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An employee at the part-time unemployment in four believes that his relationship with his employer is weakened

The containment has disrupted the relationship. What is it that the employees have with their employer? A survey OpinionWay for the cabinet La Garanderie et associés has examined the evolution of the feelings and expectations of employees at the end of this period.

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For 67% of the respondents*, the relationship to the employer is "unchanged" at the end of the confinement. The employees who were in part-time unemployment, however, are more numerous to estimate that this link has "weakened" (26%) and enhanced (8%). "We were struck to see that a third party has seen a relationship evolve," explains Bertrand Merville, associate lawyer at cabinet La Garanderie. A sense of isolation exists in particular among individuals who were in part-time unemployment: it shows that the work is a landmark".

employees who have télétravaillé, however, are more likely to believe that their relationship has benefited from the containment (19%). After this experience, often conclusive, "the question of the good organization of the work will arise," continues Bertrand Merville. The people who have come back now in the business are happy to go to the office; the balance is going to become a matter of social dialogue".

Among employees who recognize that their relationship with their employer at the end of the confinement, 55% of them felt "supported", and felt that the measures were "appropriate to the situation" (54%). 39% felt they had benefited from trade "to be more open and more frank." 28% of the respondents appreciated hierarchical relations more flexible, in particular in companies which have more than 50 employees (39%). This is less the case in smaller firms, where only 15% of employees have observed such variation.

conversely, those for which the employee-employer relationship has been negatively affected by the confinement felt that the measures were not adequate (31%) and to have worked "far more without compensation (31%). Finally, many regretted not able to see their colleagues during this period (29%).

health to the forefront

employees now hope that their employer will preserve the acquis. For 48% of them, priority should be given to "health and safety" in the company. 36% of respondents hope that the employer will put a point of honour to maintain their employment. The men, however, are two times more likely than women to wish to ensure that the remuneration policy of their company is now back on the table (27% versus 15%).

professional development passes to the second plan for many of them. Only 14% of employees feel that their employer now has a vocation to "give meaning to their occupational activity", and 9% want to allow for "the development of their skills through training".

This order of priorities is not, according to Bertrand Merville, not new. "Health, it's been a long time that this is a concern. Maintaining employment is also a constant". Remains that many businesses may have recourse to social plans during the economic crisis that is beginning. Law firms are preparing for it. "The HR departments will probably have to do some pedagogy, warns Bertrand Merville. But a lot of the employees there are prepared, because the covid-19 has been particularly revealing, or accelerator, of a social transition that has been underway for several years."

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*representative sample of 1031 people with ages of over 18 years of age. The survey was conducted via a self-administered questionnaire on-line system CAWI.

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