The fragilities of the employees affect more than 50 % of employees according to Malakoff Médéric

According to Malakoff Médéric, 14 % of employees are in great financial difficulty

Difficulty financial, situation helping, serious illness, loss of meaning, reconciliation of professional life and personal life,…, the fragilities of the employees are a reality of the business. According to Malakoff Médéric, 56 % of employees are currently facing at least one of these vulnerabilities. Spotlight.

14 % of employees in great financial difficulty

According to the study of Malakoff Médéric devoted to situations of fragility of the employees, 56 % of employees say they know currently at least. More specifically, 14 % of the respondents say that they find themselves in great financial difficulty, 9 % indicate a situation of caregiver, 8 % suffer from a serious illness or a disease of long duration (ALD) and 8% had recently been bereaved.

On the side of business leaders, 89% of the respondents declare having in their workforce, an employee in a situation of fragility personal, evoking jumble :

  • a recent bereavement (58 %),
  • a serious illness or an ALD (51 %),
  • a situation of single-parent families (51 %),
  • a great financial difficulty (50 %),…

The proportion of employees who declare to be in a situation of fragility professional represents 38 %. They mention the following difficulties :

  • of stressful work conditions (23 %),
  • the loss of meaning and/or the feeling of dehumanization (23 %),
  • a difficulty to reconcile professional life and personal life (11 %).

A majority of business leaders (editor’s note : 60 %) makes use of the employees who are currently experiencing or have recently experienced a fragility of a professional nature resulting from :

  • of stressful work conditions (31 %),
  • an occupational disease or serious accident of the work-severe (23 %),
  • a difficulty to reconcile professional life and personal life (23 %).

Situations of fragility have an impact on the company

These situations of fragility evoked both by employees and by business leaders to impact the daily lives of the first cities and of companies. In fact, more than half of employees surveyed considered that the fragilities weigh on their professional life resulting in :

  • difficulty of balancing work life and personal,
  • degradation of their quality of life at work (QVT), for their commitment as well as their productivity,
  • a barrier to professional development.

A little more than 40 % of managers reported that situations of fragility evoked impact on theatmosphere, the relationships between colleagues as well as the commitment and productivity of the employees concerned.

In addition, more than 30 % of officers stated that situations of fragility have an impact on the enterprise in its entirety, on its organization as well as that of the work, the QVT, on the social climate and, ultimately, on the performance of the company.

Finally, the majority of employees that a colleague is in a situation of fragility (editor’s note : 61 %) indicates that this impacts on their work (distribution of tasks, workload, etc.).

Accompany situations of fragility

Mostly, leaders (editor’s note : 94 %) and employees (note : 73 %) believe that the company is legitimate when it comes to helping employees who have to cope with the frailties of the professional. In addition, 52 % of managers considered that the legitimacy of the company also applies to the fragilities personal against 41 % of employees.

In regards to the support of vulnerable situations, half of the executives mentioned the fear of seeming intrusive as the first brake. The employees evoke the fear of dismissal (45 %), the refusal to talk about their personal situation (44 %) and the fear of a penalty of their professional development (39 %).

Even if the reluctance of employees to report their weaknesses complicates their detection, as well as the deployment of appropriate actions, leaders say they have been asked to respond to weaknesses in both professional (54 %) than personal (45 %).

Finally, 87 % of executives think it is useful to implement actions in support of situations of fragility and 74 % of them have implemented at least 3 actions (advance fees or on wages, working time arrangements and developments of the post).

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