{"id":16759,"date":"2021-05-31T17:50:11","date_gmt":"2021-05-31T17:50:11","guid":{"rendered":"http:\/\/localhost:8080\/?p=16759"},"modified":"2021-05-31T17:50:11","modified_gmt":"2021-05-31T17:50:11","slug":"le-barometre-salaries-international-peine-a-sortir-de-l-autosatisfecit-de-la-direction","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2021\/05\/31\/le-barometre-salaries-international-peine-a-sortir-de-l-autosatisfecit-de-la-direction\/","title":{"rendered":"Le barom\u00e8tre salari\u00e9s international peine \u00e0 sortir de l’autosatisfecit de la Direction"},"content":{"rendered":"

[French version here\/English version below<\/em>]<\/p>\n

Dans le cadre du Comit\u00e9 Groupe Monde des 25, 26 et 27 mai 2021 (r\u00e9union en distanciel), la Direction du Groupe a inscrit un point sur le Barom\u00e8tre Salari\u00e9s international \u00e0 l\u2019ordre du jour, dossier pr\u00e9sent\u00e9 par Benoit de St Aubin \u2013 Directeur QVT et Services aux Salari\u00e9s, Pascal Foulachon \u2013 DRH MEA Afrique de l\u2019Ouest, Stephan Buschi \u2013 VP RH Europe, et par Nathalie Delacotte \u2013 RH OBS.<\/p>\n

Comme \u00e0 son habitude le BSI (Barom\u00e8tre Salari\u00e9 International) a fait l\u2019objet d\u2019un questionnaire \u2018orient\u00e9\u2019 (48 questions plut\u00f4t \u2018ferm\u00e9es\u2019) \u00e0 l\u2019attention de tous les salari\u00e9s du Groupe sur la p\u00e9riode du 8 D\u00e9cembre 2020 au 12 Janvier 2021.<\/p>\n

Outre la p\u00e9riode choisie (f\u00eates de fin d\u2019ann\u00e9e) et le contexte tr\u00e8s atypique de la crise sanitaire actuelle (Covid-19) qui limitent la pertinence d\u2019un tel sondage, la Direction QVT n\u2019a pu que se f\u00e9liciter d\u2019un tr\u00e8s fort taux de participation de 55% – contre 54% en 2019 – en France et m\u00eame jusqu\u2019\u00e0 60% – contre 59% – pour les salari\u00e9s hors de France. Au total 77000 r\u00e9ponses pour 140000 sollicitations.<\/p>\n

Toutes les notes des salari\u00e9s en termes de Qualit\u00e9 de Vie au Travail, \u2018Bien-\u00eatre au travail\u2019, \u2018Raison d\u2019\u00eatre\u2019, \u2018Attachement au Groupe\u2019, adh\u00e9sion \u00e0 la \u2018Promesse\u2019 (comp\u00e9tences, agilit\u00e9, engagement) ont observ\u00e9 une \u00e9volution notoire, compar\u00e9es au pr\u00e9c\u00e9dent barom\u00e8tre de +7 \u00e0 +8%.<\/p>\n

Sur la partie Europe, la Direction souligne une forte appr\u00e9ciation de l\u2019impact des \u2018outils Num\u00e9riques\u2019 (+12%) ainsi que pour la \u2018Reconnaissance\u2019, le \u2018Soutien des managers\u2019 et la \u2018Solidarit\u00e9 entre \u00e9quipes\u2019 (+12 \u00e0 14%). 92% de nos salari\u00e9s europ\u00e9ens sont \u2018Fiers de travailler\u2019 pour le Groupe.<\/p>\n

Dans le p\u00e9rim\u00e8tre OMEA, elle pr\u00e9cise bien que les 9300 salari\u00e9s ayant r\u00e9pondu donnent beaucoup d\u2019importance \u00e0 l\u2019Agilit\u00e9\u2019 (38 points) sup\u00e9rieure \u00e0 celle identifi\u00e9e au niveau du Groupe (36%). La \u2018Promesse\u2019 Orange est \u00e0 7 points au-dessus de celle de 2019 et la \u2018Fiert\u00e9\u2019 d\u2019appartenance \u00e0 93% (1% de mieux qu\u2019au niveau du Groupe).<\/p>\n

En terme de \u2018Comp\u00e9tences\u2019, 2 performances sont soulign\u00e9es \u2018Soutien du Manager\u2019 et \u2018Travail int\u00e9ressant et stimulant\u2019 alors que 2 autres items \u2018D\u00e9veloppement personnel\u2019 et \u2018Accompagnement professionnel individualis\u00e9\u2019 sont encore \u00e0 surveiller et am\u00e9liorer (18 et 7 points respectivement).<\/p>\n

Au niveau de l\u2019Engagement les retours OMEA mettent en \u00e9vidence un fort manque de \u2018Reconnaissance\u2019 (scores n\u00e9gatifs !) ainsi que pour la notion \u2018Egalit\u00e9 des chances\u2019 une forte amplitude de scores de 8 \u00e0 40 points qui doit inqui\u00e9ter et \u00eatre suivie de pr\u00e8s.<\/p>\n

