Philippe Legrand
Co Founder - Ares Consulting ✨I accelerate the development of your profitability through unique approaches - philippe.legrand@consulting-ares.fr
⭐️Top Influencer ✅ Disruptive Thought Leader *Process and Direct and Indirect HR/Temporary Costs Optimization *Lean Six Sigma Specialist serving Interim Management *Profitability Creator *Expert in Organizational Optimization *Engineering and Optimization of Training Solutions
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- Conference : 3100 €
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Dare to Disrupt Employment and Flexibility
The result of thousands of meetings, hundreds of hours of exchanges and reflections between business leaders and Human Resources experts, disrupting the cost of labor and also that of flexibility is essential to win the battle for competitiveness. Faced with one of the highest labor costs in the world, solutions exist... it just takes the will to implement them within our companies.
From Hyperconnection to Disconnection...
As part of our commitment to improving quality of life at work, we offer on-site conference interventions within your company on the subject of Hyperconnection. These conferences take place in formats ranging from 45 minutes to 3 hours and are constructed with the assistance of QHSE experts accredited by the CNAM and the intervention of consultants who have experienced Hyperconnection... and are able to provide you with real feedback from their experiences... These interventions are flexible and fully adaptable to your strategy. Who would have believed it? Just a decade ago, the new digital era was blazing and was seen as a tremendous opportunity by companies. Employees proudly strutted in suits, laptop bags in hand, eyes glued to their smartphones. A symbol of the "dynamic young executive," hyperconnection was the miracle recipe for all the ills of the professional world. Everything was triggered in 1995 when the first emails burst into our daily lives. Then in 1996, the first mobile phone plans arrived. Our lives began to metamorphose, plunged into a new social and communicational era. Digital technology reached its peak with the democratization of smartphones in 2005. To complete the cycle, the advent of social networks finally influenced our relationship with time: our lives accelerated around an abundance of information that flowed every moment we opened one of our connected devices. Since then, the codes have changed in the workplace. First, there were those who had the right to a work phone, accessing their email outside of their workplace. Those lucky ones could send an email to their team at home in the evening when, ready to fall asleep, ideas flowed: what joy to send the to-do list for the next day! That would be one less thing to do tomorrow morning. Except that no. As quickly as digital technology entered our professional lives, voices were raised. Because while initially everyone aspired to this delightful autonomy, the trap innocently closed on its victims. Employees, managers, supervisors, all found themselves caught in this endless race to see who would respond the fastest, the latest, or the earliest in the day. The personal sphere, previously spared, found itself unwittingly embroiled in a professional competition with perverse effects. The state of affairs, as outlined by recent studies, is eloquent. 74% of French executives report connecting to their company from home. On weekends and during vacations, nearly 77% respond to their emails. They spend the equivalent of 99 days a year checking their emails. Nearly 4 out of 10 French people use their computer, tablet, or smartphone in bed at night; and even more worryingly, 16% of French people use their phone within five minutes of waking up, 42% within the first thirty minutes, and 59% within the hour. The impact of new technologies on our lives is immense. The professional world is not spared: since then, we talk about burnout, over-connection, and mental health at work. Quality of life at work and the balance between professional and personal life have become recurring topics within companies. Since January 1, 2017, companies have been obliged to better organize the use of modern communication tools among employees, with the right to disconnect.