Everything related to the teleworking interview

Teleworking is now one of the professional practices. If he imposed himself for the first time in March forced during the health crisis, Companies have now adopted him to respond to the desire for organization desired by many employees. However, to take advantage of it fully, it is necessary to supervise this practice. This is the reason why the legislator introduced Annual maintenance of the telework monitoring between the employee and the company In order to approach «the conditions of activity and its workload».

What is the teleworking interview? What are the objectives of this annual telework monitoring interview? What are the three key steps to set correctly? Finally, we will reveal the essential points for respect to optimize this interview.

Understand what the maintenance of teleworking is

The legislative framework

The L1222-10 article provides for various obligations payable by the employer whose employee performs his missions on television. It is expected in particular that the employer is required to «organize an interview every year that refers in particular to the employee’s conditions of activity and his workload».

⭐ Teleworking is an obligation, but on which the work code remains relatively succinct. This is all in the AE of 26 November 2020, but the latter does not provide greater precision. In addition, the labor code does not provide for a penalty in the event of an unreasonable of this interview

Who is influenced by the telework monitoring interview?

By definition, the concerns for the monitoring of teleworking All employees who exercise its missions in teleworking or in the context of a hybrid work organization Mix the face -face and distant face.

The legislator did not give precision on the number of annual teleworking days. However, it can be legitimately affirming that all employees who work in whole or in part of the telework.

The objectives of the interview on teleworking

The Télétravail interview pursues various objectives with the purpose Improve performance and preserve the physical and mental well -being of employees interested. Among these objectives, we can mention:

• Respect for working time: remotely, it can be difficult to evaluate the workload and the time assigned to perform it. The teleworking interview must therefore be a transparent exchange moment to deal with this theme.
• The right to disconnect: each employee has the right not to respond to his and -mail, messages or professional calls outside his usual hours of work, including television.
• Monitoring of working conditions: also in telework, the employer is required to guarantee the physical and mental well -being of his employees. He must therefore set follow -up -up indicators that allow him to guarantee the good health of employees who work on telework.

The three key steps to correctly set the teleworking interview

To be successful simply the implementation of the maintenance of telework, we advise you to follow three steps:

• Prepare the interview;
• Lead an interview;
• Establish an action plan to follow the points to be improved.

# 1 – Prepare the interview for teleworking

The preparation of the teleworking interview largely affects its success. It will therefore be:

• Specify the objectives maintenance based on the needs of the company and employees. It may be a question of understanding the dysfunctions that affect the level of involvement of the company or even half -tree performance due to a work overload;
• Identify the performance indicators The most relevant to evaluate. The latter can be quantitative indicators such as the objectives achieved or respected, or even qualitative indicators relating for example to the quality of the work or even the relationships between colleagues;
• Collect all the relevant information Have a global vision of the performance of employees who work remotely. To do this, we advise you to rely on the information contained in professional maintenance, on annual maintenance relationships or in that of the 360 ​​° evaluation.

# 2 – effectively conduct the maintenance of teleworking

Although it is an obligation, the telework monitoring interview must be a moment of open and constructive exchange before being. To do this, we recommend you:

• Creates an environment in which the employee feels free to express your opinions and feelings ;
• Listen with kindness and empathy the returns made by your employee;
• Prepare Targeted questions In order to evaluate the performance and well -being of your employees;
• Be careful of the difficulties expressed and the suggestions for the improvement made;
• At the end of this interview, write to relationship And communicate it to your employee so that he understands what works properly and what, if necessary, must be improved.

#3 – Establish an action plan

The teleworking interview is not the umpteenth interview with which the relationship must end up in the unused files of your computer. On the contrary, this interview is essential to improve remote work conditions and take advantage of it. At the end of this interview, here are the key phases of the action plan to be distributed:

• Set specific objectives and achievable deriving from exchanges. For example, if the feeling of isolation has been mentioned by several employees, it is possible to fix regular face -to -face appointments or even remote team building team;
• Once the objectives are set, take the time ofIdentify the available resources To reach them and perhaps the missing ones. It can be tools to work better remotely such as ergonomic furniture or training intended to strengthen skills or even better support for management during teleworking;
• Plan phases of Monitoring of implemented actions To adjust and possibly set corrective actions. The employees’ feedback will be decisive to adapt and review the objectives or provide additional support.

How to record the telework monitoring interview in a long -term approach?

Télétravail’s interview must register in time. To achieve this, here are our best advice.

Tips n ° 1: integrate the interview in your corporate culture

In addition to presenting a legal obligation, the company must make the maintenance of teleworking a regular and systematic practice. For this, all managers must be informed on the subject. Better still, you can establish a training to guide this interview so that it is completely integrated into managerial practices.

Tips n ° 2: Promote remote communication and collaboration

To maintain the cohesion and efficiency of the team, it is important to equip yourself with efficient online tools. These tools will help you create an environment in favor of the exchange of ideas, but also to the sharing of ideas and the strengthening of creativity. The simple and fluid communication even at a distance will eventually strengthen the connections between the team members.

Tips No. 3: Follow the relevant performance indicators

In order for the telework to be profitable both for the company and for the employee, it is necessary to regularly analyze its impact on productivity, the satisfaction of the work and the quality of the latter. Thanks to this, the company will be able to objectively identify effective practices and those that must be improved.

What to remember from the teleworking interview

Televoro continues to affect the ways of work. Laying Many challenges for companiesWho must be able to break social isolation by promoting the communication, the cohesion of the team and the involvement of employees. At the same time, the success of the telework is largely due to the definition of clear limits between professional and private life.

Therefore, the annual telework monitoring interview allows you to fully enjoy the advantages of this new way of working with the well -being and professional success of all online employees.

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