Change as a way to avoid uberization

The factory nearby is closing down and you have to go to work somewhere else, or your job is to be deleted and you are refused the first-choice job you have applied to, or again, incentives in your new entity are lower than what you used to benefit from. In all such difficult situations, there are three ways to feel you are fairly treated:

Even in worst case scenarios, these three types of combined actions have multiplier positive effects. The feeling of justice they trigger acts in depth. First of all, it makes the pain more legitimate by giving it meaning: a common vision, explained and shared, helps understanding and accept what is going on.

At Atos, managers have both built a new strategic vision of their activity, aiming at making customers as comfortable as possible in the “informational space”, and developed emotional intelligence as well, to better connect with their teams. They also carried out about a hundred mini change projects in small groups of peers, in line with the common view, which were actually implemented later on.

At Crédit Agricole Ile-de-France, employees are the ones who made up the new managerial model, based on the notion of “you can act on it” (or subsidiarity). Managers were then shown how to actually develop their ability to take their co-workers by the hand and walk them through it, by not telling them what to do for instance, but rather by asking them how they can help them. Then, each one of them developed an action project with their operational teams to root the new model into their daily work life.

Having a decision power, being given the means to take action and being considered, all favor a sense of justice in employees. Thus, they are more prone to maintain their commitment to overcome difficulties and help their companies in continuing their development.

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