Page 43 - PR3_Case study_Final version _English

Orange actively seeks feedback from its employees on the remote work
policy parameters to understand their needs and preferences. This
feedback is used to inform updates to the policy parameters and ensure
that they are aligned with employee expectations and requirements.

Orange support effectively managers and provides training to support
their ability to manage remote teams effectively. This includes training on
communication, performance management, and employee engagement,
and ensures that managers are equipped to support remote workers and
promote their well-being.
Overall, Orange's oversights and developments for its remote work policy
parameters are focused on ensuring that they remain effective,
adaptable, and aligned with employee needs and expectations.

It is difficult to provide specific outcomes for Orange's remote work policy
parameters, as this information is not publicly available. However, some
possible outcomes of these policy parameters may include:
Increased employee satisfaction by providing flexible working
Outcomes arrangements and supporting work-life balance, improvement of work-
Life balance, and this can lead to better physical and mental health
outcomes and increased employee well-being.

BAD PRACTICES FROM AGFE

Testimonial N°1/bad practice

Thematic Lack of policies to help with the remote work implementation

The lack of policies and guidelines in the context of remote work can lead
to a number of negative outcomes. Without clear expectations and
procedures in place, employees may struggle to stay on track and produce
high-quality work. They may also find it difficult to collaborate effectively
with colleagues, leading to missed deadlines, confusion, and frustration.

Name of the worker Paul-Antoine
(it can be
anonymous)
Country France
Occupation Employee in a small French company as project assistant