Éric Lechelard, HR Director, shares insights on the multi-generational workforce, work-life balance and mental wellness.
As mentioned in my previous blog, hybrid working has become the new normal, bringing with it new implications for society and, in particular, the need for organisational transformation at the Human Resources level.
In this second of three blogs, 我们将看看ALE在过去三年中面临的一些最重大的挑战, 特别关注多代人的问题和对灵活工作场所的需求.
Bringing generations together
As is common in many organisations, ALE的员工队伍跨越了几代人，这是我们最大的资产之一. 当涉及到数字化转型时，这种多代人的特点尤为重要. It’s noteworthy that during the shift to teleworking, the ‘boomer’ generation, also known as the 'telephone' generation, were actually quite quick to adopt the Rainbow™ by Alcatel-Lucent Enterprise solution. In fact, it was widely embraced by all generations within the company, 因为每个人都被迫切换到电话，完全基于计算机的协作.
Today, for new hires, particularly the younger generation, Rainbow is a normal part of their communications experience, because it's how they interact in their personal lives, which wasn’t necessarily the case for many of the teams at the time. 它的成功之处在于，来自电话火狐体育手机的员工已经采用了这个易于使用的平台, which is able to consolidate all the services including: telephone, collaboration, chat and videoconferencing.
Let’s take a moment to consider the most common tools we use for communicating today; we call each other, see each other and exchange ideas. At ALE, that's what we've been doing for 40 years. Rainbow is also used for sending text messages. If we didn't have Rainbow, we'd probably be using WhatsApp or Messenger, as is the case for many other organisations — which, incidentally, 是否会使组织易受安全和保密风险的影响. 除了发送消息，员工还需要召开会议和创建讨论组. For ALE, all these functions are securely integrated within Rainbow, 因此，我们可以轻松地将不同世代的员工聚集在一个单一的数字工具中.
Work-life balance, flexibility and pay
A number of studies have shown, and all HR people can testify to the fact, that salary is not the main motivating factor, but it can be a demotivating factor when not properly addressed. As such, we naturally treat it with the utmost seriousness. At the same time, 我们认识到，优先考虑和促进员工的健康和福祉非常重要. Following are a few examples of what ALE is doing in this area.
首先，尽管这在今天看来是显而易见的，但我们提供了一份远程办公协议. Early on during the global health crisis, we began negotiations with the social partners on teleworking, 是什么导致了灵活的工作环境的长期实施，现在所有的新员工都感兴趣. This agreement, including one to three days per week of teleworking, now endorsed by all parties, really needed to be done. 如今，远程办公是每次招聘讨论的一部分.
The second point concerns flexibility and employee work welfare. 我们签署了工作生活质量(QWL)协议，处理工作与生活的平衡, as well as personal life constraints, caregiving, childbirth, and childcare. 这些协议为更好地平衡工作与生活创造了条件，远程办公也是如此.
Prevention is key
All these measures go hand-in-hand with preventive actions. Teleworking must not lead to exhaustion or health problems. Flexible work, annual interviews with workload reviews, communication, collaboration and management tools are all part of the ALE process. 不能解决这些问题可能会使公司面临招聘困难, 因为大多数候选人在申请之前都渴望了解这些就业要素.
ALE的主要优势之一——这是许多公司所不具备的——是可追溯到2008年的远程办公经验, when we introduced the opportunity to telework up to two days per week. 我们的软电话解决方案远远领先于市场，使远程办公成为可能. When the healthcare crisis hit, 我们利用我们的远程办公经验和通信解决方案来确保我们自己和客户的业务连续性. 今天，我们被公认为混合工作商业通信解决方案的主要供应商.
- Today’s new normal demands new ways of working
- Hybrid work is here to stay