Blue Mobile and Yellow Mobile- 2 Opposing Visions of Teleworking Tutorial

Explore the stark contrast between Blue Mobile and Yellow Mobile in the evolving teleworking landscape. With Blue Mobile pulling back workers to the office, citing creativity concerns, Yellow Mobile embraces full teleworking, enhancing engagement and innovation. Discover the key factors behind their divergent strategies and learn how Yellow Mobile's robust tech, flexible culture, and supportive management lead to remote success. Don't miss this in-depth investigation into agility and change in the workplace!

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the latest news on teleworking.

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As of the back to school season of 2024,

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2 giants of the mobile telephony industry,

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Blue Mobile and Yellow Mobile,

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are adopting diametrically opposed strategies.

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While Blue Mobile has recalled its troops to the office,

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citing a decline in creativity and performance,

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Yellow Mobile has opted for complete teleworking for those who desire it,

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noting an improvement in engagement and innovation.

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Why such a difference?

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Our teams investigated on the ground of these two competing

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companies in the same market to understand this gap.

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Why hasn't Yellow Mobile experienced the difficulties of Blue Mobile?

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How is it that Blue Mobile has reversed its decisions in

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favor of teleworking to force a return to the office?

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We investigated,

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met with leaders,

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and interviewed numerous collaborators.

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We conducted an audit with a consulting firm to

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better understand the operation of these two companies.

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Here are the 6 notable differences that seem to

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explain the success of teleworking at Yellow Mobile.

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Equipment and technology.

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Yellow Mobile invested more broadly in robust technological infrastructures

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and the most efficient collaborative applications.

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A technical team supports any requests from collaborators on this subject.

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Work,

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Comfort.

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Yellow Mobile ensured that its employees had an adequate work

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environment at home or easy access to a co-working space.

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Company culture.

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A culture embracing autonomy,

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flexibility,

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and remote work was established at Yellow Mobile

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with an emphasis on training related to teleworking

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offered to all employees.

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Manager training

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at Yellow Mobile,

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managers are trained in remote management and supported by a dedicated team.

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They are not alone.

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Passion for work.

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Employees of Yellow Mobile,

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passionate about their work,

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maintain their motivation even remotely.

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Motivation and enjoyment at work have always been a

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priority for Yellow Mobile long before the COVID crisis.

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Maturity and co-responsibility,

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autonomy and initiative have always been encouraged as well as work-life balance.

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The command and control management style had long been abandoned by Yellow Mobile.

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Trust-based management was already in place,

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ready to face the distance.

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Considering these points,

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we understand that Blue Mobile did not

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have the maturity to maintain its performance

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when its employees could take 2 to 3 days of teleworking per week.

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We wish good luck to Yellow Mobile in the choice it offers to up to 100% teleworking.

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See you in a year for the next field survey.

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