00:00:07
we leave the company's premises with its conventional schedules.
00:00:12
When we work remotely
00:00:14
through telecommuting or off-site,
00:00:17
how can we ensure
00:00:18
that the contractual working hours will be.
00:00:21
How can we ensure that it will be productive?
00:00:25
How can we ensure
00:00:26
that the worker who thought they'd be saving
00:00:28
time on transport and gaining in lifestyle comfort
00:00:32
does not encroach on their personal life by working too much?
00:00:37
Monitoring the working time of the teleworker
00:00:40
must be mentioned in the collective agreement or the employer's telework charter.
00:00:46
Otherwise it must be established in an
00:00:49
agreement between the employee and the employer.
00:00:52
The agreement or the charter,
00:00:55
prevails over the individual contract.
00:00:58
It is only if they are missing that
00:01:01
teleworking can be the subject of a written agreement
00:01:04
between the employer and each employee concerned,
00:01:08
provided it's occasional.
00:01:10
If you have opted for telecommuting,
00:01:14
that the time frame has been clearly defined in the agreements,
00:01:18
the working time per day and per week,
00:01:21
the daily rest time,
00:01:23
and the weekly rest period.
00:01:26
You can control the working time with clocking
00:01:29
software on the computer or via a cloud.
00:01:32
Remote employees save their working hours there
00:01:36
or opt for a computerized remote monitoring system.
00:01:40
This automated monitoring system
00:01:43
will record your actual working time.
00:01:47
depending on your active time working on your computer.
00:01:51
You can also choose
00:01:53
to regulate the actual workload by setting goals and
00:01:57
validating them with activity indicators or objective key results.
00:02:03
This saves you the clocking or policing
00:02:06
of your work hours.
00:02:08
The telecommuting agreement will also include pre-defined time slots
00:02:14
during which the employer can contact the teleworker.
00:02:18
Telecommuting is a challenge for the employer.
00:02:21
They will have to trust their employee who works off site.
00:02:25
They can empower their employee,
00:02:27
supervise them from a distance,
00:02:29
but they cannot and should not police them.
00:02:32
You need to know that a fussy management monitoring will be seen as
00:02:36
policing and even as an intrusion of privacy if they work from home.
00:02:42
According to Benjamin Azan,
00:02:44
author of With Distance We Remain a Team,
00:02:48
telecommuting implies a certain freedom of organization.
00:02:52
Being able to better reconcile professional activity with private
00:02:56
life is one of the main advantages of teleworking.
00:03:01
according to the Ipsos study of 2016,
00:03:05
those adept at teleworking considered that the first
00:03:09
advantage of teleworking is the flexibility of.
00:03:14
even if the collective or individual agreement
00:03:18
provides for wide flexibility in working hours,
00:03:21
if the employee is unreachable for half a day,
00:03:24
the manager must be informed.
00:03:27
As teleworking implies a certain autonomy in the organization of time,
00:03:32
the manager and colleagues will be the first to be affected.
00:03:38
if they are waiting for a response to an urgent email,
00:03:41
it is the responsibility of the employee and
00:03:44
the manager to anticipate as much as possible.
00:03:48
On the one hand,
00:03:49
leave an acceptable delay for the teleworker,
00:03:52
and on the other,
00:03:53
preserve the agility of the service,
00:03:56
a question of organization and trust,
00:04:00
managing your telecommuting time.
00:04:03
Miley's Charlie gives us a few good tips
00:04:06
in her book on being efficient in telecommuting.
00:04:10
Here's some of them.
00:04:12
The first thing you need to do when you're telecommuting are
00:04:15
everyday gestures as if you were going into the office.
00:04:18
Get up as soon as the alarm rings.
00:04:24
Act as if you are going to leave your home.
00:04:28
These morning habits are essential to start an efficient workday,
00:04:32
a normal workday.
00:04:35
By the power of the unconscious,
00:04:37
if you stay in pajamas or slippers,
00:04:40
you will want to lounge around or go back to bed.
00:04:42
You will find it difficult to find the motivation to get started
00:04:47
since you do not have a supervisor present in the home,
00:04:50
you're the boss.
00:04:53
especially at the beginning,
00:04:55
to keep fixed schedules and to respect them
00:04:58
in order to get used to your new freedom and not to
00:05:01
let your professional life invade your personal life and vice versa.
00:05:06
Telecommuting necessitates a lot of self-discipline on
00:05:10
two points getting started and stopping.
00:05:15
I invite you to keep similar schedules to the office hours.
00:05:19
Working at the same pace as your colleagues will facilitate cooperation with them
00:05:25
and allow you to perform better.
00:05:27
Don't neglect the lunch break.
00:05:29
It's all about balance.
00:05:31
Coordinate with your colleagues to eat at the same time.
00:05:34
This does not mean,
00:05:36
that you have to keep exactly the same schedule as before
00:05:40
since you save time by no longer having to commute from home to work.
00:05:45
Use the extra time
00:05:47
for non-professional activities.
00:05:50
Draw up your weekly schedule.
00:05:52
And your daily to do list according to your
00:05:54
weekly or monthly objectives as validated with your boss.
00:05:59
Daily scheduling will allow you to remain motivated
00:06:03
by acknowledging the work done
00:06:06
like a classic day at the office.
00:06:08
And you will allow your management to follow your actual activity.
00:06:13
So write down everything you do during your work hours.
00:06:17
Also schedule frequent breaks.
00:06:20
It is not uncommon for teleworkers to feel guilty if they leave their desk,
00:06:25
even though they do it at the office without hesitation.
00:06:29
however important,
00:06:31
necessary even to take breaks at home too,
00:06:35
just like you would at the office with your colleagues,
00:06:38
put yourself in a way mode on your instant messenger
00:06:41
and take the time for a coffee or a tea.
00:06:44
It is interesting to note
00:06:46
that the culture of paying for the working hours remains very deep rooted.
00:06:53
of paying by the hour
00:06:55
makes many managers reluctant to let their employees
00:06:59
spend more than one day a week teleworking.
00:07:02
How will I be able to monitor my employees' work?
00:07:05
I don't know if I can trust them.
00:07:08
There are certainly a good employee,
00:07:10
but when they are alone at home with all the distractions,
00:07:13
I wonder if they will be as effective.
00:07:17
automatic monitoring systems,
00:07:18
instant messaging which require you to note down not.
00:07:23
Available or away as soon as you leave your workstation for 5 minutes,
00:07:28
replace the visual monitoring of your physical presence in the office.
00:07:34
were and remain reluctant towards telecommuting
00:07:38
because of this loss of control
00:07:40
over their employees' working time.
00:07:43
The coronavirus crisis has forced most of them to resort to telecommuting
00:07:50
and to become accustomed
00:07:52
to all the available collaborative tools,
00:07:58
Once the leap is done,
00:08:01
it will be accompanied by a new way of work monitoring.
00:08:04
The monitoring of working time will certainly be replaced or
00:08:09
complemented by a more activity and results oriented focus.
00:08:15
Objective-based management,
00:08:17
management through objective key results.
00:08:21
I am paid according to.
00:08:24
The achievement of my objectives according to what I deliver
00:08:28
and not according to my working hours.
00:08:31
Will employees who are working
00:08:33
remotely gradually become like internalized freelancers
00:08:38
paid according to the achievement of the objective set for them?
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