Page 42 - PR3_Case study_Final version _English

a more flexible way long before the Covid 19 crisis (since 2009).
This allows employees to balance their work and personal lives more
effectively.

Solution Orange has implemented several solutions to provide employees with
more flexibility in the context of remote work:
As many other big company in France they invest in new technology and
digital tools that enable remote working, such as video conferencing,
collaboration tools, and cloud-based platforms in order for employees to
stay connected.
The flexible working hours that allow employees to work at different
times of the day or week, depending on their personal needs or schedules
was also added to their remote work policy. The idea was to help
employees balance their work and personal lives.

Orange has implemented several policy parameters to ensure flexibility in
Policy parameters terms of remote working:
A telecommuting agreement was set. It outlines the conditions for remote
work, including the eligibility criteria, work schedule, and remote work
location. This agreement ensures that remote work is managed
consistently across the company and provides employees with clear
guidelines on their rights and responsibilities when working remotely.

All professions were potentially eligible for telecommuting with a few
conditions: • The job had to be suitable for telework, and the person had
to be independent in their work.
• They were required to be physically present at their main workplace for
at least 2 days a week, allowing for potentially 3 days of telecommuting.

Orange has established guidelines on work-life balance that emphasize
the importance of setting boundaries between work and personal life ( to
take breaks during the workday, to avoid working outside of their regular
hours, and to take vacation time when needed).
This is why it has established guidelines on communication that
encourage regular communication between employees and their
managers when working remotely. To be reachable and to be able to
support one another even if they are far from each other.
Finally, it is now question of new performance management tools that
focus on outcomes rather than the amount of time spent working.

Development & Orange regularly reviews its remote work policy parameters to ensure
oversight that they remain relevant and effective. This includes assessing the impact
of the policy parameters on employee well-being, productivity, and
engagement, and making adjustments as needed.
In order to help managers become familiar with the content of the
telecommuting agreement, answer questions during team meetings,
generate questions and debate, pedagogical a 50 questions tool were
deployed as soon as telecommuting was implemented.
These tools include various training modules on remote work, work
routines, team management, remote communication, and an internal
social network. Currently, there are over 400 documents, pedagogical
tools, people expressing themselves, and surveys available.