Telework and working time Tutorial

Discover how telework is reshaping our relationship with time in "telework and working time." Explore the balance between productivity and personal life, essential agreements, and effective time management strategies. This video is a must-watch for those navigating the evolving landscape of remote work! Tags: agility and change, develop.

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we leave the company's premises with its conventional schedules.

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When we work remotely

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through telecommuting or off-site,

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how can we ensure

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that the contractual working hours will be.

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Effective.

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How can we ensure that it will be productive?

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How can we ensure

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that the worker who thought they'd be saving

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time on transport and gaining in lifestyle comfort

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does not encroach on their personal life by working too much?

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Monitoring the working time of the teleworker

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must be mentioned in the collective agreement or the employer's telework charter.

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Otherwise it must be established in an

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agreement between the employee and the employer.

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The agreement or the charter,

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therefore,

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prevails over the individual contract.

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It is only if they are missing that

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teleworking can be the subject of a written agreement

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between the employer and each employee concerned,

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provided it's occasional.

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If you have opted for telecommuting,

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make sure

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that the time frame has been clearly defined in the agreements,

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the working time per day and per week,

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the daily rest time,

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and the weekly rest period.

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You can control the working time with clocking

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software on the computer or via a cloud.

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Remote employees save their working hours there

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or opt for a computerized remote monitoring system.

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This automated monitoring system

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will record your actual working time.

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How,

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depending on your active time working on your computer.

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You can also choose

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to regulate the actual workload by setting goals and

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validating them with activity indicators or objective key results.

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This saves you the clocking or policing

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of your work hours.

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The telecommuting agreement will also include pre-defined time slots

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during which the employer can contact the teleworker.

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Telecommuting is a challenge for the employer.

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They will have to trust their employee who works off site.

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They can empower their employee,

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supervise them from a distance,

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but they cannot and should not police them.

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You need to know that a fussy management monitoring will be seen as

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policing and even as an intrusion of privacy if they work from home.

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According to Benjamin Azan,

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author of With Distance We Remain a Team,

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telecommuting implies a certain freedom of organization.

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Being able to better reconcile professional activity with private

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life is one of the main advantages of teleworking.

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Thus,

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according to the Ipsos study of 2016,

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those adept at teleworking considered that the first

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advantage of teleworking is the flexibility of.

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However,

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even if the collective or individual agreement

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provides for wide flexibility in working hours,

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if the employee is unreachable for half a day,

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the manager must be informed.

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As teleworking implies a certain autonomy in the organization of time,

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the manager and colleagues will be the first to be affected.

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For example,

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if they are waiting for a response to an urgent email,

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it is the responsibility of the employee and

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the manager to anticipate as much as possible.

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On the one hand,

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leave an acceptable delay for the teleworker,

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and on the other,

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preserve the agility of the service,

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a question of organization and trust,

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managing your telecommuting time.

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Miley's Charlie gives us a few good tips

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in her book on being efficient in telecommuting.

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Here's some of them.

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The first thing you need to do when you're telecommuting are

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everyday gestures as if you were going into the office.

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Get up as soon as the alarm rings.

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Take a shower,

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get dressed,

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have breakfast.

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Act as if you are going to leave your home.

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These morning habits are essential to start an efficient workday,

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a normal workday.

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By the power of the unconscious,

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if you stay in pajamas or slippers,

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you will want to lounge around or go back to bed.

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You will find it difficult to find the motivation to get started

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since you do not have a supervisor present in the home,

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you're the boss.

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Make sure,

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especially at the beginning,

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to keep fixed schedules and to respect them

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in order to get used to your new freedom and not to

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let your professional life invade your personal life and vice versa.

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Telecommuting necessitates a lot of self-discipline on

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two points getting started and stopping.

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I invite you to keep similar schedules to the office hours.

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Working at the same pace as your colleagues will facilitate cooperation with them

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and allow you to perform better.

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Don't neglect the lunch break.

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It's all about balance.

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Coordinate with your colleagues to eat at the same time.

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This does not mean,

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however,

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that you have to keep exactly the same schedule as before

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since you save time by no longer having to commute from home to work.

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Use the extra time

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for non-professional activities.

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Draw up your weekly schedule.

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And your daily to do list according to your

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weekly or monthly objectives as validated with your boss.

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Daily scheduling will allow you to remain motivated

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by acknowledging the work done

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like a classic day at the office.

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And you will allow your management to follow your actual activity.

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So write down everything you do during your work hours.

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Also schedule frequent breaks.

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It is not uncommon for teleworkers to feel guilty if they leave their desk,

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even though they do it at the office without hesitation.

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It is,

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however important,

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necessary even to take breaks at home too,

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just like you would at the office with your colleagues,

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put yourself in a way mode on your instant messenger

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and take the time for a coffee or a tea.

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It is interesting to note

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that the culture of paying for the working hours remains very deep rooted.

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This habit

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of paying by the hour

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makes many managers reluctant to let their employees

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spend more than one day a week teleworking.

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How will I be able to monitor my employees' work?

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I don't know if I can trust them.

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There are certainly a good employee,

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but when they are alone at home with all the distractions,

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I wonder if they will be as effective.

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Time clocking,

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automatic monitoring systems,

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instant messaging which require you to note down not.

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Available or away as soon as you leave your workstation for 5 minutes,

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replace the visual monitoring of your physical presence in the office.

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Many companies

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were and remain reluctant towards telecommuting

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because of this loss of control

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over their employees' working time.

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The coronavirus crisis has forced most of them to resort to telecommuting

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and to become accustomed

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to all the available collaborative tools,

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Zoom,

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Google Meet,

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Trello,

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etc.

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Once the leap is done,

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it will be accompanied by a new way of work monitoring.

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The monitoring of working time will certainly be replaced or

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complemented by a more activity and results oriented focus.

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Objective-based management,

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management through objective key results.

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I am paid according to.

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The achievement of my objectives according to what I deliver

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and not according to my working hours.

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Will employees who are working

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remotely gradually become like internalized freelancers

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paid according to the achievement of the objective set for them?

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We shall see.

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