November 22, 2022
5 minutes

HR innovation: discover 7 revolutionary initiatives

Discover 7 HR innovations for employees and managers, at a time when recruitment shortages are rampant in all professional sectors.

HR innovation: discover 7 revolutionary initiatives

1. Menstrual leave for female employees

The example of Zenly

This is a small revolution for employees who suffer from painful periods.

At Zenly, the HR team led by Claire Pluvinage has set up Phenix Day, a one-day menstrual leave per month offered to all women who request it. "It's so painful to have to stay at work when things aren't going well at all," says the HR director of the structure, who initiated this scheme for women's health. "It's a formula that works for equality. There are days when you just can't work and I'm happy to work for a company that cares about everyone's needs," says Charlotte, an employee at Zenly.

And as part of its unusual HR policy, the company also provides sanitary pads in the employees' toilets.

The Phenix-day in video

2. One day off per month to devote to personal projects

How would you like a day off a month to work on your side projects?

Ceramist, caterer, volunteer or podcaster: finding time to pursue a parallel activity is not always easy. That's why at Shine, employees have one day off per month, a "freelancing day" dedicated to the project of their choice - associative, freelance, artistic or even entrepreneurial.

The result: "People are much more loyal to their company, which makes them want to stay longer. The best way to retain employees is to give them as much freedom as possible.

3. HR innovation: the 4-day week

The example of LDLC

"It recreates a balance of well-being not only at work but in life, in general." 🙂 For nearly a year and a half, LDLC Group boss Laurent De La Clergerie has been implementing the 32-hour, four-day work week at his company.

What are the benefits of the 4-day week?

In summary, the employees are :

👍🏻 happier and more committed

🚀 more productive,

💥 less tired

📆 almost never absent anymore.

Workplace well-being, a prerequisite for talent retention

4. Adopt extremely flexible telework arrangements

The Renault automotive group (175,000 employees in more than 100 countries) has signed unprecedentedly agile telework agreements in 2021, adapted to the hundreds of different employee profiles that coexist. They can use 2 to 4 days of telework per week.

For the past year, employees have been able to choose to join a collective scheme offering them 2 to 3 days of telework per week, plus an envelope of 35 days per year. The second option for employees is to opt out of the collective scheme and have an envelope of 15 days of teleworking per year. Renault employees also have the option of working outside France for up to 30 days a year.

🎙🎙🎙 Listen to the full interview with Marie-Laure GREFFIER, QWL and work organisation director at Renault 🎙🎙🎙

5. Manage telecommuting with employee attendance data

In the era of widespread telecommuting, choosing a tool to manage employee presence is a priority for many organizations, like Jellysmack. The unicorn chose our Offishall Planning tool to facilitate collaboration, simplify managers' lives and organize their time together. Discover the customer testimonial of Ornella Amsellem, Vice President People Experience at Jellysmack.

  • Making life easier for managers in managing the hybrid work mode
  • Provide transparency to employees
  • Optimize office space according to the number of employees present

6. Propose an unlimited leave policy

For employees working in the private sector, the annual paid leave period is 5 weeks per year. In the age of trust-based management, some organizations opt for a policy of unlimited leave: employees can take as much time off as they feel is necessary!

Strengthen your employer brand

Opting for this policy allows you to reinforce your employer brand and boost your attractiveness.

While the recruitment shortage is rampant in many sectors, candidates are asking for more and more autonomy and freedom in their work organization.  

This initiative is part of a corporate culture based on trust and empowerment of employees, which is a prerequisite for performance!

Find out the pros and cons of unlimited leave!

7. Feedback, transparency: convexity at 360Learning

You've probably noticed this in your professional career, and even more so if you've worked in large organizations. "When a company grows, there are diminishing returns, meaning that every time you add a person, you lose efficiency," says Nicholas Wagner, director of human resources for the collaborative training platform. In order to avoid this rule, the scale-up has set up a singular company culture based on different practices. At 360Learning, everything is based on transparency, employees telecommute at will, and practice asynchronous work, which means that they have no set schedule. There is a strong written culture, no meetings, and very frequent feedback sessions.

Offishall (Saas) is a solution for managing the presence of employees that aims to support structures in the implementation of hybrid work mode - alternating between telecommuting and face-to-face. Every day, the company allows thousands of users from different structures (start-ups, large groups, SMEs...) to know who is where when and therefore to find themselves (better) at the office. The Offishall Planning tool contributes to boost the attractiveness of the structures by helping them to take up the great HR challenge of the decade: the flexibility of work. Offishall Planning allows you to better manage resources, to optimize change management and to implement an agile policy in a context of work hybridization.

Edmée Citroën

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