La Mutuelle Générale is reorganizing work with its Open Travail project

Initiated in June 2020, the initiative Open Work of La Mutuelle Générale Ambitions a total and innovative reorganization of working methods.

The project was partially implemented in June 2021 and for all employees at the end of 2021.

Here are all the particularities, modalities and the results less than a year after its implementation.

Open Travail: the birth of the project

The initiative, propelled by Christophe Harrigan, CEO, was entirely carried out internally on the principle of co-construction.

To do this, all the company's management thought together:

80 employees volunteers studied the project for almost 4 months

The 1900 employees of the company have been contacted several times in the form of internal investigations

“During the internal barometer, in January 2021, 85% of employees considered this project motivating”, declares La Mutuelle Générale on its website.

Open Work: the main principles

#1: teleworking à la carte

The Teleworking is based on volunteering and each employee chooses between 1 and 5 days of teleworking per week.

“What we are asking for, in order to maintain the collective and the social bond, is tobe present at least four days a month in the office, in his team.” testifies Stéphane Gannac, Deputy Director General. Her complete interview can be found in Zevillage.

This new work organization aims to better management of professional life/personal life collaborators.

#2: work from anywhere

Then it's up to the employees of decide on their teleworking locations.

They can work from their home, their second home, a third place or even from another La Mutuelle Générale site on an ad hoc basis.

Open Work thus offers employees the opportunity to move, in order to join their loved ones or to improve their quality of life, while keeping their job.

For La Mutuelle Générale, “it is also a guarantee of maintaining the skills of its talents, of attracting new profiles, and of expanding its recruitment pool.”

However, the workplace is limited to France and it is forbidden to work in a public place (for reasons of safety and concentration).

#3: the only limit to flexibility? Responding to customer needs

“An employee working from home also has the possibility, during the working day, to interrupt himself for personal tasks. He freely organizes his working day. The constraint is obviously that it respects all the commitments we owe to our customers,” explains Stéphane Gannac.

To do this, each team has set up a”service agreement”. This aims to determine commitments to customers and team rules. According to the teams, It may specify the days of mandatory presence, the days of meetings or other rules.

For example, the time slots for the telephone reception of customers are fixed between 8:30 and 20:00. During this time, teams must set up rotations and organize themselves so that someone is always available.

“So it is the constraint, or the commitment to the customer, that is the priority. Once it is respected, the employee is free to organize his working day,” he adds.

Open Travail: the results 11 months later

Partially implemented at the beginning of June 2021 and throughout the company at the end of 2021, La Mutuelle Générale draws up a positive assessment of Open Travail.

Indeed, according to the internal barometer that the company carried out in January 2022:

97% of employees eligible for open work have adopted the system, which represents 95% of the mutual insurance workforce.

73% of employees have chosen to work from home at least 3 days and almost half chose at least 4 days a week;

91% of employees are satisfied with their work-life balance (+ 7 points compared to 2020)

87% of respondents say that open work has had a positive impact on efficiency within the teams.

m-work and work organization

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How? Thanks to a simple and fun application that allows you to find the right people, in the right place, at the right time.

Want to know more? Request a demo.