February 3, 2023
We met Stéphane Théry, responsible for developing the WIWO (Work In Work Out) labeling program at Incitu and discussed with him the challenges of the hybridization of work organizations for 2023.
Time for a flex interview in #whereveryouare video mode with Benjamin Leroux, founder of BeeMyFlex, our communications team and Stéphane Théry here
Hello BeeMyFlex team! I am Stéphane, Manager of the WIWO program at Incitu. I participated and co-led the expert center that fed into the labeling framework. I also ensure its commercial development in contact with HR managers and their services to demonstrate the good virtues and explain the entire process of the labeling program.
Before this great adventure, I had a professional background in the field of financing innovation, commercial development and also development more generally, within various structures. I have always been a big believer in teleworking and its benefits. For all these reasons and my experience, Incitu commissioned me to carry out the deployment and development of the WIWO label among French companies.
Incitu in a few words: it is a brand that is part of the “certification & skills” group, which itself includes several brands (Ipéria-UDD). It is an association with a social purpose, which promotes approaches and social progress within organizations linked to the home.
In this context, Incitu was created 4 years ago to support and certify companies on their work organization. The resulting flagship product is the WIWO label: 1is teleworking label for companies, initiated in 2018, with the aim of making visible companies that are implementing a hybrid organization.
This idea germinated well before the arrival of Covid-19 and the upheavals that followed in the professional landscape.
To summarize the history of Incitu and WIWO:
• In 2018: a labeling framework was born.
• In 2020: the first 3 companies tested certification and were able to be labeled in 2021.
• December 10, 2021: a historic key date for WIWO since it was Elisabeth Borne, who at the time Minister of Labor, came to hand over the certifications to the labeled companies.
The same year 2021: the label was able to grow and become more “concrete”, thanks in particular to the first candidate companies to be labeled.
In 2022: other companies have joined the program and are currently in the audit phase to be certified very soon.
In an increasingly hybrid context, demanded by employees, future employees and companies themselves, Incitu and its label are more than ever key partners to support this hybridization at the heart of companies.
So in 2023, we intend to intensify development and expand the number of candidate structures for the Work In Work Out label certification program.
Our objective is to succeed in flooding the market with hybrid companies to enable them to strengthen their employer brand = this subject is the major challenge for all French companies in 2023! And our label can provide them with this flexible visibility, which is in a way the signal given to future talents “come to us, where it is good to work”.
Also, at the start of the year, Incitu is strengthening its development program, for a new challenge: bringing organizations from the public sphere into the certification program, in order to also highlight the hybridization of these structures , thanks to the teleworking labeling put in place.
(The call is therefore launched to all of you who work within communities and public flex organizations: you can contact Stéphane Théry to organize your certification program in order to obtain this Wiwo label! ;))
Employer branding has become, more than ever, an important issue within companies. In this sense, we offer a quality label which is not “purchasable” but which allows a diagnosis and mapping of the hybrid organization in place at a given time, and in particular with regard to the implementation of teleworking. going back over several months of activities.
In 2023, more than ever, teleworking must be implemented as a profound change within the company. It should not be taken as a “bandage” in the face of emergency situations as was the case in 2020 during the Covid-19 health crisis, or even during strikes for example.
“Teleworking is not a solution to a problem, but an organization in itself. »
This is why Incitu offers, through its WIWO certification program, to promote the good practices of teleworking observed in the various private sutures.
This label is not a “sanction” label but a “promotion” label, these same structures can thus obtain the level corresponding to their maturity. The label offers 4 different levels for a renewable period of 18 months. InCitu also offers a diagnosis and suggestions for improvement to strengthen or initiate the long-term teleworking organization.
The flex approach must therefore be maintained and sustained over time for all organizations today.
Can any company apply for the Wiwo label?
Yes, all structures can register for the labeling program under these 2 prerequisites:
The audit process begins with a documentary review of the legal elements (agreements, charter, DUERP, etc.) to identify in advance certain deficiencies noted.
The second part of the audit consists of conducting interviews with employees, HR managers, managers, supervisors, medical personnel, senior managers, etc., are carried out and provide a summarized inventory of the situation with regard to the technical framework. This makes it possible to report on the quality of the organization and to say whether the structure can be labeled or not.
Finally, the file is sent to a labeling committee made up of 5 members external to InCitu as well as Stéphane representing InCitu as committee president.
A final flex word to share with us? 😊
“The priority for companies is not to necessarily want to access the last level but above all to be the 1time LABELED in its sector of activity! »
Today, it is impossible to imagine that a company cannot implement hybridization in its organization. Even a company with a majority of industrial activities necessarily has support functions that can work remotely.
The labeling makes it possible to demonstrate to external audiences the flex approach in which companies are involved, but more generally the trust and commitment they place in the service of their employees. It is also a reward visible to all employees contributing to the efficiency of hybrid mode and entering into a long-term vision in terms of teleworking and flex organization.
Hybridization is therefore anchored.
For the future, I strongly believe in the atomization of hybrid workplaces and offices which have been emerging for several years now. Tomorrow, we can imagine business centers that allow workers from different companies to be able, depending on geographic locations, to work spaces composed of individual offices and collective spaces. These exchanges will allow people to benefit from a social bond to interact with different professional cultures. The new generation mainly subscribes to this desire.
The flex vision is therefore engaged more than ever in 2023!
______
A big thank you to Stéphane Théry for this sharing of issues and vision in terms of hybridization of work organization.
You will have understood, in 2023 it is more than necessary to think about flex attitude and to think about labeling to allow us to address organizational issues; promote the model and the hybrid vision initiated, to strengthen the visibility of the company, its attractiveness and by definition, its employer brand.
See you soon for more info and flex vision #whereveryouare! 😊
Follow BeeMyFlex news