Microsoft assesses labor flexibility in France

Microsoft assesses labor flexibility in France

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By Philippe Guerrier | the | Workspace

With the support of a France focus extracted from its Microsoft Work Trend Index 2022 global observatory, Jean-Christophe Pitié, COO of Microsoft France, identifies the main trends in hybrid work.

Jean-Christophe Pitié, COO of Microsoft France, analyzes the Work Trend Index 2022 – © DR
  • Employees more concerned with a balance between professional and personal life;
  • Managers faced with the expectations of their leaders and those of their employees;
  • The need for attractiveness of the workplace when it is necessary to take a position on the cursor of the flexibility of the organization of work;
  • A social capital to be placed in a context of hybrid work.

Microsoft deepen his studies in new work organizations which are emerging with the Covid-19 crisis marked by a greater use of teleworking.

After focusing on the issue of employee loyalty in a previous study released in early 2022, the publisher of productivity solutions such as Microsoft Teams or Office 365 published its international observatory of work trends in March: Microsoft Work Trend Index.

Methodology

• 31,000 people questioned in an Edelman DXI survey in 31 countries (including France),
• Survey period: from January 7 to February 16, 2022,
“Taking into account an analysis of billions of performance indicators from Microsoft 365 and trends observed on LinkedIn”.

Jean-Christophe Pitié, COO of Microsoft Francecomments on key points of the study.

Professional and personal lives: towards a new equation

  • 48% of respondents in France are more likely to prioritize health and wellbeing at work than before the pandemic (vs. 53% globally).
  • 49% of members of Generation Z (those born after 2000 in the digital age) and French millennials (those who were 20 years old in 2000, therefore born in the 80s) would consider a change of employer this year (vs. 52% on average of Generation Z and millennials worldwide).

“Priority is given to health and work-life balance. This aspiration has made strong progress over the past two years. It is more strongly marked with the younger generations, that is to say those under 40 years old. All employees, existing or recruited, feel the need to give meaning to their jobs and to have a quality of life. Through the employer brand, we insist on the flexibility in the organization of work that we grant at Microsoft but we also want to keep the social link with the company and the collective”explains Jean-Christophe Pitié, COO of Microsoft France.

Managers torn between the expectations of managers and those of employees

  • 72% of managers in France would like to make more changes for their team, but lack the means and autonomy in decision-making (vs. 74% of managers globally):
    *48% of managers in France believe that their management teams are not in line with employee expectations (vs. 54% worldwide).
    *52% of French leaders fear that productivity has been affected by the shift to remote or hybrid work (vs. 54% globally)
  • 81% of employees consider themselves as or more productive (vs. 54% globally).

“A gap appears between the perception of managers and that of employees in terms of productivity and the efficiency of the work accomplished. In France, we feel an obvious tension within companies, whatever their size. Within Microsoft world or France, we really haven’t seen any impact on efficiency. This may be due to our modern management method of a technological company. We were already in flexible mode before the Covid-19 pandemic. This only accelerated the trend. As an individual, I worked for 10 years in the United States. I was already working partly from home or on a conference call. »

Attractive workplaces: how to bring employees back?

  • 26% of French leaders have developed a hybrid framework to define when and why to go to the office (vs. 8% of leaders globally).
  • 28% of hybrid workers say their biggest challenge is knowing when to work remotely and when to get to work (vs. 38% globally).

“We feel what is called a great paradox: employees want more flexibility but they also ask for more social ties in the face of the risk of isolation”says Jean-Christophe Pitié.

“Within Microsoft France, we have established a new telework agreement since September 2021 which allows everyone to have three days of telework per week without asking permission from their manager. But we have put some rules at the level of the project teams for the days of presence by way of coordination. Each team has different needs. We try to organize the collective and the individual by publishing good practices with moments of communication and conviviality, moments of creativity, interviews and annual evaluation. At the same time, we are also thinking about the layout of the premises with more rooms for meetings to make “meeting briefs” with face-to-face and remote participants and less open space which is unoccupied due to the organization of hybrid work. . »

Metavers adapted to HR: France rather chilly

  • 39% of employees in France are open to using immersive spaces in metaverse type environments for meetings. A rate that stands at 52% worldwide.

“The French are not always the quickest to adopt new technologies. We observe a gap between the level of global response and that of France. Microsoft is working on metaverse offerings through the brand Mesh which will make it possible to participate in remote meetings and to interact in the form of avatars in virtual spaces. We will invest in it to meet demand. It is a technological evolution but we will have to learn about the uses that work or not. The question of the protection of personal data must also be discussed in a responsible and reasoned manner”, comment Jean-Christophe Pitie.

Appropriation of Microsoft Teams by HRDs: towards a full-fledged LMS?

“Of the 270 million monthly active users of Microsoft Teams worldwide, we see more and more appropriation of the tool by HR managers around the dimensions of communication and collaborative work”comments Jean-Christophe Pitié, COO of Microsoft France.
• “In particular, we see an evolution in the use of the platform around training and the onboarding of new employees. The Viva module provides lessons for better managing your working time, especially that spent with your teams. It is interesting as a tool to break down silos within organizations. Microsoft Teams could become a full-fledged LMS via the Viva Learning module, which integrates company training but also that of its partners. »
“Our engineering teams are currently working with Talentsoft (owned by the Cegid group), an expert in HR applications, to develop new applications to meet the needs of tomorrow and the problems of our customers. »

To view the full Microsoft Work Trend Index study.

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