05 April 2022

The new hybrid era,

it's now!

With the presidential elections approaching, our article almost sounds like a political slogan... We could also take inspiration from another well-known expression and shout loudly "Hybrid work for all, it's now!" :)

It is clear that our French companies have entered a new era: that of the totally hybrid work organisation. of the totally hybrid work organisation.

During the Covid-19 pandemic in 2020, French companies (and companies around the world) had no choice but to have their employees work remotely - when their activities allowed it - because health restrictions prevented them from working as usual. While hybrid working was not yet a majority organisational model within French companies, this sudden change - which was imposed on all of them as a whole - demonstrated their ability to be productive and efficient, even by having their employees work remotely.

But what is the situation, two years after the first confinement on 17 March 2020? Is flexible working becoming a permanent feature of the French landscape?

More than a fad, a lasting trend

Today, more than 4 out of 5 large companies have adopted a hybrid organisation. However, one wonders whether this model will continue, as several risk factors and warnings concerning the well-being of managers in particular have been pointed out for several months by trade unions and organisations defending employees.

Indeed, according to a study conducted by OpinionWay for Slack*79% of large French companies offer flexible working arrangements, and before the pandemic, teleworking was adopted between two and three days a week.

With the pandemic, the French have seen their professional life transformed, and this has made it possible to to meet their expectations regarding their workplace. Thus, 43% of employees no longer consider their company to be a good place to work (according to the study Le bureau régénérant, JILL, 2021).

This trend has become the norm and it seems impossible for companies to turn back the clock or risk seeing their employees leave the nest, as Gabriel Frasconi explains in the OpinionWay study:

"Hybridization is no longer a fad, but a transformation that changes the way we work forever," he said. stating that "62% of respondents see the traditional 9-to-5 office day as a model that is no longer appropriate.

The hybrid organisation is therefore a model that tends to last. Companies are anticipating and proposing flexible solutions for the smooth internal functioning of teams: work agreement, telework charter, organisational management tool such as BeeMyFlex, etc.

The advantages of this new hybrid model

In Forbes, Swann Le Moigne describes the benefits of the new hybrid model for companies and employees in the article "Towards a 2022 work environment :

"For employees, hybrid working is a real boon: it gives them the choice to organise their working life as they see fit. It gives people the choice to organise their working lives as they see fit. Goodbye 5-day weeks and 8-hour days! In addition, this new way of working makes it possible to better appreciate the sharing of space by restoring the meaning of physical presence in the office.

While working from home allows for independent progress, the 'in-office' reunion could become an excellent opportunity to develop strong relationships and learn new skills.

On the corporate side, hybrid working represents a real opportunity to opportunity to redesign workspaces and even change and even change them regularly to boost to boost employee motivation and creativity.

On the other hand, working in hybrids would attract new talent - because there are no longer geographical constraints - and to increase diversity within the teams.

Ultimately, hybridity should bring the best of both worlds to each stakeholder.

What can be done for effective hybrid work?

In order to ensure that the hybrid model is sustainable, it is important to consider a complete restructuring of the organisation.

For this new model has many consequences for :

- management ;

- occupational health ;

- the reorganisation of the premises ;

- dematerialisation of documents.

These are all crucial points that should not be skimmed over but examined carefully to meet everyone's expectations and needs.


Digital, an aspect not to be underestimated

 From smartphones, to team management applications, to meeting room reservations... digital is everywhere. So it's easy to be overwhelmed by all the new systems that have been put in place to facilitate organisational management.


More progressive HR policies

When we talk about transformation, we think of the Human Resources area, which is one of the fundamental pillars for the good functioning of the company. According to a study published by Owl Labs, 91% of French business leaders want to explore more advanced HR policies regarding telework after the pandemic. The right to disconnect, basic hours of work flexibility, allowances... many topics to be studied to facilitate the well-being and productivity of employees.

The risks of flexible mode

The study "The fragmented office. Where will we work tomorrow? conducted by the Jean Jaurès Foundation highlights three risks that apply to this type of organisation:

- A dilution of collective meaningA dilution of the collective sense, favoured with distance work;

- A fracture in the managerial relationship where the manager will address each employee by facility and no longer the whole team;

- The shift from an organisational culture to a service logic for employees who would risk becoming internal freelancers with teleworking.


To mitigate these risks, it is essential that managers and employees are able to participate in the collective dynamics of the company. Thus, they should go to forge a common culture, develop shared practices and skills are possibilities to avoid the explosion of individualisation of work.

And this is also one of the objectives of our application! BeeMyFlex allows your employees to organize their work rhythm so that they can be together and find time to share, which which strengthens the collective cohesion.

In conclusion, the flexible organisation of work is no longer a simple "trend", but has become the French working model.

If companies don't try to keep up with the trend since the pandemic, they will face high turnover and a recruitment problem. The "Great Resignation" phenomenon has been underway since 2021; the search for candidates has never been more challenging for organisations.

 Added to this phenomenon, more recently, is the crisis in raw materials: a consequence of the war in Ukraine. With the soaring price of fuel, the desire to abandon the daily commute to go green is shared by all. After the lifting of health restrictions in February, teleworking has finally become popular again since March, with the majority of employees.

Libération quoted him a few days ago: "The Pandemic had popularized telework, the energy crisis could make it permanent.

In this period, prompted by the presidential election race, at BeeMyFlex we would like to repeat it to you... Hybrid work is now! :)

And it is because we are observing this phenomenon growing in France, that our teams have been working since 2020 to offer you the best features of our application and to allow you to manage the organisation of flexible work within your company, while controlling psychosocial risk factors... and this whereveryouare*!

*wherever you are