C\u00f4t\u00e9 Orange Business Services, on note une forte participation OBS France (50%) et OBS international (62%) et fait remarquer que les tendances g\u00e9n\u00e9rales observ\u00e9es au niveau du Groupe se confirment au sein des \u00e9quipes OBS. L\u2019\u00e9volution 2019 \u00e0 2020 montre une augmentation sensible autant sur les aspects Qualit\u00e9 de Vie au Travail, \u2018Promesse\u2019 et \u2018Raison d\u2019\u00eatre\u2019 (+6 \u00e0 7%) que sur les \u2018Outils num\u00e9riques\u2019 (+16 points) et sur la \u2018Fiert\u00e9 d\u2019appartenance\u2019 (+ 3%).<\/p>\n

En globalisant le Barom\u00e8tre Salari\u00e9s International au niveau Groupe, la Direction retiendra que l\u2019Appartenance au Groupe\u2019 se renforce, la dimension \u2018Digitale & humaine\u2019 bondit de 6 points (vs 2019), et la \u2018Promesse\u2019 enregistre son meilleur score depuis 2016 (\u00e0 38 points).<\/p>\n

En France 2 crit\u00e8res sont n\u00e9anmoins \u00e0 la baisse : -2,3% pour l\u2019\u00e9quilibre vie priv\u00e9e\/vie professionnelle\u2019 et -1,2% pour \u2018r\u00e9guler sa charge de travail\u2019. La \u2018pr\u00e9sence du manager\u2019 en p\u00e9riode de crise progresse quant \u00e0 elle de 4 \u00e0 6 points entre les niveaux Groupe, France et International. La \u2018confiance dans les dirigeants et l\u2019avenir du Groupe\u2019 \u00e9volue de 8 \u00e0 10 points vers le haut. La Qualit\u00e9 de Vie au Travail est jug\u00e9e meilleure que dans les autres groupes de m\u00eame taille par 3 salari\u00e9s Orange sur 4.<\/p>\n

Sur le sujet \u2018T\u00e9l\u00e9travail\u2019 au sein du Groupe, m\u00eame hors confinement 53% le pratiquent en moyenne 2,1j par semaine, et le taux de satisfaction des conditions de t\u00e9l\u00e9travail est de plus de 80%.<\/p>\n

Malgr\u00e9 ces \u00e9changes qui d\u00e9taillent des \u00e9volutions \/ progressions \u2018optimistes\u2019 de nos indicateurs de Qualit\u00e9 de Vie au Travail (QVT), nos \u00e9lus restent sceptiques sur l\u2019objectivit\u00e9 et la pertinence d\u2019un tel barom\u00e8tre sur une p\u00e9riode aussi atypique. Il faudrait mesurer \u00e0 nouveau tous ces indicateurs \u2018hors crise\u2019 et surtout apr\u00e8s le retour des salari\u00e9s sur sites. La construction de ces 48 questions est \u2018orient\u00e9e\u2019 et ne laisse aucune place \u00e0 la participation (en amont) des \u00e9lus. M\u00eame si certains plans d\u2019actions semblent ressortir (sur les derniers slides) de l\u2019analyse du Barom\u00e8tre Salari\u00e9s International compar\u00e9 aux versions des ann\u00e9es pr\u00e9c\u00e9dentes, les \u00e9lus n\u2019ont aucun moyen d\u2019en mesurer les effets r\u00e9els et imm\u00e9diats ni sur la zone OMEA (la plus sensible \u00e0 ce jour), ni au niveau Groupe\u2026<\/strong><\/p>\n

Le Comit\u00e9 de Groupe Monde et ses \u00e9lus demandent \u00e0 \u00eatre associ\u00e9s lors d\u2019une prochaine s\u00e9ance \u00e0 la m\u00e9thodologie d\u2019analyse des verbatim et renouvellent aussi leur motivation \u00e0 participer \u00e0 l\u2019\u00e9laboration d\u2019une partie des questions du prochain Barom\u00e8tre Salari\u00e9s International.<\/strong><\/p>\n

Par ailleurs, une nouvelle alerte est faite en s\u00e9ance \u2013 comme d\u00e9j\u00e0 remont\u00e9 lors d\u2019un pr\u00e9c\u00e9dent Comit\u00e9 de Groupe Monde \u2013 par nos repr\u00e9sentants africains de R\u00e9publique D\u00e9mocratique du Congo et C\u00f4te d\u2019Ivoire qui \u00e9voquent une pression persistante \/ oppressante de certains managers sur leurs \u00e9quipes afin que chacun r\u00e9pondent (le + positivement possible\u2026) aux 48 questions du BSI.<\/strong><\/p>\n

[English version<\/em>]<\/p>\n

Within the framework of the World Group Committee of May 25, 26 and 27 (remote meeting), the Group Management placed the Employee Barometer on the agenda, a file presented by Benoit de St AUBIN – QWL and Services to Employees Director, Pascal FOULACHON – HRD MEA West Africa, Stephan BUSCHI – VP HR Europe, and by Nathalie DELACOTTE – HR OBS.<\/p>\n

