Wanting to recruit and work remotely is almost a good practice today. Your desire may be to develop teleworking, but taking into account that the city in which your employee resides has a good connection remains a BA-BA. There is no point in wanting to set up this one, if your employees live in areas where it is not stable or the flow turns out to be insufficient. You could find yourself confronted with a real embarrassment in the day-to-day work even if workarounds exist.A recent study carried out by Ionos thus indicates that the cities of Paris, Bordeaux, Lyon, Lille would obtain the palm in the matter. Other cities like Nice, Montpellier, Rennes, destructive wave 5e ,Toulouse or Nantes would not be outdone either. As the study reveals, some cities are however lagging behind such as Marseille, Toulon, Reims or Le Havre.

Do your employees want teleworking?

Not everyone likes teleworking , especially excessively. While most employees say they like teleworking a few days a week, it turns out that human contact remains essential for both managers and employees. Whether we are talking about the motivation of the troops or simply productivity at work, it must be noted that many still want to benefit from the framework of the company and go there. The obligation to work from home has largely confronted everyone with the harsh reality of the confusion between professional and personal life, the difficulty of motivating themselves remotely or even managing. Team building practices, which tightened the links between teams, have suffered deeply from the pandemicand some no longer wish to work remotely. Before you start teleworking at all costs, consulting your employees on their desiderata remains a basis.

Is the material sufficient?

It is clear that developments in this area should go well and that case law will have to face many questions. The employer must normally provide the equipment necessary for the proper performance of the work of the employees and it is likely that they will be responsible for this in the future, particularly in the event of teleworking. If many questions are still unresolved, ensuring that you give your employees the hardware or software that facilitates their work and increases their productivity remains a challenge. To check that the conditions are optimal, nothing prevents you from asking your employees if they encounter any particular difficulties from a technical point of view and what equipment they consider necessary for the proper performance of their tasks.

Is the legal framework well framed?

It's a safe bet that a whole series of questions should appear in this area. If we think of work equipment or the possibility of imposing teleworking, it is a safe bet that all new employment contracts will have to be reviewed to take this possibility into account and avoid finding yourself confronted with a legally perilous situation. Most employees and employers have been forced to telework, but this situation may well change later. What was imposed yesterday by the pandemic could quickly pose a problem when returning to normal, so you might as well look into the question upstream if you have not already done so. You can do this with your current collaborators as well as with future ones.

Does your activity really adapt to it?

This may seem obvious as a question, but a good number of leaders are embarking on teleworking without having evaluated certain points. Your activity can turn out to be much more efficient, especially at the commercial level in a certain geographical area. Teleworking everyone can lead to a loss of productivity or efficiency. The reduction of costs and in particular that of the premises can attract but it should be taken into account that certain trades are much less effective remotely than on site. The pooling of resources also remains to be taken into account as well as the impact that we saw above on management. The activity of a company or the functioning of a sector must therefore be taken into account before any hasty decision in the matter 5e Frightened. It will be very difficult for you to go back from a legal point of view at first if you find that it is not working. You might as well dwell on the question beforehand and ask yourself if after a return to normal, it will really be possible in your area. Just because your sector functioned in a way during containment does not mean it will be able to do so afterwards. Your customers or employees may be suffering the effects of the health crisis but may require a return to normal when conditions allow. Just because your sector has functioned in a way during containment does not mean that it will be able to do so afterwards. Your customers or employees may be suffering the effects of the health crisis but may require a return to normal when conditions allow. Just because your sector functioned in a way during containment does not mean it will be able to do so afterwards. Your customers or employees may be suffering the effects of the health crisis but may require a return to normal when conditions allow.

For employers, it's an opportunity to spend less on office space for employees. You can hire more people.

As a consequence of the quarantine, many people turned to remote work and some of them decided to continue working that way. I agree that human contact is important, but it isn't crucial for office work. First, people can communicate in group chats and discuss their ideas and work issues this way. Many people find it easier to express opinions this way than in life. Also, it's important to note where an employee is more productive: at home or in the office, and determine where they should continue working. And lastly, this team communication is regulated by hr https://www.emexmag.com in meetings or various training events.