French ICMIF member MAIF is the first French company to have been recognised for obtaining the highest level of WIWO (Work In, Work Out) label. Issued by Incitu, the label recognises companies whose teleworking practices combine respect for quality of life at work and the company’s performance.
Tested, approved… and now labelled!
In a changing world of work, which invites employees to reassess their lifestyles and work, MAIF says priorities are changing. The search for a better quality of life has become the primary reason for workers to leave their current jobs. Three out of four employees now say they would opt for a job that would offer them more flexibility.
At MAIF, 5806 employees telework regularly, ie 72% of the mutual insurer’s workforce. By engaging in the WIWO labelling process, proposed by Incitu, MAIF wanted to examine its hybrid work-based organisation from an external perspective. This label, based on a rigorous standard and created by a panel of internal and external stakeholders, aims to guarantee a company’s good teleworking practices and distinguishes several levels according to its maturity and innovation.
In March 2023, MAIF obtained the Expert level, the highest level in the WIWO certification scale. Through it, MAIF says it sustainably places its commitment to the development of its internal actors at the heart of the mutual’s mission!
A hybrid way of working embedded in the organisation’s culture
Tested in 2015 and widely deployed in 2020, MAIF’s teleworking strategy is based on four pillars: choice, hybrid organisation, performance and mutual trust.
Teleworking is not imposed by MAIF. The insurer says it wants to offer its teams a balanced framework that combines the flexibility of teleworking and maintaining a strong anchoring in the office as a place of interaction and cohesion between teams.
Employees who wish to do so, and whose activity allows it, can work remotely between one to three days a week, depending on the specificities of their roles. This division of time between teleworking and on-site presence allows more autonomy for MAIF’s teams and contributes to a better harmony between professional and private life. Eighty four percent of employees believe that remote work has a positive impact on their experience at work.
The MAIF managerial approach
Although MAIF has long been committed to managing by trust, successive lockdowns have led the insurer to rethink its managerial methods towards a new, more agile, more flexible path.
All MAIF managers are trained in hybrid management and actions are carried out which are adapted to the needs of each. Thus, each manager can design the hybrid mode of operation and the rules of life within his team, with an overall concern for the collective.
Adapted organisational modalities
Podcasts, tutorials on how to install computer equipment at home, videos made by MAIF’s nurses, guides co-constructed between managers and teleworkers… MAIF ensures that every employee has practical information about their work organisation!
Each teleworker also has equipment allowing them to carry out their activity in conditions comparable to those on site. Everyone also receives a daily allowance to cover internet and electricity costs.
