{"id":22364,"date":"2016-11-01T08:54:04","date_gmt":"2016-11-01T07:54:04","guid":{"rendered":"http:\/\/visionarymarketing.fr\/blog\/?p=22364"},"modified":"2022-03-28T15:52:38","modified_gmt":"2022-03-28T13:52:38","slug":"travail-flexible","status":"publish","type":"post","link":"https:\/\/visionarymarketing.com\/fr\/2016\/11\/01\/travail-flexible\/","title":{"rendered":"Travail flexible : un MOOC pour comprendre la transformation num\u00e9rique"},"content":{"rendered":"

Travail flexible<\/strong> ne rime pas totalement\u00a0avec t\u00e9l\u00e9travail. Le t\u00e9l\u00e9travail est l\u2019arbre qui cache la for\u00eat de la transformation des organisations du travail. Derri\u00e8re la pol\u00e9mique des chiffres (dont Visionary Marketing a d\u00e9j\u00e0 parl\u00e9 ici<\/a>) on risque d\u2019oublier les enjeux de cette flexibilit\u00e9 du lieu et de l\u2019organisation du travail<\/strong>.\u00a0Stricto sensu, le t\u00e9l\u00e9travail repr\u00e9senterait \u00e0 peine 3% de la population active. Cela concernerait les salari\u00e9s du secteur priv\u00e9 (encore peu du secteur public) qui travaillent \u00e0 distance sous la protection d\u2019un avenant \u00e0 leur contrat de travail ou d\u2019un accord d\u2019entreprise<\/p>\n

1,3 milliard<\/a> de travailleurs flexibles, c\u2019est cela aussi la transition num\u00e9rique<\/a>\u00a0(source IDC<\/a>)<\/strong><\/h2>\n
\"le
Zevillage lance un MOOC sur le travail flexible pour qu’on sorte des st\u00e9r\u00e9otypes qui font rimer t\u00e9l\u00e9travail avec vacances (photo Xavier de Mazenod)<\/figcaption><\/figure>\n

Or, le t\u00e9l\u00e9travail s\u2019exerce majoritairement, \u00e0 80%, en mode clandestin<\/strong>, ou plut\u00f4t informel. Par inertie, par paresse ou par d\u00e9couragement face aux obligations l\u00e9gales des lois de 2012 inadapt\u00e9es aux \u00e9volutions du monde du travail.\u00a0Inadapt\u00e9es car elles pr\u00e9tendaient appliquer au t\u00e9l\u00e9travailleur tout le droit du travail. Alors qu\u2019il n\u2019est pas un salari\u00e9 \u00ab\u00a0normal\u00a0\u00bb mais avec toutes les contraintes pour l\u2019employeur. Certes, il \u00e9tait convenu que les partenaires sociaux ren\u00e9gocient les textes avant fin 2016 pour le faire \u00e9voluer mais ils ont un peu de mal \u00e0 s\u2019y mettre<\/a>.<\/p>\n

Et derri\u00e8re le t\u00e9l\u00e9travail ?<\/strong><\/h3>\n

Or, pendant ce temps-l\u00e0, la r\u00e9alit\u00e9 de la vie des entreprises a rattrap\u00e9 les organisations. Comme l\u2019explique souvent Jean-Emmanuel Ray, professeur de droit social \u00e0 la Sorbonne, le droit du travail est fond\u00e9 par une triple unit\u00e9\u00a0: de lieu (l\u2019usine), de temps (la sir\u00e8ne) et d\u2019action (la cha\u00eene). Les besoins ont chang\u00e9, on sait aujourd\u2019hui s\u2019affranchir de ces obligations h\u00e9rit\u00e9es du XIXe si\u00e8cle.<\/p>\n

Tous les \u00ab\u00a0travailleurs du savoir\u00a0\u00bb peuvent d\u00e9j\u00e0 travailler en mobilit\u00e9, au bureau mais aussi chez eux, en d\u00e9placement, dans un espace de coworking, dans une biblioth\u00e8que ou chez MacDo. Comme 1,3 milliard de personnes <\/strong>dans le monde.<\/p>\n

La possibilit\u00e9 technique rejoint les aspirations des salari\u00e9s. Et surtout les aspirations des g\u00e9n\u00e9rations Y et Z qui arrivent sur le march\u00e9 du travail. Environ 93% d\u2019entre eux ne \u00ab\u00a0veulent plus d\u2019un bureau classique\u00a0<\/a>\u00bb selon une \u00e9tude aupr\u00e8s de 2000 \u00e9tudiants de l\u2019Essec. Le bureau \u00ab\u00a0lifestyle\u00a0\u00bb serait m\u00eame une cl\u00e9 de l\u2019engagement<\/a> de ces jeunes salari\u00e9s selon une \u00e9tude de JLL.<\/p>\n

On constate que le sujet du t\u00e9l\u00e9travail n\u2019est qu\u2019une infime partie du probl\u00e8me. L\u2019enjeu pour les organisations priv\u00e9es et publiques c\u2019est le travail <\/strong>flexible\u00a0: continuer \u00e0 travailler quelque soit le lieu et le besoin, travailler seul ou en \u00e9quipe, en mobilit\u00e9 ou au bureau.<\/p>\n

Pourquoi tant de bruit sur le travail flexible ?<\/strong><\/h3>\n

Ce sujet d\u00e9passe de loin le gadget RH pour am\u00e9liorer le bilan de la RSE. C\u2019est un sujet de fond. Comment pr\u00e9server ma marque employeur, comment am\u00e9liorer l\u2019engagement des salari\u00e9s de mon entreprise (pas terrible en France<\/a>), comment am\u00e9liorer la productivit\u00e9 tout en am\u00e9liorant la qualit\u00e9 de vie de mes salari\u00e9s, comment passer d\u2019une culture du contr\u00f4le \u00e0 une culture de la confiance, comment redonner du sens au travail\u00a0?<\/p>\n

Ce levier de la transformation \u00e0 l\u2019aide du changement de l\u2019espace de travail et du t\u00e9l\u00e9travail, le minist\u00e8re belge de la S\u00e9curit\u00e9 sociale l\u2019a exp\u00e9riment\u00e9. Confront\u00e9 \u00e0 des difficult\u00e9s de recrutement et \u00e0 une vague de d\u00e9parts \u00e0 la retraite, \u00e0 l\u2019occasion d\u2019un d\u00e9m\u00e9nagement il a repens\u00e9 int\u00e9gralement son organisation de travail. Une combinaison de fleskoffice et de travail \u00e0 distance reposant sur un d\u00e9veloppement de la confiance et de l\u2019autonomie. Un chantier d\u00e9ploy\u00e9 en 3 ans seulement, de 2009 \u00e0 2012. R\u00e9sultat, le minist\u00e8re est devenu l\u2019un des 3 recruteurs pr\u00e9f\u00e9r\u00e9s en Belgique.<\/p>\n

Le travail flexible<\/strong> est un sujet malheureusement peu pr\u00e9sent dans la r\u00e9flexion de beaucoup de dirigeants. Un sujet jug\u00e9 mineur. Pour faciliter la prise de conscience des enjeu de cette mutation, Zevillage a cr\u00e9\u00e9, en partenariat avec Unow, un MOOC sur le <\/span>travail flexible<\/strong>, accessible en ligne. Il vient de commencer, pr\u00e9cipitez-vous.<\/p>\n","protected":false},"excerpt":{"rendered":"

Travail flexible ne rime pas totalement\u00a0avec t\u00e9l\u00e9travail. Le t\u00e9l\u00e9travail est l\u2019arbre qui cache la for\u00eat de la transformation des organisations du travail. 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