During the first confinement, the Kaizen Way company set up a tool to measure the performance of its 11 teleworking employees.

The objective, assures its founder Eric Nelson, "is not to police" the employees, but to ensure that no employee picks up. 

INTERVIEW

With the implementation of the two confinements and the explosion of teleworking, companies have had to quickly adapt to a new work organization, with employees most often working from home.

Sometimes, at the risk of seeing its functioning disrupted by the loss of reference points of employees and employers.

To avoid this, the Kaizen Way company, specializing in engineering consulting, has implemented a solution in collaboration with its 11 employees to measure performance in teleworking. 

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"During the first confinement, we were keen to put in place a tool that should make it possible to respond to two challenges: to make sure that each of the employees was able to continue to interact with their customers, suppliers, colleagues, and us. ensure that the level of performance of each of the consultants remained at the expected level, ”explains its founder Eric Nelson, guest of

La France bouge on

Tuesday

. 

"Do not leave an employee in professional isolation"

The idea, says Eric Nelson, is to help employees.

"It's a supportive idea, which is to say that we don't want to leave an employee in professional isolation, at the side of the road because we have changed the way we work overnight."

Concretely, Kaizen Way will use "a tool which will make it possible to compare, for each employee, their level of communication between an initial period and the period that we want to observe".

This tool, continues Eric Nelson, "will allow us to ensure, by measuring the exchanges, emails and meetings held, that each employee continues to be able to interact". 

"It's not a tool for coping"

Of course, says Eric Nelson, "this is not a tool to police" employees.

Also, "we do not analyze the content of emails. What we are going to analyze is a global level, a global interaction, and we will make sure that there are no unusual things."

The objective remains "to identify avenues for discussion with employees," concludes Eric Nelson.