Paris La Défense, 04th June 2020
Because not everyone is equipped to be efficient in teleworking, Talentia Software allows HR departments to evaluate the frequency of teleworking for each employee according to their softskills.
With the launch of its new Talentia Softskills offer, developed in association with MPF*, HR managers can manage priorities for returning to the office and identify people who may be in difficulty.
The health crisis we are experiencing has undeniably and irreversibly changed the relationship at work. Almost 5 million French people have switched to teleworking overnight. At the end of 2019, they represented 30% of private sector employees, a figure that should undeniably jump and never drop.
Telework, previously used on a temporary or even exceptional basis, has become widespread and has become the new norm: “The Next Normal”.
The studies are unanimous. For the majority of people, telework generally contributes to a better distribution of private and professional life.
However, while telework has real benefits and can be a source of greater efficiency, we are not all equal and telework is not necessarily virtuous for everyone. Telework requires individual skills to be effective. Studies conducted by MPF show that 6 specific softskills have a significant influence on the performance of teleworkers.
Talentia, in partnership with MPF, measures the 6 softskills essential for efficient and safe teleworking and thus defines the optimal frequency of teleworking for each employee.
The 6 essential Softskills for effective teleworking are :
1. Getting to know each other
The ideal teleworker is above all equipped with a good knowledge of his or her resources so that he or she can trust himself or herself, which requires a good lucidity of self-analysis, a belief in his or her ability to assume the responsibilities entrusted to him or her and to maintain judgement despite attempts to influence those around him or her.
2. Mobilize the resources of his organization
The ideal teleworker knows how to federate the resources that are useful to him or her, by trying to reject possible negative thoughts related to past situations in the company and by subtly influencing those around him or her to stimulate faster results.
3. Broaden his field of internal interactions
The ideal teleworker reinforces the activation of his or her network by making numerous contacts with the different departments of his or her organisation to make them resource persons. This networking of influence requires him/her to put forward his/her sense of relationships and to adopt a measured attitude in order to be able to continue to solicit them.
4. Focusing his intention on the needs of others
The work of the ideal teleworker naturally includes the work of others (colleagues, customers, suppliers, managers), whether or not they are teleworkers. It is therefore through his perception of others’ intentions, his own involvement and team spirit that he can find “win/win solutions”.
5. Being stimulated by complexity
Teleworking is a real opportunity to surpass oneself and avoid tedious and repetitive work. Positive exploitation of difficulties allows one to become more and more comfortable with what seems complex at first sight. The ideal teleworker should strive to be clear in the way he or she expresses himself or herself in order to have productive meetings at a distance, to show what can be brought to the group and to stimulate consensual solutions by exploiting differences.
6. Promote your talents to your hierarchy
The ideal teleworker has integrated that to be visible, he must show in a simple and factual way what he brings to the group by highlighting his projects and their successes. By voluntarily facing difficult situations and anticipating the expectations of his hierarchy, he increases the positive perception of his performance.
“Following the period of containment, Talentia Software wanted to offer its customers a tool to anticipate the HR needs of companies, since the way of managing and working will evolve very quickly.
By interacting with its clients, the MPF research team created in a few years a powerful anticipation tool by focusing on the skills that can be mobilized in the short term to respond to the rapid changes in the real economy.
This HR decision-making tool calculates indicators of mobility, skills and teleworking in particular in order to offer companies maps of their different departments and hierarchical levels to optimise skills and training where they can be mobilised most rapidly to facilitate their reorganisation.
The Talentia Software / MPFPARIS partnership is therefore the starting point of a new service offer to our customers to meet an increasingly pressing demand in terms of HR anticipation,”, explains Béatrice PIQUER.