Well-being at work: here and now

Well-being at work: here and now

The Beeye Team - Feb 8, 2022 10:59:48 AM

Human resources management Capacity management Best practices Management tools Ethics

How can you visibly improve the well-being of your teams in the workplace so as to boost their loyalty? At a time when companies are in particular need of advice and support, all consulting professions are encountering major HR difficulties. Commitment is at half-mast, turnover is on the rise, and recruitment is struggling. Adopting a modern tool for planning, dispatching and monitoring assignments can turn this situation around.

According to an OMECA study published in November 2021, three out of 10 French firms plan to increase their headcount this year (up from 53% in 2021). The entire public accounting industry anticipates hiring approximately 12,000 additional employees in all between now and 2025 (currently 145,000 according to the same source).

Recruitment: mission impossible?

In addition to these net created jobs, the average natural turnover is only 3 to 4 years on a position. The sector will ultimately have to hire nearly 27,000 people annually between now and 2025. This sustained demand is due to the need to broaden its range of skills so as to be able to provide new services such as those included in the PACTE law.

Nearly all (97%) of the respondents to the 2020 Fed Finance survey reported difficulties in recruiting the candidates they need, with at times reports of some 10 for one potential candidate! It is normal that candidates take the time to choose under such conditions, for in addition to traditional criteria such as salary or proximity, other factors such as working conditions, lunch vouchers, number of days off, compensation, telecommuting possibilities, and the like, but also the quality of the computer equipment and the quality of the organization come into play. To sum up: competition is fierce between recruiters - what will make them stand out and attract the best?


Urgent: retain your employees

When recruiting is difficult, the overriding priority is to retain employees! Because what is true at the time of hiring is also true with the teams in place. The temptation to go elsewhere ever so present: 74% of current professionals say they are ready to listen to job offers (FED Finance, 2020).

Quality of life at work has taken on new importance after the months of lockdowns and working from home. Fundamental questions have come to the surface. What is the meaning of my work? Is it worth sacrificing my personal life for it?

The days of "not counting your hours" because you were an executive are behind us. The workload, the comfort of the job, the flexibility of the schedule, the part given to telecommuting are now at the heart of the concerns. Digital tools are precious allies to get there, especially if they make it possible to lighten and smoothen the workload.


Automating the office to improve the well-being of employees

Automating repetitive tasks, collaborative tools, telecommuting, cloud security, etc. are all elements that contribute to the well-being of employees by avoiding tedious tasks, wasted time and unnecessary travel.

These tools must also meet their stated need for autonomy. It is not simply a matter of going faster, but also of doing things differently: in the schedules, the work methods, the organization of working time, etc.

The objective is therefore to absorb times of stress or, at least, to help level them. The tax period obviously comes to mine: that very special season in the accounting profession, when the firm's employees are on a war footing! In addition to the workload, there are the unforeseen, yet ever so predictable eventualities: absence of a colleague, blocked situation, client emergencies, interventions that are prolonged and that impact other cases in progress...


A planning tool for managing the unforeseen eventualities and limiting the stress of the tax period

With schedules already very tight, the slightest incident requires an immediate redistribution of tasks to meet deadlines. However, employees are now reluctant to accept the fact that the only possible response is overtime, in the evening or on weekends; for there are tools to manage such unforeseen eventualities, and they find it difficult to understand why they are not used to relieve them.

Offered in SaaS mode, based on AI and machine learning, Beeye manages schedules and workloads. It segments assignments into homogeneous task blocks, thereby avoiding squandering scarce resources that can block the progress of a case. From a precise description of the tasks and available skills, Beeye produces the best work scenario... and recalculates it at any time, for example if a resource is missing.

The flexibility thus introduced in the assignment of tasks and cases is shared in real time with the entire team, which notes the time saved and can appreciate it. In addition to gains of at least 20% on the firm's overall productivity, such a solution thus contributes in concrete terms to the comfort of the employees, who can then get involved to the best of their ability, and above all without any negative ulterior motive on the quality and fairness of work sharing.

7 paths to boosting employee loyalty

  • Anticipate: Owing to a lack of time and anticipation, the firm often chases after candidates to fill the gaps... and does not necessarily succeed. In addition to being stressful for the certified accountant, this situation does not really relieve the teams in place, who are waiting for the newcomer (sometimes for a long time) by taking on themselves the tasks that should fall to him or her. Beeye offers an advance vision on the workload to come and whether the workforce can tackle it.
  • Automate the planning of missions with Beeye: A work schedule drawn up today will almost by definition become obsolete the next day! You need to be able to capitalize on real time planning, which follows the time spent on different missions, assigns tasks and reallocates them according to skills and availability.
  • Explicit, well-sequenced and clear-cut assignments: nothing is worse than waiting for a colleague to finish his or her task to take over and wasting time while the work is piling up. The answer is a good segmentation -- and a proper distribution -- of tasks.
  • A thorough knowledge of the skills of the employees: with a growing variety of assignments, it is necessary to hone the knowledge of what each person knows and/or likes to do, because they will do it quickly and properly. This will in turn enable you to assign work efficiently, but also to identify gaps and consider training to remedy them.
  • Flexible work contracts: offering more flexibility to employees regarding their schedules, part-time work, and telecommuting makes it possible to meet the new expectations in terms of work/life balance. Productivity can be improved, if only because of the savings in commuting time!
  • Providing employees with the right IT tools to do their work is essential for their comfort and autonomy.
  • Not forgetting the more traditional perks: gift vouchers, vacation vouchers, listening to and valuing initiatives, family day, group outings, etc.