November 22, 2022
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2 minutes

Telework: preconceived ideas and career development

Find out what you shouldn't have missed in the news about hybrid work over the last fortnight.

Telework: preconceived ideas and career development

5 misconceptions about telework

Inequality, disengagement, lack of visibility: the problems of telework pre-existed the widespread use of remote working, says this Washington Post article, which calls on companies "tolearn how to use telework properly".

Written by Karla L. Miller, the article deconstructs the prejudices linked to remote work: Received idea number 1: remote work makes management and performance measurement more complex. Wrong, according to the journalist, who believes that managers must be trained and oriented towards a culture of results, not presenteeism.

Misconception number 2: the most committed workers choose to go to the office, those who choose to telework are less motivated and/or lazier. Several studies show that employees work more (and better) from home. The journalist points out the unnecessary nuisances and performance expectations in organisations: commuting, early arrival times, dress code requirements for wearing ties/high heels, and weekly meetings without an agenda, all of which she believes undermine employee engagement.

Managers: the next world is now!

Two years after the start of the pandemic, "managers are faced with major challenges, not only human, but also technological and societal" writes Muriel Jasor in Les Echos. Among these challenges, we find the need for managers to connect employees to each other / manage their presence in hybrid mode. Other major challenges include learning to delegate and developing soft skills, which are more necessary than ever to manage remotely.

Hybrid: how do you climb the career ladder when you're in the office less than you used to be?

Published in the New York Times, this paper questions the ways in which career development can occur in an era when the physical office is no longer an everyday occurrence. The traditional opportunities for networking, mentoring and visibility in the workplace are becoming increasingly rare.

In this context, how can employees move up the ladder in hybrid mode? The article recommends pairing remote workers with mentors from outside their department, so that they can express themselves without jeopardising team relationships.

Offishall is an employee presence management solution that aims to support organizations in the implementation of the hybrid work mode - alternating between telework and face-to-face. Every day, the company allows thousands of users to know who is where when and therefore to find their way around the office (better). The Offishall Planning tool contributes to boosting the attractiveness of the structures by helping them to take up the great HR challenge of the decade: that of work flexibility.

Edmée Citroën

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