Translations

Telework: an alternative now possible to CREDIT MUTUEL NORD EUROPE

3. Labor relations / working conditions

Sector Finance / Bank / Insurance

Year 2019

Country France

Transmitter

Context

Crédit Mutuel Nord Europe (CMNE), a mutual cooperative bank, is an active regional bank that demonstrates responsibility and social commitment in its Banking, Insurance and Asset Management activities.

In a constantly changing environment, CMNE has sought to adapt to technological, regulatory, social and societal changes. Since 2016, the CMNE has been experimenting with teleworking. After a very positive assessment, the management and the social partners signed an agreement in 2018 to make it a sustainable way of organising work.

Objectives

Balancing working hours: interviews, meetings, office life in open space, study of files, etc.
Contributing to a better quality of life at work while reconciling the organizational and operational imperatives of the divisions
Promote work/life balance
Minimise transport times
Appropriating digital tools

APPROACH

Since November 2016, CMNE has been engaged in a telework experiment. Initially, some thirty employees from four departments were mobilized for this first test, which was then expanded. The results were 100% satisfactory and led to the signing of a company agreement on telework in December 2018.

To be eligible to telework, an employee must meet certain conditions validated by HR and managers. 3 teleworking rhythms are proposed: 1 day per week, one ½ day per week or 1 day per fortnight.

As support for employees and managers is the key to the successful deployment of telework, several support measures have been put in place:

Information meetings on the conditions of transition to telework and the rights and duties of the teleworker
Upstream, employees are equipped and trained to use their new work tools (laptop, softphone software)
Training for managers, entitled "Management of Telework", which aims to better understand the changes brought about by telework and the implementation of new operating processes.

CONTRIBUTION TO COMPANY PERFORMANCE

Employee well-being and loyalty
Attractiveness of the group for recruitment
Employees and managers involved
Better appropriation of digital and team-building tools

Benefits

Since its launch at the end of 2016, more than 270 employees and managers will be teleworking by September 16, 2019
100% positive feedback from employees
Skills development (digital, managerial, teamwork)

This Best Practice has been translated voluntarily by an anonymous contributor. If you have any comments, please contact mpaquin@reseau-alliances.org.