some coffee machine gossip, about customers for example, damaged the image we had of them,” she also explains. With remote work and digital tools, relationships are more based on the factual; the potential toxicity of an open space disappears. Elsewhere, however, the feeling is very different.
Maintain "a business dynamic"
“Yes, it is certain that teleworking means that we lose reactivity in certain parts of the teamwork. But the gain is such that I find that it is nevertheless a winner, ”she judges. Still, the rules for teleworking will change, and we will have to live with it. “There, we have just mentioned the fact of coming back to work for two days face to face. I will see how I will be able to manage this with my employer. "
In fact, from Wednesday June 9, 100% teleworking will no longer be the norm for employees who could perform all of their tasks remotely. The new health protocol comes into force and employees will have to gradually resume the path of companies. Clearly, a “minimum number of teleworking days per week” must be set by the employer.
The challenge of this new organization and in many organizations we are moving towards two days at home and three at work, is to maintain “a business dynamic” and to limit the departure of employees.
"There will be no going back possible"
“There will be no going back. The organization of tomorrow will inevitably be hybrid, between face-to-face and remote work. Moreover, the details of teleworking agreements are now scrutinized by candidates during interviews,” says Audrey Richard in Le Parisian.
But, to do this, it is a large part of the internal organization that must be reviewed organization of teams, redefinition of professions, and above all adaptation of the roles of managers and intermediate supervisors.
"I wonder why I would come back to the office", testifies this webmaster, friend of the couple on the departure for the Phocaean city. “With public transport, I am not at work until 9.45 am. At home, I start working every day at 9:05 a.m."
Many HRDs, for their part, recognize this. The productivity of home workers is no longer a topic.
In a large group, on-site timesheets were reactivated this week, but only to ensure that the gauges are being met.