[Avis d’expert] Why “return to normal” is not an option in France

The past year has profoundly changed the way we work. Starting from the workplace, today’s world is different from yesterday, and the rules have been completely changed.

However, as of this writing, I still know that some companies are trying to restore things to their previous state. This is a big mistake. Because those who cannot keep up with the times and do not know how to learn from this pandemic risk being left behind.

The situation in France

The shift to flexible working methods is one of the biggest changes in the world in the past 18 months.

This change is particularly noticeable in France, where working methods have always been quite traditional. Our large, multi-generational company culture and “best enemy of good” attitude have often stifled innovation in the past.

We also face the outdated ways of seeing things by some leaders. Although no one opposes the concept of productivity, it is usually related to the greatest control over all aspects of employees and their daily work. This is not so much a help as it is an obstacle.

The pandemic has changed the way of working. Managers have to allow themselves to accept the flexibility and digitization of the process, which is usually more driven by constraints than a genuine desire for change, which may make them blind to the advantages of these new working methods. This explains why too many people are eager to reverse the changes of the past year and return to traditional work, employee and customer management methods.

Revised expectations

Going back will hurt the employee’s experience. In any case, the seeds have been sown and started to germinate. Whether we are employees, customers or just citizens of the public sector, we are now accustomed to this new way of working and its advantages.

The pandemic has not only changed the way we operate, it has also changed our expectations of what might happen. Employees now want to be able to work from home and enjoy a better work-life balance without having to go to the office every day.

This change in perception is particularly prominent among the younger generation and reinforces the trend that was initially driven by population pressure: an aging population leads to a shortage of talents, but values, missions and flexibility are equally important to young people. Whether it is salary or title, there is no doubt that it must be changed.

Therefore, I call on French companies and public authorities to understand today’s reality. The rules of the game have changed. Going back is not only an uncertain bet, it also risks creating a bad experience for customers, employees, and citizens.

Reap the rewards of change

So what should enterprises and public utility companies do? It’s simple: instead of rejecting change, embrace it and accelerate it. In the past year, we have experienced the largest flexible work test phase imaginable. If we are forced to initiate this process due to circumstances, we must continue it because we are fully aware of its advantages.

In general, it’s about trusting your employees to do the best thing for them. Although this may seem complicated, it is an investment that pays off: happier people are more efficient.

Specifically, mixed working methods are essential for future work. Not all employees want to work in the office. But not everyone wants to work from home all the time. The solution is to create a mixed and flexible work solution that directly responds to the wishes and needs of employees.

This does not mean that there is no need for an office. On the contrary, working in an office has many benefits, especially for collaborative work. Employees benefit from the social dimension of the office. The discussion surrounding coffee machines is almost impossible to reproduce at home.

However, the office is not necessarily regarded as a full-time job, but more as a tool for employees in the future.

However, in addition to tools and processes, more consideration must be given to long-term transformation. As mixed work becomes the norm, the company’s values ​​and social influence will make the company stand out when it comes to recruiting the best talent. It is by no means an isolated process. All of us must continue to invest and transform ourselves to meet the needs of the evolving company, employees, and customers.

Get inspiration from the journey

I know that the transition from A to Z is difficult. At ServiceNow, we guide our own internal thinking about what our own hybrid work organization should look like-which teams should be placed where, what tools they need to work most effectively, and how we can transform. At best, our values ​​are the future in action.

Even if we don’t get all the answers right away, it is clear that this is a reflection that must be carried out.

Get inspiration from your achievements in the past year. We have all seen that the benefits of these changes outweigh the costs. Rather than looking back on the past, it is better to continue along this path and continue to reap all the benefits of business transformation.

Yannis Daubin, Managing Director of ServiceNow France

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