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In this new Focus series, we will present to you projects, ambitions or even studies devoted to the future of work, teleworking, the transition to flex office...
This first Focus focuses on Swiss Life's NEO project, which aims to organizational, cultural and technological transformation of his business. This project aims to meet the new requirements and problems that health crisis And the teleworking have made it appear.
How was it born? What is it aimed at? And how is it set up? All the answers, in the rest of the article!
The creation of the NEO project
It is in fact over the last ten years that Swiss Life Started a vast multidimensional project, gradually moving towards a more transversal organization and hybrid.
But the birth of NEO project was accelerated by, among other things, the transport strike in December 2019 and the health crisis we are going through.
The NEO project, started in January 2021, thus marks the start of major transformations for Swiss Life, its employees and its customers. Indeed, the project was designed with regard to its responsible business strategy and through the following concepts:
- responsible employers,
- responsible investors,
- actor in operational ecology.
The management of this colossal project is handed over to Nada Abou Nacoul, accompanied by Colliers (commercial real estate consultant) and a multidisciplinary project team.
The 4 pillars of the project
1. The improvement of working methods and management culture
In the current context, working is no longer as easy as it used to be. Teleworking, office or open space? For employees as well as managers, The rules have changed.
And Swiss Life has proven its ability to support its employees thanks to its vision:
“Enabling everyone to live according to their own choices”
In fact, the Nouvel settlements Responsible Telework is a reflection of this encouraging culture Autonomy and employee accountability.
Thus, Swiss Life translates its ambition for cultural transformation into its vision of “collaborator-actor” and by the establishment of 135 days of teleworking per year, leaving more than flexibility to employees.
The planning of teleworking days, for its part, is determined according to the missions that can be carried out effectively remotely, activities of each direction etc...
2. The layout of workspaces to adapt to new ways of working and strengthen individual and collective performance
Beyond remuneration, the work environment Today seems to be an important driver of the well-being and performance of employees.
Swiss Life has therefore decided to devote a pillar to The evolution of its workspaces, which will take place in two stages.
First, the Levallois offices were entirely redeveloped in the first half of 2021, in order to facilitate the transition to Flex Office collaborators.
And in a second step, the deployment of the new head office of Swiss Life in Puteaux-La Défense, will take place in the summer of 2024. This new building will meet the most stringent CSR requirements and will aim to optimize the hybrid work And the wellness collaborators.
The other Swiss Life sites will be redeveloped by 2024.
3. Technological acceleration of tools and processes
Les efficient technological tools have become necessary for the proper functioning of a business, all the more so hybrid fashion. Indeed, employees must be able to access their files at home and no longer depend on the papers they left at the office.
Swiss Life has thus set up the “Digital Workplace” by deploying tools (Teams, OneDrive, Sharepoint, Sharepoint, the Office 365 suite), allowing and facilitating remote work for all its employees.
It has also already equipped its meeting rooms in video mode or even accelerated the dematerialization of his company, in particular through Electronic Document Management and electronic signatures.
In addition, its adjustments are perfectly in line with its CSR approach.
4. The health and well-being of employees in their hybrid work environment
Finally, the last pillar, and not the least, concerns the quality of life at work employees. In hybrid mode, this includes the management of new issues, such as The balance between private life and personal life or the weakening of the social bond.
To respond to these new problems, Swiss Life has developed a network in order to support managers and employees Through Of workshops of scenario, of training and Of information. The aim is simple: to enable employees to find together the functions and working environments that best suit their needs.
In addition, feedback is regularly submitted to employees in order to assess their feelings, to implement the next actions and to anticipate the future needs of the company.
Focus: Swiss Life, a new head office that reflects its ambitions and its transition to a flex office
In fact, with the Major upheavals of the way we work in recent years, some companies, such as Swiss Life, stand out for their desire to adapt quickly and respond to new issuesof the world of work.
How does Swiss Life make the transition of these employees to a flex office?
The flex office, yes! But with stylish, modern desks
Thus, it is in July 2024 that Swiss Life France employees will be able to discover the new headquarters offices and switch to Flex Office. The new head office is located in Puteaux-LaDéfense. The Bellini, this new 18,000 m2 office complex overlooking the Seine, will perfectly meet the new emerging ways of working.
Designed by the Franklin Azzi firm, among the 13 floors of this building, we will discover a terrace, a rooftop with an unobstructed view of Paris, a fitness area, a company restaurant but also a private car park.
In addition, Bellini will aim for the most demanding CSR certifications and labels, such as the “Sustainable Building Passport” at the “Excellent” level or the “OsmoZ” certification.
The transition to the Swiss Life flex office
“The challenge is to meet the new expectations of our customers by improving performance, and those of our employees by guaranteeing their well-being at work, explains Nada Abou Nacoul, director of the NEO program.
With these concerns in mind, The telework agreement signed at the end of 2020 marked the launch of this program. Indeed, among the dimensions of the NEO project, human resources and the work environment are two of the three pillars.
Thus, all employees have 3 days of teleworking per week with an annual quota of 135 days. And while waiting for the move to the new headquarters, the Levallois premises, welcoming 1100 employees, are in the process of “Test and learn” in order to “prepare the teams and encourage their support, while refining the project”, explains Nada Abou Nacoul.
On the program:
· workspaces organized by activities
· the abandonment of the individual office (including by members of the Comex)
· workshops to raise awareness among employees and managers about the philosophy of this new mode of operation
Swiss Life thus seems to be fully beginning its transformation And his localization to new and new ways of working expectations of employees.
How the flex office works at Swiss Life
Each team is assigned to one floor and to a cloakroom with coded name lockers. On each floor, there are coworking spaces, of silent bubbles to make phone calls or even meeting rooms Bookable meeting.
Among the 13 floors of the new building, there will be one floor, The Agora, only reserved for catering and coworking.
The development of employees and the maintenance of social ties also require modern equipment, including 29-inch screens or collaborative applications. Indeed, Swiss Life has launched its”Digital Workplace”, which brings together all communication tools, centralization of emails, chats, videos, calls and virtual meetings, so that employees in the office as well as at home can use them.
m-work to support the organization of your business in hybrid mode
M-Work is a collaborative tool that allows you to simply and quickly facilitate the implementation of flex office within your business. Managers set attendance rules for their teams, who then organize their week according to their personal constraints, and whether or not their colleagues come. Above all, our solution allows Recreating the collective And of the collaboration in a context where hybrids are becoming the norm.
The solution M-Work has been designed to support businesses that want transform their offices, Their organization and their work models.
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