As usual, the IEB (International Employee Barometer) was the subject of a ‘focused’ questionnaire (48 rather ‘closed’ questions) for the attention of all Group employees over the period of December 8th, 2020 until January 12th, 2021.<\/p>\n

In addition to the period chosen (end of year celebrations) and the very atypical context of the current health crisis (Covid-19) which limit the relevance of such a survey, the QWL Department in the person of Beno\u00eet de St-Aubin could only welcome a very high participation rate of 55% – against 54% in 2019 – in France and even up to 60% – against 59% – for employees outside France. A total of 77,000 responses for 140,000 requests.<\/p>\n

All employee ratings in terms of QWL (Quality of Working Life), \u2018Well-being\u2019 at work, \u2018Reason for being\u2019, \u2018Attachment\u2019 to the Group, adherence to the \u2018Promise\u2019 (skills, agility, commitment) have observed a noticeable change, compared to the previous barometer of +7% to +8%.<\/p>\n

On the European side, Stefan Buschi notes a strong appreciation for the impact of \u2018Digital tools\u2019 (+ 12%) as well as for the \u2018Recognition\u2019, \u2018Support of managers\u2019 and \u2018Solidarity between teams\u2019 (+12 to 14%). 92% of our European employees are \u2018Proud to work\u2019 for the Group.<\/p>\n

Within the OMEA scope, Pascal Foulachon makes it clear that the 9,300 employees who responded give a great deal of importance to \u2018Agility\u2019 (38 points) than that identified at Group level (36%). The Orange \u2018Promise\u2019 is 7 points above that of 2019 and pride of belonging at 93% (1% better than at Group level).<\/p>\n

In terms of skills, 2 performances are underlined \u2018Manager support\u2019 and  \u2018Interesting & stimulating work\u2019 while 2 other items \u2018Personal development\u2019 and \u2018Individualized professional support\u2019 are still to be monitored and improved (18 and 7 points respectively).<\/p>\n

In terms of \u2018Commitment\u2019, OMEA feedback highlights a strong lack of recognition (negative scores!) as well as for the concept of ‘Equal opportunities’ a high range of scores from 8 to 40 points which should be of concern and be closely monitored.  On the OBS side, Nathalie Delacotte notes a strong participation in OBS France (50%) and OBS international (62%) and points out that the general trends observed at Group level are confirmed within the OBS teams. The 2019 to 2020 trend shows a significant increase in terms of QWL, \u2018Promise and Reason for Existence\u2019 (+6 to +7%) as well as for \u2018Digital Tools\u2019 (+16 points) and as regards \u2018Pride in belonging to the Group\u2019 (+3%). By globalizing the IEB at Group level, Benoit De St-Aubin will note that \u2018Group Membership’ is strengthening, the ‘Digital & Human dimension\u2019 has jumped by 6 points (vs 2019), and the ‘Promise’ has recorded its best score since 2016 (at 38 points). In France nevertheless 2 criteria are declining: -2.3% for the \u2018Private \/ Professional life balance\u2019 and -1.2% for \u2018Regulating your workload\u2019. The \u2018Manager’s Presence\u2019 in times of crisis increases from 4 to 6 points between the Group, France and International levels. The \u2018Confidence in the leaders and the future of the Group\u2019 evolves from 8 to 10 points upwards. QWL is judged to be better than in other groups of the same size by 3 out of 4 Orange employees. On the subject of ‘Teleworking’ within the Group, even without confinement, 53% practice it on average of 2.1 days per week, and the rate of satisfaction with teleworking conditions is over 80%.<\/p>\n

Despite these discussions which detail the optimistic evolutions of our QWL indicators, our elected officials remain skeptical about the objectivity and relevance of such a barometer over such an atypical period. All these indicators should be measured again outside the crisis and especially after the return of employees to the sites. The construction of these 48 questions is oriented and leaves no room for the (upstream) participation of elected officials. Even if some action plans seem to emerge (on the last slides) from the IEB analysis compared to the versions of previous years, elected officials have no way of measuring the real and immediate effects or on the OMEA zone ( most sensitive to date), nor at Group level … The World Works Council and its elected officials ask to be associated at a future meeting with the verbatim analysis methodology. They also renew their motivation to participate in the development of some of the questions for the next IEB. In addition, a new alert was issued during the meeting – as already raised during a previous GWC – by our African representatives from the DR Congo and from Ivory Coast who evoke a persistent \/ oppressive pressure from certain managers on their teams so that everyone responds (as positively as possible\u2026) to the 48 questions of the IEB.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

[French version here\/English version below] Dans le cadre du Comit\u00e9 Groupe Monde des 25, 26 et 27 mai 2021 (r\u00e9union en distanciel), la Direction du Groupe a inscrit un point […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[118],"tags":[],"class_list":["post-16759","post","type-post","status-publish","format-standard","hentry","category-comite-groupe-europe-monde"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"118":{"name":"Comit\u00e9 Groupe Europe+Monde","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/comites-groupe\/comite-groupe-europe-monde\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/16759","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=16759"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/16759\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=16759"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=16759"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=16759"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}