The psychologist Patrick Charrier is awareOnly the rear façade to the North is irrelevantThere is an interest for all new technologiesThe group is to produce intellectual contentL'Occitane is continuing its rapid growthSociety finds differences with ComScore audience figuresA Thursday afternoon in November case studyThe Court of cassation approves the Court of appeal to 100The second evaluation will be published tomorrow there are a flurry of SMEs in all sizesA book with the title without appeal "The Machine to grind" (1), stories without complacency on the plight of some employees, finally a "stress and forced mobility Observatory" created by two trade unions of the Group last October: France Telecom was not spared these days on the theme of stress at work. It must be said that the context is of concern for the 108,000 employees of the telephone operator. Full conversion of its businesses, the Group has planned to 22,000 departures "volunteers" on the 2006-2008 period (12.300 have already been identified late June), 10,000 conversions internally and 6,000 recruitment functions now priority: customer relations, networks and information systems IP, contained multimedia.
The company has already experienced a profound change since, in fifteen years, as HRD, Olivier Barberot, "France Telecom employees have moved from a central administration to a company in a competitive market". Nearly 100,000 people have changed business.
Measure the suffering at work
For those who hoped to pause after such upheaval, should not be effective. "Can negotiate on the method and the accompanying measures, but the transformation of the company is to continue, could not stop it." This last point, it is not negotiable. "Indeed, if some people find that we are going too fast in the modernization of the company, for others on the contrary, is not fast enough", note the HRD. The population is actually heterogeneous between officials (70 of the workforce) most of which are in the group for many years (two-thirds of the workforce were over 45 years), which have seen the glory of the historical operator hours and remain very attached to the notion of public service; and those who recently hired, younger, more working in sales and marketing services, consider France Telecom as a business like any other, subject to the same economic constraints.
According to the unions, this dividing line would be even maintained by the Directorate: "each head of Department must identify"underperforming"profiles, it is the officials who are first referred. "They are under pressure to change position, elsewhere in France, on missions sometimes poorly identified or not consistent with their skills," said Peter Morville, central steward CFE - CGC. Which nonetheless recognizes as necessary the establishment down review and the conversion of certain trades. This is the method which is challenged: "France Telecom is a company which has no experience of restructuring and not dialogue experience social, continues Pierre Morville.". Consultation with trade unions is almost non-existent.
Suddenly, the CFE - CGC and South - PTT have established their own Observatory of stress. Survey in support, this initiative aims at the same time to make visible the suffering at work, to identify forced mobilities and provide assistance to people in difficulty. According to the first survey conducted this summer, in which 57,000 people responded, 66.4 of employees themselves in a situation of stress, and 17 of distress. Figures immediately disputed by branch: "this tool is not reliable, the form can be filled several times by people including the group membership is not checked. To drive the nail, HRB puts forward its own investigation 'Listening to employees' figures in which 40,000 employees in June would have answered: 69 consider be well informed by their superior of the subjects that concern them and 60 are well along in the evolution of their profession. "It must make progress on the remaining 40," recognizes Olivier Barberot.
"Ridiculous initiative".
Is no figure on the suffering to work properly. But not to be outdone on the subject, the group takes care to communicate on its recent initiatives, including the most recent is the establishment of listening and support cells. Today, 10 cells are operational, spread across the hexagon and composed of multidisciplinary teams (doctors and psychologists work, representatives of the staff and the employer, voluntary employees). But the direction is not able to give the number of employees received and to this day. Delivered assistance can range from psychological and medical support (see below) for practical solutions with the management. "This initiative is ridiculous because confidentiality in these cells is not assured because members of HRD and supervisors may participate." He had to appeal to an outside agency. Above all, should make this type of initiatives in consultation with the trade unions. Instead, the direction prohibits physicians work, the title of their reserve duty, to participate in the foundation of the Observatory of the stress that we organized in December. "It is a peak," says Peter Morville.
Unions and management, is to continue to compete on the recognition or non-stress very widespread in the enterprise. The risk that this battle figures and non-collaborative initiatives Vienna still strengthen the concerns of employees.
