A la carte telework, unlimited holidays, four-day week, sabbaticals… It is impossible for companies to ignore questions of balance between professional life and personal life. “During the health crisis, new ways of working have emerged, integrating more flexibility and autonomy, explains Thierry Rochefort, associate professor at the Institute of Business Administration (IAE) in Lyon. Today, employees, from juniors to seniors, no longer want to work as before. »
An essential flexibility both to attract potential candidates and to retain employees in a context of labor shortage. “We operate in a very competitive sector with rare and highly sought-after profiles, underlines Francesca Sacchi-Gueguen, HRD France of the communication group Dentsu. To attract and retain them, we must be in tune with their wishes: search for meaning, balance, autonomy and flexibility. »
Thus, an agreement signed in July 2021 set up a hybrid working mode allowing Dentsu employees to choose from 0% to 100% telework. “In 90% of cases, employee requests were accepted”, specifies the HRD. A second agreement of December 2021 aims to favor family life: paternity, maternity, caregiver leave or leave in the event of miscarriage for both parents.
Other companies rely on unlimited holidays. This is particularly the case for Golden Bees, a digital HR marketing consulting agency, and the neo-insurer Luko. “The goal is for employees to be in control of their work, explains Raphaël Vullierme, co-founder and CEO of Luko. The system is based on a contract of trust and the achievement of objectives. »
Thirty-two hours without loss of pay
Conclusion: Luko employees leave on average thirty-seven days, four more than the average French person who, according to a study by the management of research, studies and statistics of the Ministry of Labor (Dares) of 2017, take thirty-three days (paid holidays and RTT days). Luko executives take three days longer than the legal minimum and non-executives five days.
“It’s a great source of internal satisfaction, as well as a key argument for recruitment”, rejoices Raphaël Vullierme. Thus three quarters of employees say they are satisfied with this policy; 80% believe that this has a positive impact on their productivity and professional development and 59% acknowledge that this policy may have influenced their choice to join the company.
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