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The Worlds of Facility Management and Workplace are, by definition, highly mobile and evolutive.

On these pages, you will find technical articles, news, reports on congresses and conferences in which Spaceonmove took part as well as positions or “mood tickets” which should give you a particular insight into these two fields. Nice readings.

Identification with the company ?

Posted on by Christian Hadorn | Article

The challenges of employee engagement in the workplace

A worrying European phenomenon In many European countries, managers are complaining about employees’ lack of identification with their company and their relatively low level of commitment. What are the reasons behind this phenomenon?

Multiple causes, varied solutions

Generational change Generations Y, Z and Alpha have a very different perception of work than previous generations. For older generations, work represented a focus of attention and a sense of belonging to society, but this is no longer the case for younger people. Younger staff are ready to “abandon the mission” as soon as the activity no longer makes sense to them. The same is true when prospects for advancement within the company are not concretely expressed or tangible.

Company recognition Beyond the expectations of young employees, the company as an institution has evolved considerably. Until 20-30 years ago, seniority was seen as a virtue, but it is now perceived as a burden, particularly in economic terms and in terms of pension fund financing. One example of this paradigm shift is the decline in seniority jubilee celebrations. In other words, the company needs “short cycle” staff who leave before they start to “cost”.

Governance Corporate governance has evolved towards an Anglo-Saxon model that divides tasks so that no single employee handles a request, project or mandate from A to Z. This division of labour, known since the era of Taylorism in the early 20th century, does not encourage younger employees to get involved. To paraphrase an old saying, while some see themselves as contributing to the building of a cathedral, most see it as nothing more than stone cutting.

Technology & Team spirit The introduction and massive use of new technologies over the last 10-15 years or so has totally altered human resources requirements, both in terms of numbers and qualifications. Apart from functions requiring a high level of reflection and medium-term involvement, most positions have become more “mechanical” or assisted by sophisticated algorithms whose “lifespan” is limited by rapid changes in the legal framework or markets.

A model to rethink It’s normal for a company to evolve, reinvent itself and adapt its “employer-employee” strategy in line with market and customer realities. However, reducing the “emotional relationship” by losing sight of one of the company’s objectives, which is to enable employees to carry out their jobs in decent and attractive conditions, is certainly not the best model for the future.

Even today’s young people will become old tomorrow and have different expectations. The challenge is to find a balance acceptable to all, employers and employees alike, so that entrepreneurial and personal goals can be achieved within a dynamic professional framework. This requires managerial skills that are often underestimated.

Happy reading and see you soon!

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